Talent Analyst (DBN) at BETSoftware

You Bring:

• Completed Degree or Diploma in Human Resources, Analytics, Business Administration, or related.
• Minimum of 5 years’ experience within a Talent, HR, Marketing Analysis, or Business Analysis role (HR preferred).
• Solid understanding of HR principles, Labour legislation, and Talent Acquisition processes.
• Proven exposure in completing competitor analysis, performance metrics, benchmarking exercises, and return on investment for events.
• Excellent attention to detail skills and the capabilities to troubleshoot technical issues independently.
• Strong written, verbal, and reporting communication skills.
• Excellent innovation and process implementation skills.
• Strong Excel, analytical, and technical proficiency.
• Experience with ORACLE, Applicant Tracking Systems, Business Analysis/Data Tools, CRM and Project Management.
• Tools (Confluence, MS Projects) (advantageous).

What You’ll Do:

Data Analysis and Reporting:

• Collect and analyse HR data from various sources, including HRIS, employee surveys, performance evaluations, and other relevant systems.
• Clean, transform, and validate HR data to ensure accuracy, consistency, and data integrity.
• Use data analysis techniques to identify trends, patterns, correlations, and insights related to HR metrics and key performance indicators (KPIs).
• Develop and maintain HR dashboards, reports, and visualisations to effectively communicate HR data and insights to stakeholders.
• Conduct statistical analyses and predictive modelling to support HR initiatives and identify potential risks or opportunities.
• Provide HR data-driven insights and recommendations to support decision-making and drive HR initiatives.
• Monitor HR data to identify data anomalies, outliers, and data quality issues, and take corrective actions as necessary.
• Stay updated with HR trends, industry benchmarks, and best practices to enhance HR data analysis capabilities.
• Participate in HR projects and initiatives related to data analytics, including HR system implementations, process improvements, and automation.
• Maintain data privacy and confidentiality standards in handling sensitive HR data.
• Support HR data requirements for regulatory reporting, audits, and compliance purposes.

Talent Acquisition Support:

• Market Research: Research to understand talent availability, salary benchmarks, and industry hiring trends.
• Sourcing Strategies: Develop and optimize sourcing strategies to attract high-quality candidates.
• Candidate Assessment: Assist in creating and refining assessment tools and processes to ensure the selection of the best candidates.

 HR Strategy Development:

• Strategic Planning: Support the development of HR strategies by providing insights from data analysis.
• Workforce Planning: Help in workforce planning by forecasting hiring needs based on business goals and market trends.
• Talent Management: Contribute to talent management strategies including succession planning, career development, and employee engagement.

Process Improvement:

• Efficiency Enhancement: Identify areas for improvement in the recruitment and selection process to enhance efficiency and effectiveness.
• Technology Utilisation: Leverage HR technology and tools for data management and process automation.

Stakeholder Collaboration:

• Collaboration: Work closely with HR leaders, Learning and Development, Marketing Leaders, hiring managers, and other stakeholders to understand their needs and provide data-driven insights.
• Communication: Present findings and recommendations to senior management and other stakeholders. Present reports weekly, monthly, quarterly, bi-annual, and yearly. Present key findings, trend analysis, and cost analysis to strategise what’s best for business.

 Compliance and Best Practices:

• Regulatory Compliance: Ensure all recruitment practices comply with relevant laws and regulations.
• Best Practices: Stay updated with the latest trends and best practices in talent acquisition and HR analytics. Ensure the Team is notified of relevant policy/system and IT-regulated changes and that it is being adhered to. Conduct regular quality assurance on the current processes and modules within the Talent, People and Development Teams.
• Any ad hoc tasks that may arise.