HR People Intelligence and Analytics Lead

Description

• Facilitating internal mobility and career development based on employee skills and career goals.
• Identifying the best candidates by analyzing various attributes beyond traditional resumes.
• Reducing unconscious bias in hiring and fostering diversity.
• Identifying workflow bottlenecks and optimizing processes for greater efficiency.
• Supporting data-driven decision-making across the organization: Empowering leadership to make informed decisions about talent acquisition, development, and retention based on evidence rather than solely on intuition.
• Providing managers with data-driven insights into team and individual performance.
• Analyzing employee data and identifying patterns and trends: Utilizing various analytical techniques, including advanced tools and even AI and machine learning, use HR, finance, and external labor data to identify key insights into the workforce. This can involve identifying potential employee burnout risks, understanding factors driving attrition, and pinpointing areas for improvement in employee engagement or productivity.
• Business Partnering and Storytelling: Partner with the CHRO, CoEs, HRLT to embed analytics in decision making. Drive data storytelling to translate analytics into clear business outcomes. Develop this capability within the entire HR function.
• Data and technology leadership: Partnering not only internally with Hitachi Energy teams, but also with Hitachi Global Digital HR as the key point of contact for technology enablement. Owning the deployment and adoption of any decided systems (Workday Prism, People Analytics SKU dashboards, Power BI, etc.). Build a roadmap from reporting to intelligence to predictive to prescriptive analytics.
• Accelerating the sourcing process by automating talent searches and outreach.
• Identifying employees at risk of burnout and implementing proactive interventions.
• Benchmarking talent against competitors to identify skill gaps and opportunities.
• Generating actionable insights and recommendations for improving the employee experience: Translating data analysis into concrete recommendations and strategies for managers and leaders. These recommendations are aimed at optimizing the employee lifecycle, from recruitment and onboarding to development and retention.

Requirements

• Strong track record in data strategy, predictive analytics, and visualization tools
• Understanding the drivers of employee engagement and satisfaction.
• Minimum of 10 years of progressive experience in HR analytics, people intelligence, including experience in Data and Analytics in a leadership position, ideally experience as HR Business Partner.
• Understanding the talent market to proactively plan for future workforce needs.
• A master’s degree
• Ability to blend technical expertise with business storytelling
• Advanced degree in HR, Analytics, Business, Data Science, or related field preferred.
• Expertise in a broad range of HR processes (talent, recruiting, learning, diversity, skills, etc.)
• Proven expertise in Workday including Prism and preferably People Analytics SKU
• Experience in leading global, matrixed programs and influencing senior stakeholders

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance