Talent Analyst at The Heineken Company

Key Responsibilities:

Culture & Engagement Insights

• Implement Culture surveys; analyse results to identify systemic issues and emerging cultural risks.
• Partner with HR and business leaders to translate diagnostics into actionable interventions that shape a high-trust, high-performance culture.
• Highlight red flags and bright spots across people experience metrics to inform continuous improvement.

Talent Intelligence, Planning & Reporting

• Analyse workforce data to identify high-potential talent, capability gaps, and succession risks using predictive models.
• Develop and maintain dashboards and trackers for succession planning, HiPo identification, internal mobility, and diversity.
• Support People Reviews, Talent Forums, and MT presentations by preparing insights and visuals.
• Conduct trend analysis and modelling (e.g., pipeline strength, readiness indicators, risk exposure, gender representation).
• Track implementation of talent actions and development interventions, providing progress reports to the Talent Manager.
• Consolidate insights and data packs to enable storytelling for senior leadership.

Performance Analytics & Enablement

• Collaborate with the Talent Manager to administer the performance cycle in MyHR, including system setup, submission tracking, and calibration support.
• Track cycle completion, quality of feedback, and calibration consistency across business units.
• Build dashboards and data stories for performance trends, rating distributions, PDP completion, and PIP tracking.
• Monitor the alignment of performance outcomes to reward decisions in partnership with Reward.
• Identify opportunities for continuous improvement in the performance process through analysis of data trends and calibration patterns.

Predictive & Prescriptive Analytics

• Use AI and machine learning models to forecast attrition, engagement decline, succession risk, and readiness gaps.
• Identify leading indicators of leadership effectiveness, team performance, and burnout risk.
• Translate people analytics into predictive and prescriptive insights that inform proactive talent, culture, and development strategies.

System & Process Management

• Serve as a MyHR super user for Talent and Performance modules, ensuring optimal configuration, usage, and system integrity.
• Conduct regular data audits, uploads, and validations across the HR tech stack.
• Troubleshoot system issues and coordinate with IT and global teams for resolution.
• Streamline and automate reporting using Excel, Power BI, and dashboarding tools.
• Collaborate with the People Systems team on enhancements to reporting and user experience.

HR Tech & Data Enablement

• Work closely with other People Functions and analytics teams to ensure clean, integrated data pipelines.
• Evaluate and implement advanced tools (e.g., AI-driven assessment platforms, DEI analytics, chatbot-based pulse surveys).
• Train HRBPs and leaders on using data dashboards and interpreting insights for informed decision-making.

Stakeholder Engagement & Storytelling

• Act as the first point of contact for HRBPs and managers on talent and performance analytics requests.
• Translate complex data into simple visuals and compelling narratives to support business cases and leadership decisions.
• Support capability building by guiding line managers and HRBPs in interpreting and acting on insights from dashboards and reports.
• Tailor reporting for different audiences, including HR, executive leadership, and union forums.

Education & Experience

• Bachelor’s degree in data Analytics, Human Resources, Industrial Psychology, or Business Intelligence
• Proficiency in Excel and Power BI (or similar analytics tools).
• Working knowledge of HRIS systems (e.g., SAP SuccessFactors/MyHR) is essential.
• 3-5 years of experience in HR analytics, talent management, organizational development, or a related area.
• Proven track record in designing and delivering people analytics, performance metrics, or culture assessment projects.
• Experience working with HRIS systems (e.g., SAP SuccessFactors, Oracle HCM, Workday, MyHR) and reporting tools (Power BI, Tableau, Excel advanced).
• Exposure to predictive analytics, AI tools, or machine learning in HR is highly desirable.
• Experience supporting HR or Talent teams in a dynamic, matrixed organization is advantageous.
• Experience in manufacturing or industrial environments and familiarity with unionized workplaces will be advantageous.