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 procedure, 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 the 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
• Identifying training needs in line with strategic objectives and organizing relevant programs
• Create and update HR policies and ensuring consistent policy application across the organization.

The aim of the Transformation Programme is to elevate HR Services function to a more strategic role in empower 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 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 workplace, its workforce and the broader HR portfolio