Manager: HR Reporting, Insights & Decision Support

Role Purpose

The Manager: HR Reporting, Insights & Decision Support will act as a strategic partner to the HR Director and HR Leadership Team. The role is accountable for delivering advanced HR analytics, generating actionable insights, and enabling evidence-based decision-making. In addition, the incumbent will coordinate strategic HR initiatives, manage governance processes, and lead monthly budgeting and forecasting cycles. The role ensures operational excellence while maintaining strong alignment with organizational priorities.

Key Responsibilities

HR Reporting & Analytics

• Lead the design, delivery, and ongoing maintenance of HR dashboards, reports, data visualizations, and analytics to support strategic decision-making aligned with Employee Experience principles.
• Conduct advanced trend and workforce analysis to identify risks, opportunities, and insights across HR, business units, and functional leadership, translating findings into actionable recommendations.
• Ensure timely, accurate month-end HR reporting, including ad hoc analysis and executive-level reporting.
• Support internal and external survey activities, including design, analysis, and interpretation of results.
• Design and develop HR KPI reporting tools aligned to business strategy and performance objectives.
• Lead detailed analysis of the efficiency and effectiveness of key HR initiatives using relevant KPIs.
• Contribute to HR budgeting cycles through data-driven workforce cost analysis and forecasting.

Decision Support

• Partner closely with the HR Director and HR Leadership Team to coordinate HR strategic priorities, leadership forums, and decision-making processes.
• Drive monthly budgeting, forecasting, and variance review sessions, ensuring alignment with financial targets and business plans.
• Track progress of HR strategic initiatives and prepare high-quality executive reports, dashboards, and presentations.
• Coordinate HR leadership meetings and ensure effective follow-up on actions and decisions.
• Provide scenario planning, risk analysis, and business case development to support leadership decisions.

Workforce and Headcount Management

• Develop and maintain workforce plans, headcount dashboards, and forecasting models.
• Support the scoping, sourcing, and implementation of a workforce management system in collaboration with Technology teams.
• Advise HR and line leaders on optimal staffing models, productivity measures, and organizational cost structures.
• Maintain a comprehensive, accurate, and up-to-date staff and headcount database and reporting framework.
• Monitor and report on all employee and contractor movements, role changes, and workforce trends across the organization.

Other HR Initiatives

• Support the rollout and implementation of MPA, employee engagement initiatives, and Health, Wellness & Safety (HSW) programs.
• Maintain up-to-date HR policies, ensuring alignment with internal stakeholders and organizational governance requirements.
• Lead or support special projects that enhance HR operational excellence, analytics maturity, and strategic impact.

Qualifications

Core Competencies, Knowledge & Experience

• Strong analytical and financial acumen with the ability to interpret and translate complex data into meaningful insights.
• Excellent organizational, planning, and project management skills.
• Proven ability to manage multiple priorities and perform effectively under pressure.
• Strong stakeholder engagement, communication, and presentation skills.
• Demonstrated experience in budgeting, forecasting, and governance processes.

Technical / Professional Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Data Analytics, or a related field.
• Advanced proficiency in MS Office tools (Excel, PowerPoint) and experience with data visualization platforms (e.g., Qlik Sense).
• 5–7 years of experience in HR analytics, business management, or related analytical roles.
• Prior experience in financial planning, budgeting, forecasting, and project coordination.
• Exposure to workforce modeling, organizational design principles, and people metrics.
• Experience operating in a large corporate environment conducting moderately complex to highly complex employee and workforce analysis using qualitative and quantitative methodologies.
• Prior project leadership experience is strongly preferred.