Talent Development and Analytics Manager

Responsibilities

Talent Analytics Agenda

Lead the identification and development of data-driven use cases for performance  management and other cross-functional areas.

Analyse and interpret data to identify trends, insights and opportunities for improvement  in performance management but also talent acquisition, staffing, employee relations, etc.

Design and build visually engaging and informative performance management dashboards

and reports for Human Capital leadership and business stakeholders, facilitating data-  driven decision-making.

Continuously engage with the leadership team to provide insights and recommendations  that support the overall people agenda.

Collaborate with other department heads (e.g. staffing, recruitment) to align cross  functional use cases with the relevant departments objectives and requirements.

Collaborate with the digital department to develop a centralized HC database that supports  cross-functional use cases and ensures seamless data integration.

Transformation plans and projects

Support the Head of Talent Development and Analytics in leading the transformation of  the performance management process.

Lead performance management analytics projects, in close coordination with the Digital

department and PWC tech teams. This includes scoping, designing, and overseeing the  development of the tools.

Develop the change management strategy and lead change management activities related  to the new performance management tools.

Oversee the rollout of new tools and manage ongoing business operations.

Facilitate the integration of new processes with existing ones, in close coordination with  the talent development manager.

Client Staff Performance Management

Manage a subset of client staff appraisal committees.

Own the end-to-end performance management process, including but not limited to roster

dissemination, appraisal packages review and update, appraisee / appraiser debriefs,  committee schedule, results consolidation, post-committee feedback and closing cases in  line with set timeline.

Demonstrate functional expertise in areas related to career progression and talent  development and act as the go to person for the People Partner and appraisal committee  Chairmen.

Act as an active member within the EMEA performance management team and ensure  implementation of new changes in ME as needed.

Conduct analysis, develop dashboards, and drive insights from historical and current data  for informative decision making.

Knowledge, skills and abilities

Qualifications

Bachelors degree in Engineering or Business Administration or any relevant subject.

7+ years of relevant experience (experience in Consulting and / or talent development is a  plus).

Skills

Knowledge of HR processes and strong understanding of performance management  principles and best practices.

Strategic thinking and the ability to align talent analytics initiatives with overall business  goals.

Strong analytical and problem-solving skills with a keen eye for detail.

Proficiency in analytical and data visualisation tools and especially Power BI.

Ability to crunch and interpret complex data and draw actionable insights and  recommendations.

Effective project management skills.

Strong oral and written communication skills as well as presentation skills.

Service-oriented attitude, proactive thinker, networker, information seeker, team player.

Strong interpersonal skills and ability to build relationships with seniors.

Ability to collaborate effectively with cross-functional teams and HR business partners.

Ability to work within an unstructured fast paced environment.