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- Tasks: Lead HR data and analytics, enhancing reporting systems and delivering actionable insights.
- Company: Join a forward-thinking organisation focused on data-driven HR practices.
- Benefits: Enjoy a competitive salary, hybrid working model, and autonomy in your role.
- Why this job: Make a real impact by transforming HR data practices and driving strategic decisions.
- Qualifications: Experience in HR analytics, data management, and proficiency in Power BI required.
- Other info: Open to discussions about various roles in the HRIS space.
The predicted salary is between 45000 - 105000 £ per year.
I am partnering exclusively with my client to recruit a People Data and Insights Lead to take charge of HR data, People Analytics, HR technology (HRIS), and reporting. In this role, you will support advanced analytics, bringing scientific data-informed decision-making to the forefront of the people function on a global scale. This role will leverage Power BI for data visualisation and the bespoke tier-2 HR system to deliver reporting and data metrics across HR landscapes. You will also spot trends by stitching data together to see the bigger picture and make actionable insights for HR changes.
Key responsibilities:
- Enhance the architecture of HR data and reporting systems in partnership with IT and technology teams.
- Seamless operations and identifying opportunities for enhancements, serve as the business owner for HR IT systems, ensuring.
- Design and delivery of the HR Tech roadmap advancements, prioritising transformative initiatives and working with stakeholders to deliver results.
- Maintain high standards of HR data integrity and ensure compliance with GDPR.
- Deliver strategic insights drawn from internal data and external benchmarks, positioning the organization as a market leader.
- Collaborate with HR, IT, and business teams to establish clear responsibilities for data management.
- Deliver comprehensive data cleansing processes and assure payroll and people data accuracy.
- Identify and champion opportunities for transformative improvements in HR data practices.
- Coach HR colleagues to build data proficiency and analytical capabilities.
- Lead both internal and external reporting initiatives, including statutory submissions, external benchmarks, and audit data.
- Leverage Power BI to develop visually compelling dashboards that provide clear, actionable insights into headcount and key HR metrics.
- Oversee data production for annual HR cycles such as performance management, reward programs, and talent reviews.
- Collaborate with HR and broader business teams to understand priorities and provide data-driven recommendations.
- Design engaging dashboards and presentations tailored for diverse audiences, ensuring clarity and impact in decision-making processes.
The role offers a competitive package of up to £75,000 p.a. on a permanent basis. You will benefit from an agile and hybrid working model and be given autonomy. If you’re interested in this role and would like more information, please apply, and contact Anton Blades at Frazer Jones via antonblades@frazerjones.com with any questions or to have a confidential discussion about your job search.
People Data and Insights Lead employer: Frazer Jones
Contact Detail:
Frazer Jones Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land People Data and Insights Lead
✨Tip Number 1
Familiarise yourself with Power BI and its capabilities. Since this role heavily relies on data visualisation, showcasing your proficiency in creating dashboards and reports using Power BI can set you apart from other candidates.
✨Tip Number 2
Understand GDPR compliance and data integrity principles. Being able to discuss how you have maintained data accuracy and compliance in previous roles will demonstrate your readiness for this position.
✨Tip Number 3
Prepare examples of how you've used data analytics to drive HR decisions. Highlighting specific instances where your insights led to transformative changes will show your potential impact in this role.
✨Tip Number 4
Network with professionals in the HRIS space. Engaging with others in the field can provide valuable insights and connections that may help you during the application process and beyond.
We think you need these skills to ace People Data and Insights Lead
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in HR data, analytics, and technology. Emphasise your familiarity with Power BI and any HRIS systems you've worked with.
Craft a Compelling Cover Letter: In your cover letter, explain why you're passionate about data-driven decision-making in HR. Mention specific examples of how you've used data to drive insights or improvements in previous roles.
Showcase Your Analytical Skills: Provide examples of projects where you have successfully analysed data to identify trends or make recommendations. This could include dashboards you've created or reports you've delivered.
Highlight Collaboration Experience: Since the role involves working with various teams, mention instances where you've collaborated with IT, HR, or other business units to achieve common goals, particularly in data management or reporting.
How to prepare for a job interview at Frazer Jones
✨Showcase Your Analytical Skills
As a People Data and Insights Lead, your ability to analyse and interpret data is crucial. Be prepared to discuss specific examples of how you've used data analytics in previous roles to drive HR decisions or improvements.
✨Familiarise Yourself with Power BI
Since this role involves leveraging Power BI for data visualisation, make sure you have a solid understanding of the tool. Consider preparing a sample dashboard or visualisation to demonstrate your skills during the interview.
✨Understand GDPR Compliance
Data integrity and compliance with GDPR are key responsibilities in this position. Brush up on GDPR regulations and be ready to discuss how you have ensured compliance in past roles, especially in relation to HR data.
✨Prepare for Collaborative Scenarios
This role requires collaboration with various teams, including HR and IT. Think of examples where you've successfully worked with cross-functional teams to achieve a common goal, and be ready to share these experiences.
