Senior Specialist: Reward and Analytics at PPS

Minimum Requirements

Education: 

• Grade 12.
• Degree/diploma Computer Information System/ Information Technology/Data Analytics related.
• HR degree/diploma would be an advantage.

Experience:

• 5-8 years Reporting and HR System Administration working experience.
• Data manipulation experience within an HR environment.
• Gathering functional requirements and developing technical specifications.
• Compiling test cases and conducting User system’s testing.
• Creating and delivering presentations.
• Conducting user training.
• Developing work processes.

Knowledge and Skills: 

• Knowledge of human resources processes, principles and systems.
• Database Administration rules, standards and governance.
• Work Processes Design.
• In-depth knowledge in the use of the latest MS Office package, Excel, Word, PowerPoint, Internet, Outlook.
• Ability to write complex and advanced formulas and macros.
• HR Systems

Competencies: 

• Strong administration organisational skills.
• Ability to plan and organize effectively.
• Ability to solve problems.
• Ability to take initiative.
• Assertive.
• Attention to detail.
• Analytical.
• Client Service Orientation.
• Target-Driven.
• Ability to innovate 

Duties and Responsibilities

Reporting & Database Management:

• Maintains accurate HR Data and ensures that one source of PPS Group master data exists for each HR Process/functionality (e.g. recruitment, L&D, ER, EE & Diversity, Rem & Benefits etc.).
• Continually and randomly audit HR Data to ensure its integrity and accuracy.
• Ensures the alignment of naming conventions and standards of the PPS’s employee database across all subsidiaries.
• Responsible for gathering, processing and translating qualitative and quantitative people data into meaningful information for informed workforce planning by leadership to enhance effective business operations through its people data analysis.
• Design and produce standard and customised reports for various users (e.g. HR Monthly, quarterly and annual statutory reports and any other reports requested by the business).
• Supports the HR Community and line management by designing customized reports as and when required.
• Continually evaluates and improve current reports, identify opportunities for improvement in line with HR best practice and trends.
• Serve as the expert in people analytics, advance the use of complex analytical techniques and statistical thinking across HR function and provide coaching and training on the use and interpretation of metrics.

HR Information System:

• HRIS maintenance and implementation as well as oversee the digital transformation of the processed within Human Resources.
• Research and recommend functional HR system solutions to enhance the existing HR system and other related systems.
• Document HR systems requirements in line with the requirements of HR Functions as and when required.
• Liaise with the I.T. department and the appointed HR system vendor with regards to any systems functionalities and specifications.
• Actively participate in the implementation and any enhancements of the HR system.
• Compiles User test cases, ensures that all User Acceptance Testing is conducted on various HR Modules to be implemented and prepare system testing reports.
• Provider appropriate end users HR systems training to all HR business partners and other HR stakeholders.
• Administer users access and permissions.
• Action all audits’ points raised against the content and maintenance of the database.
• Address and escalate all HR systems queries to the system vendor, I.T. Department and HR management.
• Ensure that the service provider delivers service as agreed in the Service Level agreement (SLA).

Reward and Remuneration Analysis:

• Proactively identify and analyse needs of the business by conducting research into remuneration trends and best practices.
• Explore and research best practice in pay models to better manage jobs (job families) and pay levels to improve pay parity across Business Units and the subsidiaries.
• Participate in salary surveys and the management of the entire process, including analysis of data and benchmarking.
• Ensure that benchmarking guidelines are set for the business and work closely with HR and line managers to ensure that benchmarking is done effectively and provide recommendation where necessary.

Stakeholder management:

• Partner with the HRBPs, line managers and teams to understand the organisations structures.
• Effectively communicates the org design principles aligned to business requirements; use opportunities to promote dialogue, shared understanding, and consensus.
• Collaborates with key business stakeholders in sharing insights to improve reward principles.
• Strong interface and adept at handling key business issues on behalf of the Head Reward.