Manager - People Projects & Analytics (MENA Regional Office)

Key Responsibilities

1. People Analytics & Insights

• Collect, analyze, and interpret HR data to provide actionable insights that support strategic decision-making.

• Support the development and maintenance of HR dashboards and regular analytics reports.

• Deliver reports covering key metrics such as headcount, employee engagement surveys, turnover, recruitment, diversity, and performance.

• Utilize analytics tools (e.g., Power BI, Excel, HRIS) to identify trends and provide data-driven recommendations to address gaps or capitalize on opportunities.

• Ensure data integrity, consistency, and reliability across all HR systems and reporting platforms.

• Streamline data collection and reporting processes through automation, reducing manual effort and improving turnaround times.

• Partner with business leaders to define and monitor KPIs related to people performance, engagement, and productivity.

2. HR Projects & Transformation

• Lead and manage end-to-end HR projects, including policy rollouts, organizational design, and change management initiatives.

• Coordinate cross-functional project teams, ensuring timely delivery within scope, budget, and quality standards.

• Develop and maintain project plans, milestones, and risk registers, providing regular progress updates.

• Partner with BU and Regional HR leadership to drive continuous improvement initiatives and implement best practices across HR processes.

• Track progress against key performance indicators (KPIs) and regularly assess program effectiveness, adjusting plans as needed to achieve strategic goals.

• Coordinate with Business Units, regional and global HR teams, and other departments (e.g., Finance, IT) to ensure alignment and knowledge sharing.

• Introduce lightweight Agile methods (e.g., Kanban boards, short feedback loops) to enhance collaboration, transparency, and adaptability in HR projects.

• Encourage teams to experiment, learn quickly, and refine processes through incremental improvements rather than large-scale overhauls.

• Implement feedback mechanisms (e.g., surveys, debrief sessions) to gather insights following key project phases or major initiatives.

• Promote a culture of continuous learning by conducting retrospectives and sharing lessons learned across the People function.

• Support the embedding of organizational values such as flexibility, customer-centricity, and empowerment, ensuring HR practices evolve in line with business needs.

3. Agile Practices & Continuous Improvement

Success Measures

• Data Accuracy & Timeliness: Leadership consistently relies on dashboards and analytics for informed decision-making.

• Project Delivery: High on-time and on-budget completion rates for People projects under management.

• Continuous Improvement Adoption: Noticeable uptake of Agile mindsets and iterative enhancements within HR teams, leading to faster feedback loops and improved outcomes.

4. Requirements

Academic Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Data Analytics, or a related field.

• A Master’s degree in HR, Business, or Organizational Development is an advantage.

• Relevant certifications in HR Analytics, Project Management (PMP/Prince2), or Agile/Scrum are desirable.

Professional Experience

• Minimum 5 years of experience in HR project management, analytics, or transformation within a corporate or multinational environment.

• Proven track record in managing HR projects such as system implementations, process improvements, or organizational change.

• Strong experience in data reporting and analytics, including preparing HR dashboards and workforce reports.

• Familiarity with HR systems and reporting tools (e.g., SAP SuccessFactors, Oracle, or Workday) and data visualization platforms (e.g., Power BI, Tableau).