Our Client Currently looking for Manager – HR

What you will doReporting

• Own the HR reporting calendar across systems: headcount, turnover and attrition, hiring and requisition status, movement and promotion, diversity representation, absence, workforce cost, and HR service delivery performance.
• Build and maintain Workday reports, calculated fields, and dashboards; retire and consolidate redundant reports rather than letting the inventory grow unchecked.
• Deliver executive-ready reporting for the HR leadership team, business unit leaders, and finance, including board and audit requests.
• Handle ad hoc data requests with a fast turnaround, and convert the ones that keep coming back into self-service reports or dashboards.
• Produce reporting required for regulatory, statutory, and audit purposes, and stand behind the numbers when they are challenged.

Analytics and insight

• Move beyond descriptive reporting: identify trends, segment drivers, and outliers in workforce data, and explain what they mean for the business.
• Partner with the development team to build and maintain semantic models, datasets, and dashboards in Microsoft Fabric that combine Workday data with data from other HR and business systems.
• Partner with HRBPs and COEs to frame business questions into answerable analyses, and to translate findings into recommendations leaders can act on.
• Support workforce planning, span-of-control and organisational design analysis, and cost modelling in partnership with finance.
• Develop a small set of trusted, defined HR metrics and hold the line on their definitions so that numbers reconcile across audiences.

HR service delivery reporting (ServiceNow and Unifai)

• Build and own SLA and performance reporting for the HR service delivery teams working in ServiceNow HRSD: case volume by category and tier, first response and resolution time against SLA, SLA attainment and breach analysis, backlog and aging, reassignment and escalation rates, reopen rates, and case CSAT.
• Report on Unifai chatbot performance: session and query volume, intent recognition and match rates, containment and deflection rate, hand-off and escalation into ServiceNow cases, unresolved or unrecognised intents, and satisfaction.
• Connect the two: report on the end-to-end employee journey from chatbot query through case creation to resolution, so that deflection and case volume are read together rather than in isolation.
• Surface where self-service is failing. Use recurring case drivers, repeat contacts, and failed chatbot intents to recommend knowledge article, process, and content improvements, and measure whether those changes actually reduced contact volume.
• Provide the operational reporting HR service leaders need to manage capacity and staffing: volume seasonality, workload distribution, handle time, and productivity by team and region.
• Enrich service delivery data with Workday attributes such as location, business unit, job level, and tenure so that case and chatbot activity can be analysed by population, not just by ticket queue.
• Report against service delivery commitments used in governance forums and vendor or internal SLA reviews, and hold a consistent definition of how SLA clocks, business hours, and pauses are calculated.

• Are you interested in this position?

   

  Apply by clicking on the “Apply Now” button below!

   

  #AlbionarcJobs#FintechJobs

  #AsiaJobs#MiddleEastCareers

  #TechTalent#FintechRecruitment

  #FinanceOpportunities#