People Analytics & Reporting Analyst

The People Analytics & Reporting Analyst is responsible for workforce reporting, people analytics, dashboard management, operational HR insights, workforce productivity analysis, and data-driven reporting to support business decision-making and workforce governance.

The role drives workforce visibility across the organization through accurate reporting, trend analysis, operational insights, and development of HR dashboards to support leadership decision-making, labour cost control, workforce planning, and operational discipline.

Key duties and responsibilities

Workforce Reporting & Dashboards

• Develop, maintain, and continuously improve workforce dashboards, HR scorecards, and operational people reports to support workforce visibility and business decision-making.
• Produce accurate weekly and monthly workforce reports covering headcount, labour costs, absenteeism, overtime/off-days, leave liability, workforce movements, labour productivity, and operational workforce trends.
• Develop and maintain workforce reporting structures and KPI dashboards covering metrics such as revenue per employee, labour cost per litre, workforce productivity, attendance trends, and manpower utilization.
• Support development, automation, and continuous improvement of Power BI dashboards, workforce analytics trackers, and operational reporting tools.
• Ensure timely, accurate, and insightful reporting to support operational governance, workforce planning, and leadership decision-making across the business.

Workforce Analytics & Insights

• Analyse workforce trends, labour productivity, attendance patterns, labour costs, workforce movements, engagement indicators, and operational risks to support business decision-making.
• Identify trends, anomalies, productivity gaps, workforce inefficiencies, and governance risks requiring management attention and timely escalation.
• Generate actionable workforce insights, operational analysis, and data-driven recommendations to support workforce optimization, productivity improvement, cost control, and operational effectiveness initiatives.
• Support leadership teams with workforce analytics, trend reporting, and operational insights to strengthen workforce planning and organizational decision-making.
• Monitor workforce performance indicators and support continuous improvement initiatives through data analysis and operational reporting.

Labour cost & Productivity Analysis

• Track casual labour spend, labour cost per litre, revenue per employee, and workforce productivity trends
• Support analysis of commercial and factory productivity metrics
• Monitor workforce utilization and operational efficiency indicators
• Monitor absenteeism, overtime/off-days, leave utilization, manpower deployment, and attendance trends to identify operational risks, productivity gaps, and cost leakages.
• Support workforce optimization initiatives through data analysis, operational reporting, and workforce efficiency tracking.
• Generate workforce productivity dashboards, trend analysis, and operational insights to support leadership decision-making and labour cost control initiatives.
• Support analysis of outsourced labour models, manpower utilization, and operational efficiency improvement initiatives across the business.

Governance &Compliance reporting

• Support governance and workforce risk reporting relating to attendance, absenteeism, disciplinary cases, leave management, overtime/off-days, workforce controls, and operational compliance trends.
• Monitor HR operational KPIs, workforce governance indicators, escalation trends, and compliance risks and provide timely reporting and escalation of identified issues.
• Track and analyse workforce control gaps, reporting inconsistencies, policy breaches, and operational risk indicators requiring management attention.
• Support audit readiness initiatives through workforce data validation, compliance reporting, documentation tracking, and workforce records management.
• Generate governance and operational control reports to support leadership visibility, accountability, and decision-making across the business.
• Support continuous improvement of workforce governance processes, reporting standards, and operational compliance practices across the People & Culture function.

HR systems and Integrity

• Support HRMIS readiness and implementation initiatives including workforce data cleanup, master data validation, workflow mapping, process alignment, testing support, and reporting structure development.
• Maintain and continuously improve workforce reporting templates, analytics trackers, dashboards, and HR reporting tools to strengthen operational visibility and decision-making.
• Monitor workforce data quality and reporting consistency and proactively identify and escalate data gaps, inconsistencies, or governance risks.
• Support standardization and continuous improvement of workforce reporting processes, reporting governance, and data management practices across the business.
• Work closely with HR, Finance, IT, and operational teams to support reporting alignment, systems optimization, and workforce data integrity initiatives.

Working relationships

Internal Relationships:

• Head of People & Culture : to support workforce reporting, people analytics, governance reporting, and strategic workforce insights.
• Workforce & Operations Lead: to align on workforce reporting priorities, labour cost analysis, operational reporting, and workforce governance initiatives.
• People Business Partner: to support employee relations reporting, workforce trends analysis, engagement insights, and people-related operational reporting.
• Finance: to align workforce reporting, labour cost analysis, payroll-related reporting, budgeting support, and productivity metrics.
• Commercial Teams: to support reporting and analysis relating to commercial productivity, workforce utilization, and operational performance trends.
• Manufacturing / Operations: to support workforce productivity analysis, attendance reporting, labour utilization tracking, and operational workforce reporting.
• Supply Chain / Distribution: to support workforce reporting, manpower analysis, and operational productivity tracking across operational functions.
• Payroll Support Teams: to support payroll-related reporting, workforce data validation, and operational controls.
• Senior Leadership Team: to provide workforce insights, people analytics, operational reporting, governance trends, and data-driven recommendations to support decision-making.

External Relationships:

• HRMIS Providers – to support systems implementation, reporting structures, workflow alignment, systems optimization, and workforce reporting improvements.
• Reporting and Analytics Support Vendors – to support dashboard development, reporting automation, analytics tools, and workforce reporting enhancement initiatives where applicable.
• Outsourced Workforce Providers – to support workforce reporting, labour data validation, manpower reporting, and operational workforce analysis where applicable.
• External Auditors and Regulatory Bodies – to support audit readiness, workforce data validation, compliance reporting, and governance-related reporting requirements where applicable.
• Training and Systems Partners – to support reporting capability development, systems training, and analytics improvement initiatives where required.

Knowledge, experience and qualifications required

• Bachelor’s degree in Statistics, Business Analytics, Human Resource Management, Economics, Mathematics, IT, Business Administration, or a related field.
• 3–5 years’ experience in workforce reporting, people analytics, HR operations, business reporting, or operational analytics within FMCG, manufacturing, distribution-led, or operational environments.
• Strong experience in workforce reporting, labour cost analysis, operational reporting, dashboard management, and workforce data interpretation.
• Proven experience developing and maintaining workforce dashboards, management reports, analytics trackers, and operational reporting tools.
• Strong Excel and data analysis capability required, with Power BI or other dashboarding/reporting tools being a strong advantage.
• Experience working with HR systems, reporting structures, workforce databases, and operational reporting processes is strongly preferred.
• Strong analytical, reporting, problem-solving, and stakeholder coordination capability required.

Competencies

Technical & Behavioural competencies

Technical Competencies

• Workforce Analytics & Reporting Strong understanding of workforce reporting, people analytics, labour productivity metrics, workforce controls, and operational reporting within a fast-paced operational environment.
• Data Analysis & Insight Generation Ability to analyse workforce trends, labour costs, attendance patterns, productivity indicators, operational risks, and organizational data to generate actionable insights and recommendations.
• Dashboard Development & Reporting Tools Experience developing and maintaining dashboards, analytics trackers, workforce scorecards, and management reports using Excel, Power BI, or similar reporting tools.
• Labour Cost & Productivity Analysis Strong understanding of labour cost analysis, workforce utilization, manpower tracking, productivity measurement, and operational efficiency indicators across business functions.
• HR Systems & Workforce Data Management Experience working with HR systems, workforce databases, reporting structures, and workforce data management processes to ensure reporting accuracy and data integrity.
• Governance & Compliance Reporting Ability to support workforce governance reporting, operational controls tracking, audit readiness, compliance reporting, and escalation monitoring across the People & Culture function.
• Workforce Planning & Operational Reporting Understanding of workforce planning principles, operational reporting requirements, workforce movements, and organizational reporting structures.
• Reporting Systems & Analytics Tools Strong capability in Microsoft Excel, reporting tools, analytics systems, Power BI, and workforce reporting platforms to support workforce visibility and decision-making.

Behavioural Competencies

• Analytical Thinking Strong analytical capability with the ability to interpret workforce data, identify trends, analyse operational issues, and generate actionable insights to support decision-making.
• Attention to Detail Demonstrates high levels of accuracy, consistency, and attention to detail in workforce reporting, data management, and operational analysis.
• Ownership & Accountability Takes responsibility for reporting accuracy, workforce data integrity, timely delivery of reports, and achievement of agreed operational objectives.
• Problem Solving & Decision Making Ability to identify reporting gaps, workforce risks, data inconsistencies, and operational challenges and support practical, data-driven solutions.
• Relationship & Stakeholder Management Builds effective working relationships with HR, Finance, Commercial, Manufacturing, Operations, and leadership teams to support reporting alignment and workforce visibility.
• Communication Skills Ability to communicate workforce insights, reporting trends, and operational analysis clearly and professionally to different stakeholders.
• Execution Discipline Strong follow-through with the ability to manage reporting timelines, maintain reporting standards, and deliver accurate workforce insights consistently.
• Adaptability & Continuous Improvement Demonstrates flexibility, curiosity, and a continuous improvement mindset in supporting workforce reporting, systems optimization, and analytics improvement initiatives within a dynamic operational environment.