Job Description

Role Mission:

The Senior Manager, HR Business Partner & People Analytics exists to increase the organisation’s ability to execute its business strategy. The role strengthens workforce capability and performance, workforce availability, leadership continuity, and people decision-making through disciplined HR partnering and reliable workforce analytics. It converts company-wide people data into actionable insights, makes trade-offs explicit, and drives execution impact. While the role includes stewardship of core people operations, its primary value lies in improving decision quality, anticipating workforce risks, and enabling leaders to act on evidence.

Responsibilities:

Business & Workforce Decisions

• Translate business strategy and financial plans into workforce and organisational implications.
• Lead workforce planning, people cost reviews, and scenario-based trade-off discussions.
• Design and implement organisational and workforce changes to improve execution, productivity, and cost outcomes
• Diagnose organisational, leadership, and performance issues and determine appropriate actions.
• Assess succession and capability risks and drive mitigation actions for critical roles.
• Challenge senior leaders on people, organisation, performance, and cost decisions.
• Build leader capability to make better people and organisational decisions over time.

People Analytics & Workforce Insights

• Own and maintain a consistent suite of HR dashboards and workforce reports for enterprise and business-unit decision-making.
• Analyse company-wide people information, including headcount, attrition and retention, years of service, workforce demographics, hiring, internal movement, absenteeism, performance, talent, engagement, succession, and people cost.
• Identify trends, correlations, emerging risks, and root causes; translate findings into practical recommendations and targeted interventions for business and HR leaders.
• Develop regular and ad hoc analysis, forecasts, and scenario models to support workforce planning, organisational design, talent reviews, and management decisions.
• Establish common definitions, reporting standards, and data-quality controls so workforce metrics are accurate, timely, secure, and consistently understood.
• Partner with HR Operations, HR Centres of Excellence, Finance, and technology teams to improve data availability, automate reporting, and strengthen people analytics capability.
• Present complex workforce information in clear, concise narratives and visualisations suited to senior management audiences.
• Handle employee information in accordance with company data-governance, confidentiality, and access-control requirements.

People Risk & Operational Matters

• Provide senior judgement on complex employee relations, performance management, and people risk issues
• Act as an escalation point for material people risks, balancing employee, business, and organisational considerations
• Ensure timely and accurate execution of core people processes and system updates (e.g. performance actions, employee lifecycle changes) where required, particularly in complex or high-risk situations
• Ensure people data, records, and decisions are correctly reflected in HR systems and documentations
• Identify patterns in people issues (e.g. recurring ER cases, performance failures, attrition, probation outcomes) and address underlying leadership, capability, or structural causes
• Work with HR Operations and Centres of Excellence to simplify processes, improve service quality, and reduce avoidable transactional demand over time.

Qualifications

• Significant experience in a senior HR Business Partner (including employee relations), and equivalent role in an aggressive complex organisation.
• Demonstrated deep understanding and/or accountability for workforce, succession, performance, or people cost outcomes.
• Experience leading workforce planning, driving performance, organizational or structural change initiatives.
• Strong exposure to operational HR risk management in a business-facing role.
• Proven ability to challenge senior leaders and drive difficult decisions.
• Strong experience in HR or people analytics, including dashboard development, trend analysis, data interpretation, and translating findings into business recommendations.
• High proficiency in Excel and workforce reporting or visualisation tools; able to work confidently with HR information systems and large people datasets.