Business analyst HR & Recruitment

Responsibilities:

Data Analysis and Reporting:

·        Collect, analyze, and interpret HR data from various sources such as employee surveys, performance evaluations, turnover rates, and recruitment metrics.

·        Prepare and present reports, dashboards, and visualizations to summarize HR metrics (time-to-hire, cost-per-hire, candidate sourcing channels, and recruitment funnel analytics) and trends for management review and decision-making.

Trend Identification, forecasting and benchmarking:

·        Identify patterns, trends, and insights within HR data to inform strategic initiatives and improve HR processes.

·        Use historical data and statistical methods to forecast future HR trends, such as workforce demographics, turnover rates, and talent needs.

·        Conduct benchmarking analysis to compare HR metrics and practices against industry standards and competitors.

HR Metrics Development:

·        Develop and maintain key performance indicators (KPIs) and metrics to measure the effectiveness of HR programs and initiatives.

Process Improvement:

·        Identify opportunities for process improvement and efficiency gains within HR operations. Recommend and implement process improvements to streamline HR and recruitment workflows, reduce time-to-fill, enhance candidate experience, and optimize resource allocation.

Change Management and Strategic Planning:

·        Support HR and recruitment teams through organizational changes, system implementations, and process improvements: conducting change impact assessments, and facilitate stakeholder communication.

·        Provide analytical support to HR leadership in developing strategic workforce plans, talent acquisition strategies, and succession planning initiatives.

HR Technology Management:

·        Participating in the configuration of our new ATS and supporting business decisions by providing ATS reports and statistics

·        Assist in the evaluation, implementation, and maintenance of HR technology systems and tools, such as HRIS (Human Resources Information Systems) and EPMS (Enterprise Performance Management System).