Senior People Data Analyst & HRIS Manager EE

The Senior People Data Analyst & HRIS Manager has a direct impact on our business and strategic planning through creative analysis and ability to influence decisions with data. In this role, he/she will report into East Europe HR Director, however, has exposure and influence across our various HR teams, business areas, and regional locations.

The ideal candidate will have strong analytical skills and be able to collaborate at all levels of the organization. Although technical in nature, to be successful in this role, this individual should be able to not only to analyse large sets of data from multiple angles and produce reports / scorecards, but rather tell the story of the data and provide guidance / predictive analytics to measure success of programs and influence decisions on the future direction of our business strategies around our number one asset, our People.

This is a challenging yet rewarding role for someone, who can thrive in ambiguity, likes to be creative, but works with passion to drive results. This role can be based in the Czech Republic, Poland, or Romania.

Principal Responsibilities:

• HR Controlling

As usual in Controlling, a distinction is made according to plan, measure, and finally development of further steps to develop. Employees can be defined as a cost factor, value-added potential and as a stakeholder group. HR controlling ensures that competitive advantage can be developed, and risks should be early identified and avoided for the company. Its responsibilities include:  

• Analyse and interpret people data to produce workforce insights, incl. high-quality reporting (budget, Fcast, HC and other KPI’s)
• Creation of transparency, improving awareness and quality of data reported from countries
• Ensure timely and accurate reporting and analysis on People and compensation KPI’s, such as Headcount reporting and planning, attrition and turnover trends, employees demographics, personnel cost.
• Provide reporting subject matter expertise and provide required reporting inputs to recurring HR initiatives
• Confidently articulate problems and clearly define solutions to audiences at all levels
• Use BI tools for analysis, reporting and dashboard maintenance

• People and Costs Analytics

People / Costs analytics is the use of people-data in analytical processes to solve business problems. People analytics uses both people-data, collected by HR systems (such as payroll, absence management, SF) and business information. At its core, people analytics should enable us to gain insights into our workforce, HR policies and practices, with a focus on the human capital element of the workforce and can ultimately inform more evidence-based decision making. As example:

• Determining value added of all HR measures / KPI’s
• Overtime reporting, ST, and LT absence calculation, Time to Fill, Time to Hire, Internal mobility and others
• ROI of training and development activities
• Identify opportunities to eliminate or combine redundant and not fit for purpose reports

• HRIS management (Success Factors):

• Be a SF ambassador for the region, making sure both employees and managers get used to new system in a short period of time, so we can get the desired benefits
• Effectively oversee / perform all data uploads (new hire, leaver, amendments /changes, reorganization, merit pay increases etc.)

• Cary out regular checks on HRIS to ensure data integrity and accuracy is maintained
• Ensuring data integrity, accuracy and compliance with Group, regional and local processes, while ensuring system performance is maintained
• Cultivate relationship with Group / EMEIA teams that enable successful development and delivery of full SF modules in East Europe
• Collaborate with IT team on requests that have dependencies on technical system support such as system security, configuration, and compliance
• Lead and maintain SF roadmap within East Europe, driving the agenda in line with business priorities to build an effective employee life cycle
• Oversees the day-to-day activity of the regional HR team, managing, upskilling and mentoring country representatives
• Champion of the HR Operating model

Education, Work Experience and Personal Qualities

• Bachelor’s degree or equivalent work experience in a field that emphasizes analysing, displaying, or reporting on data
• 4+ years of techno-functional SF experience with specific subject matter expertise in at least 3 modules Employee Central, Recruitment, Talent Management, Performance Management or C&B
• Relevant experience in HR or finance role or corporate work experience focused on providing insights through data to technical and non-technical audiences
• Demonstrable success communicating, consulting, influencing, and building relationships at all levels in an organization with an emphasis on promoting a culture of positivity, teamwork, and results
• Experience working with multinational teams in Eastern Europe is desired
• Apply expertise in quantitative analysis and the presentation of data clearly and easily understandable for both technical and non-technical stakeholders
• Good understanding of all HR processes, process automation and tools

• Strong organizational skills with the ability to work on multiple projects simultaneously, project management experience with multiple stakeholders prioritizing and delegating projects/tasks

• Self-organized, accountable, structured and target driven approach, pragmatic thinking person with hands on approach
• Effective communication and presentation skills, great interpersonal skills as well as able to work with data. 
• Understanding and confidence in using specific MS Office programmes (Excel, PowerPoint, SharePoint etc.), experience in SQL, data visualization tools, and Excel (formula, pivots, macros, etc.) would be an advantage
• Excellent English language skills: other European language i.e. Polish, Czech, Romanian would be a plus
• Experience working with HR/organizational people data (e.g. headcount, turnover, recruiting metrics, and other people analytics)

We are the ASSA ABLOY Group
Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 61,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access. 

As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.