Hot Jobs at Experian

Job Description

• The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines. The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines.

HR Business Partnering

• Act as a trusted advisor to business leaders on all HR matters
• Engage and consult with the business to support the implementation of HR focus areas
• Support talent management, succession planning, and workforce planning with a transformation lens.

Reporting

• Monitor HR metrics and provide insights to improve business performance.

Strategy Implementation and compliance

• Engage and consult with the business to support the implementation of HR focus areas
• Identify process and policy improvements
• Ensure HR policies and procedures are consistently applied and compliant with labour laws
• Implementation and review of HR projects.
• Build internal and external networks with HR COEs, line managers and service providers and ensure relevance and credibility of the service provided.
• Advise business lines on all people related issues (people, capabilities, organisation, leadership, culture)
• Support the agreed timelines of the HR department ensuring that the objectives of the HR focus areas are prioritised and adhered to
• Champion DEI initiatives and support inclusive hiring and development practices

Talent Management & Development

• Support performance management processes, including goal setting, reviews, performance moderation and development planning
• Facilitate career development and talent mobility discussions
• Partner with Learning & Development to identify skills gaps and implement training solutions
• Utilise talent development process and tools to provide and develop a diverse talent pipeline through talent reviews and succession processes

Recruitment

• Drive all talent acquisition initiatives to ensure acquisition of suitable talent within business unit
• Provide input into and influence line managers to appoint, place and promote according to the organisations EE plans
• Provide input into the design of job profiles, org structure to include workforce planning activities

Compensation and Benefits

• Advise and monitor annual salary increases, coordination of the incentive process and performance bonus process.
• Advise line on salary benchmarking and salary equity within team

Exit Process

• Provide feedback and recommendations to line and business line head on exit interviews

Retention

• Implementation of retention tools including career counselling and settling-in interviews
• Engage with employees, to assist the line manager with putting retention plans in place

Employee Relations

• Promote a positive work environment through proactive employee engagement strategies
• Manage employee relations issues, including conflict resolution, disciplinary actions, and grievance procedures
• Advise and coach line management on company ER policies and procedures

Change Management

• Support organizational change initiatives, including restructures, culture transformation, and digital HR adoption
• Act as a change agent to drive adoption and minimize resistance

Qualifications

• Bachelor’s degree in human resources, Industrial Psychology, or related field
• Minimum 5 years’ experience as an HR Business Partner
• Strong knowledge of labour legislation and HR Best Practices

Required critical behaviours

• Strategic thinking and execution
• Change management
• Influencing and negotiation
• Data-driven decision-making
• Cultural sensitivity and inclusion
• Teamwork

Required key skills (functional / technical)

• Strategic thinking and business acumen
• Excellent communication and influencing abilities
• Strong interpersonal and relationship-building skills
• Problem-solving and conflict resolution skills
• Proficiency in MS Office

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Job Description

• The Senior Analyst will be part of the Data Insights and Attributes team that is responsible for any insights pertaining to credit bureau or alternative data. This includes industry benchmark reports, application decision outcome (ADO) reports, bureau and bespoke client attribute development, attribute monitoring and other custom analytics. The Senior Analyst is expected to assist with all the tasks dependent on priority projects for the team and should be able to work efficiently as part of the team, but also independently.

What you’ll need to bring to the party

• Credit Industry Expertise: experience across the credit lifecycle.
• Python Knowledge: Proven extensive experience and knowledge of Python (other software and programming languages like SAS, PySpark and/or SQL will be beneficial).
• Attention and interest to dive into the detail: Keen attention to detail to ensure data accuracy and integrity, as well as keen interest in-depth data analysis
• Monitoring Expertise: Ability to interrogate attribute monitoring and optimize the monitoring framework.
• Bureau Data Experience: Hands-on experience and knowledge of both consumer and business bureau data are preferred
• Innovative and inquisitive mindset: Should be focused on addressing and solving analytics data product needs identified in the industry.
• Strong communication skills: Proficiency in writing reports and presenting technical work clearly and concisely within the team and key client stakeholders.
• Strong collaborative mindset: Should be able to work together with other team members, as well as cross-departmental stakeholders.
• Beneficial knowledge: understanding of databases, data warehousing, big data frameworks, ETL processes and cloud platforms and machine learning concepts will be beneficial.

What you’ll be doing

• Execute and lead (in some instances) new data analytics projects.
• Review existing data processes where needed, in order to optimize and ensure that sufficient quality control measures are in place.
• Assist in aligning the team’s objectives and focus on Experian’s data strategy.
• Ensure quality and accuracy of own work and the work of any analysts on specific projects
• Carry out and lead others in confirming the integrity, extraction, formulation and enhancements of source data to develop new bureau and bespoke client attributes.
• Analyze results from benchmark reports and monitoring packs to identify and interpret trends.
• Assist in upskilling more junior team members to enhance their skillsets both from a technical perspective and data interpretation and enhancement perspective.
• Ensure process and product documentation is up to date and interpretable both by internal and external stakeholders.
• Participate in sales enablement when new analytics products are launched.
• Attend client meetings when required in order to support pre-sales and post-sales discussions pertaining to analytics data products.
• Stay abreast of legislation and regulation as they relate to Experian’s analytical solutions.

Qualifications

• Degree or equivalent standard, with a high mathematical content e.g. Mathematics, Statistics, Operations Research (O.R.), Economics, Physical Sciences, Engineering, Actuarial Science.
• 5+ Years’ experience in data analysis or related fields

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Job Description

• The Learning & Development Administrator provides essential support in the coordination, administration, and reporting of all learning and development activities across the organisation. This role ensures smooth coordination of training requests, accurate record-keeping, and effective communication with internal and external stakeholders. The role is also responsible for inducting new staff into the organization, managing learnerships and undertaking other duties that may be necessary and compatible with the nature of this role.

Key Responsibilities

Training Coordination

• Process training requests in line with established procedures
• Liaise with training providers for necessary training arrangements

Administration & Compliance

• Act as the first point of contact for L&D queries from employees and managers.
• Maintain accurate training records, attendance registers, and learning histories
• Manage Training Supplier Onboarding process and facilitation of Purchase Orders for training payments
• Ensure compliance with SETA requirements and BBBEE Skills Development targets.
• Assist with WSP/ATR submissions and other statutory reporting.

Induction

• Support onboarding processes by coordinating induction programs

Learnership

• Manage implementation of learnerships
• Prepare and submit relevant documentation for learnerships to SETA within specified timeframes
• Monitor and report progression of the learnership programme

Systems & Reporting

• Generate reports on training spend, participation, and effectiveness
• Support data collection for audits and scorecard verification

Required key skills (functional / technical)

• Excellent communication and interpersonal abilities
• Attention to detail and accuracy
• Analytical mindset with the ability to interpret data and generate reports
• Excellent IT skills – MS Office, Word, Excel, PowerPoint, e-mail, Internet, and Outlook, Teams
• Ability to work independently and as part of the team
• Must be fully aware of the sensitivity and confidentiality of the function and act upon it.

Qualifications

• Diploma or degree in Human Resources
• OD ETDP qualification / Skills Development Facilitator qualification (desired)
• Good learning and development experience
• Experience of Skills Audit for Workplace Skills Plan reporting
• Working understanding of BBBEE