HR Analyst

Job Description for HR Analyst

Role Overview:

As an HR Analyst, you will play a pivotal role in HR transformation initiative. Your primary responsibilities will include creating a comprehensive repository of HR processes, evaluating their effectiveness, and identifying areas for improvement. Additionally, you will assess the technical infrastructure supporting HR functions.

Key responsibilities include:

• Create a centralized repository for all HR-related procedures, policies, and workflows.
• Evaluate process effectiveness in achieving desired outcomes and identify enhancement opportunities.
• Collaborate with hiring managers to identify pain points in the assessment of staffing needs.
• Identify enhancement opportunities in the handling of employee grievances, conflicts, and disciplinary actions.
• Identify enhancement opportunities in payroll processing, benefits enrollment, and compensation adjustments processes.
• Ensure compliance with labor laws, policies, and regulations.
• Investigate and assess the technology stack and system capabilities supporting HR functions.
• Utilize data analytics tools to extract insights from HR-related data.
• Identify training needs in line with strategic objectives and organize relevant programs.
• Create and update HR policies and ensure consistent policy application across the organization.

The aim of the Transformation Programme is to elevate the HR Services function to a more strategic role in empowering its team to deliver ‘best-in-class’ services to its stakeholders.

The delivery of HR Services Transformation will be driven by a set of cross-functional work streams namely:

1. Process Improvement & Operating Model
2. Digital Operational HR Optimization
3. Change Management and Strategic HR Alignment
4. Learning & Development

Successful delivery will result in a substantial uplift in the capability and service provided by HR Services. The transformation is also expected to significantly improve the ability to manage relationships (both with internal and external stakeholders).

Transformation Objectives:

1. Enable HR to perform a more strategic and advisory role for the bank.
2. Develop a ‘future-ready’ operating model with well-defined roles & responsibilities.
3. Deliver and sustain an attractive workplace environment playing a major role in candidate attraction, employee engagement, productivity, and retention.
4. Develop a world-class learning & development curriculum that uplifts the team’s capability and enables the function to provide service excellence.
5. Improve understanding of internal and external policies and best practice standards.
6. Reduce variance in service level delivery due to knowledge gaps/inexperience.
7. Define a clear performance management framework to monitor and track performance of the function and its people.
8. Identify and close gaps in process documentation to improve clarity and consistency in ways of working.
9. Significantly curtail probability of receiving complaints from internal and external customers arising from lack of prescribed processes and procedures.
10. Demonstrate effective governance and risk management with clear senior management escalation paths.
11. Improve ability to identify and extract information from golden data sources to deliver higher quality service.
12. Transform function to be data-driven with the ability to take real-time action.
13. Activate data-driven decision-making with regard to the workplace, its workforce, and the broader HR portfolio.

Skills

Role Requirements:

• Supporting the Transformation Lead in overseeing the design and execution of the programme which includes:
• Supporting design of HR Services operating model and underlying processes.
• Employ design thinking methodologies to identify and address complex challenges within the programme.
• Ensure initiative aligns with needs and technology capabilities.
• Support strategic planning and execution of comprehensive change management and adoption strategies to ensure successful implementation of HR Services transformation initiatives.
• Support in maintaining robust governance structures to oversee the progress and success of the programme.

Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Proven experience (preferably 5+ years) in HR process analysis, documentation, and improvement.
• Familiarity with HR technology solutions (HRIS, ATS, payroll systems).
• Strong analytical skills and attention to detail.
• Excellent communication and collaboration abilities.
• Change management experience is a plus.