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Manager People Analytics
4 months ago
**Major Responsibilities**:
1. Provide reporting and analysis to leadership and other stakeholders including monthly dashboards, compliance reporting, analysis related to talent acquisition, attrition, diversity, and People operational metrics to help drive business decisions and identify areas of strength and opportunities for improvement.
- Develop a strategy and roadmap to significantly enhance our reporting and analytics capabilities considering the appropriate tools and technologies.
- Contract management and vendor management activities for the team to ensure expected service levels are consistently met and vendor administration activities are conducted at targeted performance levels. Develop vendor relationships for continuous improvement, cost reduction and service improvement opportunities
- Develop and deliver key reporting and analytical support for the People organization and people managers, particularly focused on creating robust self-service reporting capability and manager dashboards.
- Provide training on self-service capability for HR and Managers when needed.
- Use reporting expertise to establish trends in various parts of the business.
2. Plan, manage and control the activities of the team which includes annual planning of projects and priorities, identifying resource requirements, allocating work, recruiting and on-boarding, establishing performance objectives, conducting performance reviews, and providing guidance and feedback to staff. This includes:
- Providing technical expertise and direction to staff
- Identifying and addressing blockers, inefficiencies and other issues to effective service delivery
- Effectively manage the reporting function by: maintaining the HR Reporting Schedule to ensure it accurately reflects standard reports and production schedule; monitoring the shared mailbox and ensure timely responses to requests; ensure the HR tracking sheet is updated to capture ad hoc requests; ensure that process documents are created/updated to ensure consistent reporting and knowledge-sharing.
- Creating appropriate development opportunities for the analytics team and other HR partners e.g., HR Analytics and Evidence-Based Decision Making workshops
- Participating as a member of the Recruitment, Workforce Planning & Human Resources Analytics management team in the development of branch goals and objectives in support of the divisional and corporate goals and objectives
3. Translate complex analytics and findings into digestible stories that identify key business implications.
- Partner with HR Business Partners, the HR leadership team, and the business to develop and maintain effective communication linkages and relationships internally with business areas to understand their business objectives, determine people data and reporting needs to ensure client needs are met.
**Job Requirements**:
1) Education requirements:
**Minimum Level Required**
- Post-secondary degree in mathematics, computer sciences, social sciences, business, or equivalent
2) Experience:
**Minimum Level Required**
- 3+ years' experience in building high performance analytics organizations in the HR/Recruiting space
- 5+ years' experience with data analytics, PeopleSoft, Microsoft BI and visualization tools
- Ability to gather and use data to inform decision-making and persuade others. Work effectively in an environment requiring new perspectives and creative approaches
- Enthusiastic about the opportunity to build new and/or updated current data reporting capabilities, which requires comfort with toggling between managing basic reporting needs while also building a foundation which allows the People Team to automate and deliver self-service tools and dashboards to allow for more sophisticated analyses
- Strong problem-structuring and problem-solving ability
- Proven ability to challenge and motivate a team to foster innovation in an atmosphere of mutual respect
- Demonstrate strong communication and data visualization skills, with the ability to communicate more than just numbers.
**Our commitment to equity, diversity and inclusion**
We respect and value the diversity of our people. We strive to create an environment where employees can be themselves and where our differences are celebrated.
The WSIB is committed to being accessible and inclusive, and following barrier-free and accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Should you require accommodation through any stage of the recruitment process, please let us know when we contact you and we will work with you to meet your needs.
**Disclosing conflicts of interest**
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