HR Assistant Manager (Business Analyst)

Job Description

This position will play a critical role in bridging the gap between Human Resources (HR) and business units. This role involves leveraging data and insights to support strategic decision-making related to the workforce. By partnering with the Center of Excellence (COE), HR Business Partners (HRBP), and business leaders, the individual will help develop and implement HR programs, analyze data trends, and recommend evidence-based solutions to HR challenges.

Roles & Responsibilities:

1. Data Analysis & Reporting:

• Lead the collection, analysis, and interpretation of HR data from various sources (HRIS, software systems, surveys, etc.).

• Develop and monitor advanced HR dashboards and metrics, focusing on talent acquisition, employee relations, learning, and development.

• Identify trends and patterns in HR data to inform strategic workforce planning and decision-making.

• Provide actionable insights to business leaders by creating detailed reports and presentations that simplify complex HR data for both technical and non-technical audiences.

• Monitor the health of human resource management through comprehensive data analysis and generate reports with actionable insights.

2. Project Management & Process Improvement:

• Manage and coordinate HR-related projects, ensuring timely, budget-compliant completion and alignment with project goals.

• Identify opportunities to streamline and improve HR processes for enhanced efficiency and effectiveness.

• Lead the development and implementation of new or revised HR processes based on data-driven insights and industry best practices.

• Collaborate with stakeholders across the organization to gather feedback and ensure successful project delivery.

3. HR Program Support:

• Partner with HR experts in areas such as talent acquisition, compensation and benefits, and employee relations to provide data-driven insights and support program development.

• Collaborate with COE on various initiatives (talent acquisition, compensation & benefits, employee relations) to provide data-backed insights and support program development.

• Conduct comprehensive cost-benefit analyses of proposed HR initiatives to assess their impact on the organization.

• Develop and maintain clear documentation of HR processes and procedures.

• Stay current with HR trends and best practices to provide evidence-based solutions for challenges and recommend opportunities for continuous improvement.

4. Business Unit Collaboration:

• Work closely with business leaders to understand their strategic goals and talent needs.

• Align HR policies and practices with the business objectives of specific departments.

• Lead cross-functional teams in the development and implementation of HR initiatives aimed at achieving business results.

• Translate business objectives into actionable HR plans and programs.

• Perform other tasks as assigned by the department head.

Job Requirement

1.   Education:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.

2.   Experience:

• Minimum 4-5 years of experience in an HR generalist or HR analytics role, preferably within manufacturing operations.

• At least 1-2 years of management role.

3.   Knowledge:

• Strong experience with HR Information Systems (HRIS).

• Strong understanding of HR principles, practices, and employment law/regulations.

• Deep acknowledgement of compensation and benefits systems.

4.   Skills and Abilities:

• Proficient in data analysis tools (Excel, VBA, Power BI, Python, etc.).

• Excellent communication and presentation skills, capable of simplifying complex data into clear insights for diverse audiences.

• Strong experience with project management methodologies and a proven track record of delivering successful projects.

• Ability to work independently as well as collaboratively in a fast-paced, dynamic environment.

• Exceptional problem-solving skills with strong attention to detail.

• Good English communication.

5.   Competencies:

• Strong business acumen with an ability to link HR initiatives to business objectives.

• Strategic thinking and the ability to identify opportunities for improvement.

• Advanced analytical and data-driven decision-making expertise.

• Project management and leadership abilities.

• Experience in mentoring and coaching colleagues to drive success.