We are looking for a creative problem solver who does not have experience in HR so we can really challenge the way we do things today. We are looking for someone who can 'experiment' and approach people and talent with a test, measure, learn iterate mind set. Execution is everything to us and will always beat perfection, so you will need to be comfortable with ambiguity
Our Data Analyst will be fundamental in how we use data to drive performance and manage retention. The use of people-data in analytical processes to solve business problems is our aim. Collected by our HR system; payroll, absence management, business information, performance and training data is absolutely essential to how we drive our business forward. This role is also key to delivery of accurate reports to drive change across the Octopus group so customer service to both colleagues and customers is essential. Workforce analytics will be a game changer for HR at Octopus we would like you to help us build the businesses capability for analytics.
About the role
As Analyst for the Organisational Development Team, you'll provide insights, perform analysis, and manage projects that support our full employee life cycle: how we attract, train, develop, and retain our field talent. You'll use your curiosity, initiative, and passion for data to help us improve the way we make HR decisions about our employee base and ensure the sustainability of our business. You'll need to be super detail-oriented, with an obsessive need to deliver for your customers.
We are a small team supporting an ambitious, high growth organisation attract and retain high performance diverse talent across the group.
All roles within the Org Dev team, including the HR Data Analyst role, are highly visible roles across the company with the expectation that you will champion HR and help build the profile of the function across the company. Alongside colleagues in Org Dev, the Data Analyst is responsible for championing initiatives that deepen the Octopus culture.
This position currently reports into the Head of HR Operations
Four key components to Data Analytics role are:
1) Assess and map data architecture. To map where all sources of people analytics sit who owns them, what the process is and whether its automated or manual
2) Workout and delivery improvements to the data flows and automate processes and clean data
3) Work with the business and senior management to understand data requirements and how we can fulfil them
4) Design talent experiments using data
Other competencies of the role are:
5) Own the creation development and delivery of all reporting for the group which will include all functions of Organisational Development - HR/Recruitment and L & D, along with the rest of the group stakeholders
6) Design and manage the HR strategy for Data and how we plan to use this to drive employee experience, retention and performance
7) Manage the Org Dev operational reporting, strategic dashboards, and employee insights. compile and analyse HR metrics to help us identify risks/opportunities and make better decisions about the business.
8) Develop new HR reports using data from multiple HR sources (including Success Factors, Excel, and other systems).
9) Identify data trends to help us tell compelling stories about the field employee experience.
10) Serve as the "go-to" reporting expert for the HR team (which includes HR, L & D and Recruitment): pull/generate people data for ad-hoc projects as needed.
11) Partner closely with the HR Generalist Team to continually improve our HR reporting processes
12) Create original tools and templates that meet our continually evolving talent needs.
13) Drive for Results: Can be counted on to exceed goals successfully; pushes self and others to achieve more; is positive and possesses a "can-do" attitude. Sees the need for speed and agility and relentlessly seizes opportunities. Maintains effectiveness when experiencing major changes in work tasks, structures, processes and culture
To be successful you will need to demonstrate …
* Agile analytics - Comfortable with ambiguity
* Creative problem solver - who loves to ask questions and experiment
* Exceptional attention to detail and strong organisational skills; ability to handle high volumes of multiple tasks and priorities and remain calm under pressure
* Excellent stakeholder management skills liaising with employees at all levels in the organisation
* Possess the confidence and empathy required to cope with highly sensitive situations that arise
* Displays integrity - sincere in own behaviour and in dealings with others
* Self-motivated and self-aware - recognises own strengths and weaknesses and is committed to personal development
Specifically, you will have …
* Top-notch analytical and diagnostic skills. You can easily identify connections between multiple complex data sources, use data to tell compelling stories that drive decisions, and ask the right questions to get to the root of the problem.
* Strong technical skills. Mastery in Excel is required, and experience with HR systems like Workforce Analytics and PeopleSoft is a plus. You should also have strong math and quantitative skills.
* The ability to juggle multiple projects and priorities at once - all while meeting deadlines and not losing sight of the bigger picture.
* A love of tasks and projects that require a superior attention to detail.
* Knowledge of systems and workflows, and an endless curiosity to always uncover "how things work."
* A natural ability to establish credibility and rapport, so you can work with and influence all levels within an organization, including leadership.