HR Analyst

To provide operational support for all the new hire processes including onboarding queries, coordination/communication with new joiners, processing documents for government formalities, coordinating joining formalities (i.e., hotel booking, e-ticket, and corporate induction), and advising on policy and labor law in collaboration with LMs, HRBPs, and different stakeholders across MENA Countries under Al Futtaim Group.

What You Will Do

• Case Management/Resolution (Measurement: Service Level Agreement/Turn Around Time)
• Customer Focus/Collaboration (Measurement: Survey/Customer/Stakeholder Feedback)
• Data Integrity (Measurement: Quality check/Maintain Confidentiality/SAP Entries)
• Service Excellence/Teamwork (Measurement: Continuous Improvement/Initiatives/Info Sharing)
• Operational Excellence (Measurement: Work in Progress Report/Timely escalations/Tracker updates/Case closures/Knowledge of Policies/Procedures)

Required Skills To Be Successful

• Problem-solving and troubleshooting skills
• Attention to detail and good decision-making skills
• Excellent communication skills (Arabic language a plus)

What Equips You For The Role

• Bachelor’s degree or equivalent in HR, Business, Management, or Technology
• CIPD or similar qualification a plus
• 2-3 years’ experience as HR Generalist in UAE or GCC with 2-3 years’ experience in supporting SAP HR Module or similar ERP
• Proficiency with PC applications including Word, Excel, PowerPoint & Outlook
• Multi-tasking experience in a fast-paced environment, completing work tasks with speed and accuracy in a detailed work environment
• Experience in a Shared Services environment a plus and experience in a common help desk tool such as Salesforce is a plus
• Good knowledge of UAE Labor Law

Desired Candidate Profile

Data Collection and Management

• Collecting HR Data: Gathering and managing various HR data, such as employee performance, turnover rates, compensation, and benefits data.
• Maintaining Databases: Ensuring the accurate and up-to-date entry of HR-related data into HR management systems (HRMS) or spreadsheets.
• Data Quality Assurance: Ensuring that HR data is accurate, consistent, and reliable by performing regular checks and audits.

HR Metrics and Reporting

• Analyzing HR Metrics: Collecting, analyzing, and interpreting HR-related metrics such as employee retention, recruitment success, absenteeism, and training effectiveness.
• Creating Reports: Generating regular reports on HR performance metrics to help leadership understand trends and areas for improvement.
• Dashboards and Visualizations: Designing and developing dashboards and data visualizations to make HR data more accessible and actionable for decision-makers.

Workforce Planning and Analysis

• Labor Market Analysis: Analyzing labor market trends to identify staffing needs, compensation trends, and skills gaps within the organization.
• Forecasting Workforce Needs: Using data to predict future workforce requirements based on business goals, turnover rates, and other factors.
• Identifying Skills Gaps: Analyzing current workforce capabilities and identifying areas where training or recruitment may be necessary to meet organizational goals.

Recruitment and Staffing Analysis

• Recruitment Data Analysis: Analyzing recruitment processes and outcomes, such as time-to-hire, cost-per-hire, and candidate quality, to improve hiring strategies.
• Recruitment Metrics: Tracking the effectiveness of recruiting channels (e.g., job boards, recruitment agencies) and recommending adjustments based on performance.
• Diversity and Inclusion Metrics: Tracking diversity metrics during the recruitment process to ensure the organization is meeting diversity and inclusion goals.

Employee Engagement and Satisfaction

• Conducting Surveys and Polls: Designing and administering employee surveys, such as engagement surveys or satisfaction surveys, to gather feedback.
• Analyzing Employee Feedback: Interpreting survey results, identifying trends in employee engagement, satisfaction, and morale, and reporting findings to HR leaders.
• Recommending Initiatives: Proposing initiatives based on survey data to enhance employee engagement, retention, and workplace culture.