Conduct in-depth analysis of Tier 0 and Tier 1 HR data to uncover trends, pain points, and improvement opportunities.
Develop clear, actionable insights that inform strategic decisions.
Insights to action translation: convert RCA findings into clear, actionable recommendations tied to measurable outcomes.
Conduct analysis on complex people data to identify trends, variances, and improvement opportunities.
Utilize advanced analytics methods, including AI-driven techniques and predictive models, to forecast people metrics and inform strategic decisions.
Convert detailed data analysis into actionable insights that support HR strategic planning and operational efficiency.
Reporting Automation & Dashboard Development
Design and develop automated reports and interactive dashboards using BI tools (e.g., Qlik, Tableau, Power BI, Excel) to improve data accessibility, reliability, and visual presentation.
Enhance reporting frameworks through process automation and continuous quality improvement in data analysis.
Quality Control & Data Validation
Perform rigorous quality checks to validate data accuracy and maintain the integrity of analytical outputs.
Establish and maintain quality assurance protocols in alignment with business and compliance standards.
Stakeholder Engagement & Partner Collaboration
Collaborate with the RELX HR community, HR Leaders, COEs and Process Innovation teams to deliver actionable insights and guide strategic HR initiatives, as well as prioritize and implement improvement actions.
Present clear, data-driven recommendations to leadership and facilitate cross-functional communication to ensure alignment on HR interventions.
Translate complex analytics outputs into straightforward business recommendations that drive staffing, talent management, and regulatory compliance decisions.
Lead structured root cause analysis sessions using established methodologies, e.g., 5 Whys, Fishbone/Ishikawa, Pareto analysis.
Action Tracking & Impact Measurement
Monitor progress of agreed actions and ensure timely completion and continual process improvement.
Perform post-action analysis to assess success metrics and report on outcomes.
Track action progress and escalate risks or delays that may impact resolution of root causes.
Continuous Improvement
Identify patterns and feedback loops to refine processes and enhance service delivery.
Maintain dashboards and reporting tools for ongoing visibility of key metrics.
Recommend enhancements to data capture, tagging, or metrics to improve future root cause precision and improvements in ways of working.
Stay abreast of the latest trends in AI, automation, and HR technology.
Proactively implement innovative approaches and best practices to enhance data analysis capabilities and HR service delivery.
Post-Implementation Validation and Learning
Conduct post-implementation reviews to confirm whether root causes were effectively addressed.
Completion rate of improvement actions / percentage of RCA-driven actions completed and validated for effectiveness.
Measured impact of initiatives on service performance and employee experience.
Reduction in recurrence of issues linked to identified root causes.
Qualifications
Technical Skills
Strong proficiency in data analytics tools (e.g., Power BI, Excel, SQL).
Experience with HR systems and workforce data.
Strong understanding of HR Service metrics such as case volume, CSAT, SLA, resolution times.
Ability to design, maintain and evolve dashboards that support ongoing RCA and performance monitoring.
Personal Skills
Good communication, facilitation and presentation skills.
Project management and organizational skills.
Ability to influence stakeholders and drive accountability.
Problem-solving capability.
Experience
Background in People Analytics, HR Insights, or related fields.
Proven track record of turning data into actionable business outcomes.
Educational & Professional Requirements
Bachelor's Degree holder
2-3 years of relevant work experience in people analytics, HR operations, or shared services.
Proven expertise in BI tools, advanced Excel functions, SQL, and familiarity with AI and machine learning applications in HR analytics.
Strong quantitative abilities and the capacity to translate complex datasets into clear, actionable insights.
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