hr analytics specialist

CareCloud

<div></div><div><div>Department: HUMAN RESOURCE Experience: 3 YearsDeadline: May 31, 2026Location: BAGH, Pakistan</div><div><h4 class="jobSectionHeader"><b>
Job Profile</b></h4><p></p><div><p><b>
Key Responsibilities:</b></p>
<ul><li><p>Maintain and enhance HR dashboards, KPIs, and workforce metrics.</p>
</li></ul><ul><li><p>Oversee Performance Management System (PMS) tracking and reporting.</p>
</li></ul><ul><li><p>Drive automation across HR processes, including onboarding, HRIS workflows, leave, and payroll.</p>
</li></ul><ul><li><p>Provide data-driven insights to support workforce planning, policy decisions, and HR initiatives.</p>
</li></ul><ul><li><p>Identify and implement HR process improvements and best practices.</p>
</li></ul><ul><li><p>Support recruitment, retention, and employee engagement strategies through analytics.</p>
</li></ul><ul><li><p>Lead special HR projects with high organizational impact.<br>
<br>
</p><p><b>Why This Role is Exceptional:</b></p>
</li><li><p>Direct organizational impact: Influence HR strategy and workforce decisions with actionable insights.</p>
</li><li><p>Professional growth: Advance your expertise in HR analytics, dashboards, and HR process optimization.</p>
</li><li><p>Exposure to innovation: Work in a forward-looking, tech-enabled HR function.</p>
</li><li><p>Reward for excellence: High-performing employees are recognized through a performance-based bonus and career advancement opportunities.</p>
</li><li><p>Unique employee experience: Benefit from CareCloud&rsquo;s on-site lifestyle services and supportive work environment.</p><br>
</li></ul></div><p></p><div><h4 class="jobSectionHeader"><b>Tools / Skills</b></h4><p></p><div><p><b>
What we&rsquo;re looking for:</b></p>
<ul><li><p>Bachelor&rsquo;s degree in HR, Business Administration, Data Analytics, or a related field.</p>
</li></ul><ul><li><p>3&ndash;5 years of experience in HR analytics, HRIS, or HR operations.</p>
</li></ul><ul><li><p>Strong analytical, problem-solving, and organizational skills.</p>
</li></ul><ul><li><p>Hands-on experience with dashboards, KPIs, HR metrics, and performance management systems.</p>
</li></ul><ul><li><p>Proactive, strategic thinker capable of process improvement and HR automation.</p>
</li></ul><ul><li><p>Willingness to relocate to Bagh, AJK.</p>
</li></ul><p><b>Preferred: </b>Certifications in HR Analytics, HRIS, or HR Technology; exposure to talent management or organizational development.</p></div></div></div></div><p></p>
<br><div><h5 class="jobSectionHeader"><b>Additional Information</b></h5><div><div><p><b>
Total Position(s)
</b></p><p>1 Positions</p></div><div><p><b>
Gender</b></p><p>
Does not matter</p></div><div><p><b>
Minimum Education</b></p><p>
Master Degree</p></div><div><p><b>
Degree Title</b></p><p>
Master Degree</p></div><div><p><b>
Shift</b></p><p>
Evening</p></div><div><p><b>
Nature of Job</b></p><p>
Work From Office</p></div></div></div>

Hr Analytics & Transformation Specialist

Recordati S.p.A

<p></p><div><div><div><div><div><b>ID: </b>2490
</div></div></div></div><div><div><div><div><b>Date of Posting: </b>Apr 14, 2026
</div></div></div></div><div><div><div><div><b>Business Area: </b>Human Resources
</div></div></div></div><div><div><div><div><b>Job Type: </b>Direct Employee
</div></div></div></div><div><div><div><div><b>On site / Remote / Hybrid: </b>On Site
</div></div></div></div><div><div><div><div><b>Hub Office:
</b>Istanbul, TR
</div></div></div></div><div><div><div><div><b>Territory:
</b></div></div></div></div><div><div><div><div><b>Full-Time or Part-Time: </b>Full Time
</div></div></div></div><div><div><div><div><b>Seniority: </b>Entry level
</div></div></div></div><p></p><div><div><p><i>With its beginnings in a family run pharmacy in Correggio, Italy in the 1920s, Recordati is now a global pharmaceutical company, listed on the Italian stock exchange, with over 4,500 employees and turnover of over Euro 2bn.</i><br>
<i>
</i><br>
<i>We are a group of like-minded, passionate individuals who go to extraordinary lengths for our patients, customers, partners, investors and the people across the globe who we serve. We develop and commercialise medicines to serve people living with common diseases, as well as those living with some of the rarest, in around 150 countries.</i><br>
<i>
</i><br>
<i>At Recordati, our mantra is simple. We&rsquo;ve always believed that health, and the opportunity to live life to the fullest, is a right, not a privilege. Whether that is for common diseases or the rarest &ndash; we want to give people the opportunity to be the best version of themselves.</i><br>
<i>
</i><br>
<i>This drive will never stop. Together, we will always be reimagining tomorrow &ndash; with new ideas, new technologies and new innovations to fight diseases.</i><br>
<i>
</i><br>
<i>Recordati. Unlocking the full potential of life.</i></p>
</div></div><div><div><div><div><div><div><div><div><b>Job Purpose</b></div>
</div><div><div>
The HR Data Analytics Specialist is responsible for providing accurate HR data analysis, reporting, and workforce insights to support strategic decision-making, workforce planning, personnel cost management, and budget control across the organization. This role ensures data integrity, reporting consistency, and effective people analytics practices while acting as a key liaison between HR, Finance, Payroll, and business stakeholders. The position requires strong analytical and financial acumen, advanced Excel/reporting capabilities, and a solid understanding of HR data, payroll processes, and workforce planning methodologies.</div></div></div><div><div><div><b>
Key Responsibilities</b></div>
</div><div><ul><li>Collect, consolidate, validate, and analyse HR data from multiple sources to ensure data accuracy, consistency, and reliability.</li>
<li>Prepare regular and ad hoc HR reports, dashboards, and workforce analytics for HR leadership and business stakeholders.</li>
<li>Monitor and report on key HR metrics including headcount, turnover, absenteeism, hiring, internal mobility, diversity, and organizational changes.</li>
<li>Identify workforce trends, gaps, and risks through people data analysis and provide actionable insights to support decision-making.</li>
<li>Support HR budgeting processes through personnel cost analysis, workforce cost tracking, and headcount planning.</li>
<li>Monitor actual workforce costs versus budget and support forecasting and revision cycles.</li>
<li>Contribute to workforce planning processes by analysing vacancies, organizational needs, and resource allocation.</li>
<li>Support payroll-related data validation, personnel cost reconciliation, and workforce cost analysis in collaboration with Payroll and Finance teams.</li>
<li>Ensure data quality, governance, and consistency across HR systems and reports.</li>
<li>Support HR systems-related activities including data extraction, validation, reporting optimization, and process improvements.</li>
<li>Collaborate closely with HR, Finance, Payroll, and business stakeholders on HR data, workforce planning, and budgeting topics.</li>
<li>Support audits, internal reviews, and data requests related to HR information and workforce costs.</li>
</ul></div></div><div><div><div><b>Required Education</b></div>
</div><div><div>
Bachelor&rsquo;s degree is required.</div></div></div><div><div><div><b>
Required Skills and Experience</b></div>
</div><div><ul><li>Minimum of 3&ndash;5 years of experience in HR Analytics, HR Reporting, Compensation &amp; Benefits, HR Controlling, or similar analytical HR roles.</li>
<li>Strong experience in HR data analysis, reporting, workforce planning, and personnel cost tracking.</li>
<li>Good understanding of payroll processes, payroll calculations, and personnel cost components.</li>
<li>Solid knowledge of budgeting, forecasting, and workforce cost analysis.</li>
<li>Advanced Excel skills with the ability to work effectively with large and complex data sets.</li>
<li>Experience with HRIS / HR reporting systems is preferred.</li>
<li>Very good spoken and written English.</li>
<li>Experience with SAP SuccessFactors is considered a plus.</li>
</ul></div></div><div><div><div><b>Technical Competencies</b></div>
</div></div><div></div><div><div><div><b>Required Behaviours and Competencies</b></div>
</div><div><ul><li>Strong analytical thinking and problem-solving capabilities.</li>
<li>High attention to detail and data accuracy.</li>
<li>Ability to translate complex data into clear insights and practical recommendations.</li>
<li>Strong stakeholder management and cross-functional collaboration skills.</li>
<li>Proactive mindset with continuous improvement orientation.</li>
<li>High level of reliability, structure, and process discipline.</li>
<li>Ability to manage multiple priorities and work effectively under deadlines.</li>
<li>Strong communication skills with the ability to engage effectively with internal stakeholders.</li>
</ul></div></div><div><div><div><b>Required Languages</b></div>
</div></div><div></div><div><div><div><b>Travel required in %</b></div>
</div></div></div><div></div>
</div></div></div></div><div></div><div><div><p><i>At Recordati we believe in people! Inspired by our purpose - unlocking the full potential of life - we are committed to creating a diverse environment and cultivating a culture of inclusion. We strive to continually lead with our values and beliefs, enabling our employees to bring their whole selves to work and develop their potential.</i></p>
<p><i>We are proud to be an equal opportunity employer. We recruit, develop and reward without regard to, amongst others, gender, sexual orientation, gender identity or expression, national origin, age, physical or mental ability, race, ethnicity, political or religious belief.</i></p>
<p><i>If you are looking to join a company where you can try new things, speak openly, and be bold, we invite you to apply today.</i></p></div></div></div><p></p>

HR Data Analytics Specialist

Advansys

<div>Role Purpose<p>
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.</p><p>
A key focus of the role is <b>Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics</b>, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance.</p><br>
<p></p>
Key Responsibilities1. Strategic HR Partnership<ul><li>
Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.</li><li>
Translate business needs into actionable HR solutions and implementation plans.</li><li>
Lead strategic workforce planning, talent pipeline development, and succession planning.</li><li>
Support organizational design, transformation, and change management initiatives.</li></ul><br>
<p></p>
2. Rewards, Compensation &amp; Benefits <b>(Primary Focus)</b><ul><li>
Lead the annual compensation cycle, including salary review and promotion processes.</li><li>
Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.</li><li>
Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.</li><li>
Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.</li></ul><br>
<p></p>
3. People Analytics &amp; HR Insights <b>(Primary Focus)</b><ul><li>
Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.</li><li>
Provide data-driven insights and recommendations using trend analysis and predictive analytics.</li><li>
Lead compensation analytics, salary modeling, and internal benchmarking exercises.</li><li>
Ensure data accuracy, integrity, and reporting compliance across HR systems.</li></ul><br>
<p></p>
4. Talent Management &amp; Development<ul><li>
Partner with leaders to identify capability gaps and support individual and team development plans.</li><li>
Facilitate performance management cycles and ensure consistent application of frameworks.</li><li>
Support learning, leadership development, and succession initiatives aligned with business needs.</li><li>
Coach managers on talent development, employee engagement, and performance improvement.</li></ul><br>
<p></p>
5. Employee Relations &amp; Engagement<ul><li>
Serve as a key point of contact for complex or sensitive employee relations matters.</li><li>
Promote a positive, inclusive, and high-engagement work environment.</li><li>
Provide guidance on HR policies, procedures, and best practices.</li><li>
Partner with managers on conflict resolution, disciplinary actions, and performance issues.</li></ul><br>
<p></p>
6. HR Governance, Compliance &amp; Processes<ul><li>
Ensure HR practices comply with local labor laws and internal policies.</li><li>
Lead HR audits, policy reviews, and continuous process improvements.</li><li>
Implement HR frameworks that support consistency, scalability, and operational excllence</li></ul><br>
<b>
Requirements</b><br>
<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Economics, Finance, or a related field</li><li>
6+ years of progressive HR experience</li><li>
At least 3 years of experience in an HR Business Partnering or Rewards-focused role</li><li>
Strong background in Compensation &amp; Benefits and HR Analytics</li><li>
Hands-on experience with compensation cycles, salary reviews, and pay equity analysis</li><li>
Experience in salary structure design, job evaluation, and compensation benchmarking</li><li>
Advanced Excel skills and experience using HRIS and analytics tools</li><li>
Ability to develop dashboards, reports, models, and forecasts using HR data</li><li>
Strong understanding of labor laws, HR policies, and compliance requirements</li><li>
Proven ability to partner with senior leaders and influence key business decisions</li><li>
Strategic thinking with strong business acumen</li><li>
Excellent interpersonal, communication, and stakeholder management skills</li><li>
High integrity with the ability to handle confidential information</li><li>
Strong analytical mindset with attention to detail</li><li>
Strong problem-solving skills with a continuous improvement mindset</li><li>
HR certification (e.g., HRM or equivalent) is preferred</li></ul><br>
<b>
Benefits</b><ul><li><br>
50 Percent of the Salarly in USD</li><li>Social and medical insurance</li><li>Transportation</li><li>Internet package</li></ul></div>

HR Business Partner (Software or IT Industry Experience)

My Career Kafe LLC

<p>Job Opportunity: HR Data Analyst</p><p><b>Location:</b> Muscat, Oman<br/><b>Company:</b> My Career Kafe LLC</p><p>About Us</p><p>My Career Kafe LLC is a professional services company based in Muscat, specializing in career development, HR solutions, and workforce innovation. We are committed to helping organizations make smarter people decisions through data-driven insights. As we expand, we are seeking a skilled <b>HR Data Analyst</b> to join our team and strengthen our human resources analytics capabilities.</p><p>Role Overview</p><p>The <b>HR Data Analyst</b> will be responsible for collecting, analyzing, and interpreting HR data to support workforce planning, talent management, and organizational development. This role requires strong analytical skills, technical expertise, and the ability to translate data into actionable HR strategies.</p><p>Key Responsibilities</p><ul><li>Collect, clean, and organize HR data from multiple systems (payroll, recruitment, performance, etc.).</li><li>Perform statistical analysis to identify workforce trends, patterns, and correlations.</li><li>Develop dashboards, reports, and visualizations to communicate HR insights.</li><li>Collaborate with HR teams to support talent acquisition, retention, and employee engagement initiatives.</li><li>Ensure data accuracy, integrity, and compliance with Omani labor regulations.</li><li>Support predictive modeling for workforce planning and turnover analysis.</li><li>Provide recommendations to improve HR processes and organizational performance.</li></ul><p>Qualifications</p><ul><li>Bachelor&rsquo;s degree in Human Resources, Data Science, Statistics, or related field.</li><li>2&ndash;5 years of experience in HR analytics or data analysis.</li><li>Proficiency in HRIS systems, SQL, Excel, and data visualization tools (Power BI, Tableau, etc.).</li><li>Strong knowledge of HR metrics and workforce analytics.</li><li>Experience with Python or R for data analysis is a plus.</li><li>Excellent problem-solving, communication, and presentation skills.</li><li>Ability to work independently and in a collaborative team environment.</li></ul><p>Why Join Us?</p><ul><li>Be part of a growing HR analytics team in Muscat.</li><li>Play a key role in shaping My Career Kafe LLC&rsquo;s data-driven HR strategies.</li><li>Competitive salary and benefits package.</li><li>Opportunities for professional development and career advancement.</li><li>Supportive, innovation-driven, and people-focused work culture.</li></ul><p>Job Type: Full-time</p><p>Pay: Up to RO2,400.000 per month</p><p>Work Location: In person</p>

HR Data Analyst

<div><p><b>Line of Service
</b></p>Internal Firm Services
<p></p><p><b>Industry/Sector
</b></p>Not Applicable
<p></p><p><b>Specialism
</b></p>IFS - Human Capital (HC)
<p></p><p><b>Management Level
</b></p>Senior Associate
<p></p><p><b>Job Description &amp; Summary
</b></p>At PwC, the Senior Associate I &ndash; HR Analytics is a key member of the Human Capital Development function, responsible for designing and managing analytics frameworks, performance reporting, and insights that inform talent decisions. The role requires strong technical capability, sound judgment, and independent ownership of HR analytics projects in close partnership with HC leadership and business stakeholders.
<p></p><p>This role requires strong analytics skills, solid understanding of performance management cycles, and the ability to convert complex workforce data into concise, executive-ready insights.
</p><p></p><p>Examples of the skills, knowledge, and experience required at this level include, but are not limited to:
</p><p></p><p><b>1. Performance Management Analytics &amp; Cycle Support
</b></p><ul><li><p>Manage data architecture for performance cycles (goal-setting, mid-year, year-end, promotions)
</p></li><li><p>Maintain performance tracking against KPIs and competency frameworks at individual, team, and unit level
</p></li><li><p>Track compliance (submissions, completion, feedback participation) across levels and service lines
</p></li><li><p>Produce cycle-close analytics (completion, rating distributions, ranking compliance, BU comparisons)
</p></li><li><p>Ensure data integrity and audit trails in line with governance standards.
</p></li></ul><p><b>2. Feedback Analytics &amp; Compliance Monitoring
</b></p><ul><li><p>Administer and analyze firm-wide feedback data (participation, quality, trends)
</p></li><li><p>Develop automated dashboards on feedback compliance and quality for HC leadership
</p></li><li><p>Conduct basic sentiment/thematic analysis on qualitative feedback to surface key themes and gaps
</p></li><li><p>Maintain feedback effectiveness scorecards against defined benchmarks
</p></li><li><p>Flag non-compliance and recommend actions to strengthen the feedback culture
 </p></li></ul><p><b>3. Advanced Data Analytics, Dashboarding &amp; Reporting
</b></p><ul><li><p>Build and maintain Power BI dashboards integrating core HR metrics (performance, feedback, attrition, promotions, headcount)
</p></li><li><p>Create DAX measures and KPIs to support real-time monitoring
</p></li><li><p>Cleanse, transform, and validate HR data to maintain high data quality
</p></li><li><p>Use advanced Excel (pivot tables, XLOOKUP, dynamic arrays, Power Query) for ad-hoc analyses
 </p></li></ul><p><b>4. HR Technology &amp; Systems Management
</b></p><ul><li><p>Act as functional administrator for talent management platforms (data uploads, configuration, access)
</p></li><li><p>Support testing and rollout of HR technology modules and integrations
 </p></li></ul><p><b>5. Change Management &amp; Strategic Communications
</b></p><ul><li><p>Develop concise decks and updates that translate analytics into clear messages for stakeholders
</p></li><li><p>Prepare visual and infographic summaries for leadership forums and firm-wide communications
</p></li><li><p>Coordinate with Communications to ensure timely and consistent messaging on performance cycles, feedback, and HC programs
</p></li><li><p>Collaborating with Departmental leads to run the entire Performance Cycle
</p></li><li><p>Need exceptional communication and stakeholder management skills
</p></li><li><p>Be the primary point of contact for stakeholders during the execution of different stages of performance cycle
</p></li></ul><p></p><p><b>Educational Requirements: </b>Bachelor's degree in Human Resources, Business Analytics, Business Administration, or a related discipline
</p><p></p><p><b>Experience Required: </b>2.5&ndash;4 years of progressive experience in HR analytics, people operations, or performance management functions
</p><p></p><p><b>Technical Tools and Knowledge: </b>Advanced proficiency in Power BI (including DAX and data modeling), Microsoft Excel (Advanced), Power Query, and talent management systems (TMS)
</p><p></p><p>Additional Skills:
</p><ul><li><p>Experience building dashboards and delivering actionable workforce insights
</p></li><li><p>Strong written and verbal communication skills for technical and non-technical audiences
</p></li><li><p>Exposure to performance management systems, feedback platforms, or talent tools in a corporate or professional services environment
</p></li><li><p>Strong analytical thinking and problem-solving
</p></li><li><p>Effective stakeholder management
</p></li><li><p>High attention to detail and data accuracy
</p></li></ul><p></p><p>PwC A.F. Ferguson &amp; Co. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all.
</p><p></p><p><b>Education </b><i>(if blank, degree and/or field of study not specified)
</i></p>Degrees/Field of Study required:
<p></p>Degrees/Field of Study preferred:
<p></p><p><b>Certifications </b><i>(if blank, certifications not specified)
</i></p><p></p><p><b>Required Skills
</b></p><p></p><p><b>Optional Skills
</b></p>Accepting Feedback, Accepting Feedback, Active Listening, Alteryx (Automation Platform), Analytical Thinking, Communication, Creativity, Data Analytics, Data Cleaning, Data-Driven Decision Making (DIDM), Data Entry, Data Integration, Data Migration, Data Quality, Data Visualization, Embracing Change, Emotional Regulation, Empathy, Human Resources (HR) Consulting, Human Resources (HR) Metrics, Human Resources (HR) Project Management, Human Resources (HR) Report, Human Resources (HR) Technology Solution Architecture, Human Resources Information System (HRIS), Human Resources Management (HRM) {+ 18 more}
<p></p><p><b>Desired Languages </b><i>(If blank, desired languages not specified)
</i></p><p></p><p><b>Travel Requirements
</b></p>Not Specified
<p></p><p><b>Available for Work Visa Sponsorship?
</b></p>No
<p></p><p><b>Government Clearance Required?
</b></p>No
<p></p><p><b>Job Posting End Date</b></p></div><p></p>

Senior Associate I – People Analytics (Performance & Feedback)

<div>
 <p>
  <strong>
   Line of Service
   <br/>
  </strong>
  Internal Firm Services
  <br/>
  <br/>
  <p>
   <strong>
    Industry/Sector
    <br/>
   </strong>
   Not Applicable
   <br/>
   <br/>
   <p>
    <strong>
     Specialism
     <br/>
    </strong>
    IFS - Human Capital (HC)
    <br/>
    <br/>
    <p>
     <strong>
      Management Level
      <br/>
     </strong>
     Senior Associate
     <br/>
     <br/>
     <p>
      <strong>
       Job Description &amp; Summary
       <br/>
      </strong>
      At PwC, the Senior Associate I &ndash; HR Analytics is a key member of the Human Capital Development function, responsible for designing and managing analytics frameworks, performance reporting, and insights that inform talent decisions. The role requires strong technical capability, sound judgment, and independent ownership of HR analytics projects in close partnership with HC leadership and business stakeholders.
      <br/>
      <br/>
      <br/>
      This role requires strong analytics skills, solid understanding of performance management cycles, and the ability to convert complex workforce data into concise, executive-ready insights.
      <br/>
      <br/>
      Examples of the skills, knowledge, and experience required at this level include, but are not limited to:
      <br/>
      <br/>
      <strong>
       1. Performance Management Analytics &amp; Cycle Support
       <br/>
      </strong>
      <ul>
       <li>
        Manage data architecture for performance cycles (goal-setting, mid-year, year-end, promotions)
        <br/>
       </li>
       <li>
        Maintain performance tracking against KPIs and competency frameworks at individual, team, and unit level
        <br/>
       </li>
       <li>
        Track compliance (submissions, completion, feedback participation) across levels and service lines
        <br/>
       </li>
       <li>
        Produce cycle-close analytics (completion, rating distributions, ranking compliance, BU comparisons)
        <br/>
       </li>
       <li>
        Ensure data integrity and audit trails in line with governance standards.
        <br/>
        <br/>
       </li>
      </ul>
      <strong>
       2. Feedback Analytics &amp; Compliance Monitoring
       <br/>
      </strong>
      <ul>
       <li>
        Administer and analyze firm-wide feedback data (participation, quality, trends)
        <br/>
       </li>
       <li>
        Develop automated dashboards on feedback compliance and quality for HC leadership
        <br/>
       </li>
       <li>
        Conduct basic sentiment/thematic analysis on qualitative feedback to surface key themes and gaps
        <br/>
       </li>
       <li>
        Maintain feedback effectiveness scorecards against defined benchmarks
        <br/>
       </li>
       <li>
        Flag non-compliance and recommend actions to strengthen the feedback culture
        <br/>
        <br/>
       </li>
      </ul>
      &nbsp;
      <strong>
       3. Advanced Data Analytics, Dashboarding &amp; Reporting
       <br/>
      </strong>
      <ul>
       <li>
        Build and maintain Power BI dashboards integrating core HR metrics (performance, feedback, attrition, promotions, headcount)
        <br/>
       </li>
       <li>
        Create DAX measures and KPIs to support real-time monitoring
        <br/>
       </li>
       <li>
        Cleanse, transform, and validate HR data to maintain high data quality
        <br/>
       </li>
       <li>
        Use advanced Excel (pivot tables, XLOOKUP, dynamic arrays, Power Query) for ad-hoc analyses
        <br/>
        <br/>
       </li>
      </ul>
      <strong>
       &nbsp;4. HR Technology &amp; Systems Management
       <br/>
      </strong>
      <ul>
       <li>
        Act as functional administrator for talent management platforms (data uploads, configuration, access)
        <br/>
       </li>
       <li>
        Support testing and rollout of HR technology modules and integrations
        <br/>
        <br/>
       </li>
      </ul>
      <strong>
       &nbsp;5. Change Management &amp; Strategic Communications
       <br/>
      </strong>
      <ul>
       <li>
        Develop concise decks and updates that translate analytics into clear messages for stakeholders
        <br/>
       </li>
       <li>
        Prepare visual and infographic summaries for leadership forums and firm-wide communications
        <br/>
       </li>
       <li>
        Coordinate with Communications to ensure timely and consistent messaging on performance cycles, feedback, and HC programs
        <br/>
       </li>
       <li>
        Collaborating with Departmental leads to run the entire Performance Cycle
        <br/>
       </li>
       <li>
        Need exceptional communication and stakeholder management skills
        <br/>
       </li>
       <li>
        Be the primary point of contact for stakeholders during the execution of different stages of performance cycle
        <br/>
        <br/>
        <br/>
        <br/>
       </li>
      </ul>
      <strong>
       Educational Requirements:
      </strong>
      Bachelor's degree in Human Resources, Business Analytics, Business Administration, or a related discipline
      <br/>
      <br/>
      <strong>
       Experience Required:
      </strong>
      2.5&ndash;4 years of progressive experience in HR analytics, people operations, or performance management functions
      <br/>
      <br/>
      <strong>
       Technical Tools and Knowledge:
      </strong>
      Advanced proficiency in Power BI (including DAX and data modeling), Microsoft Excel (Advanced), Power Query, and talent management systems&nbsp;(TMS)
      <br/>
      <br/>
      Additional Skills:
      <br/>
      <ul>
       <li>
        Experience building dashboards and delivering actionable workforce insights
        <br/>
       </li>
       <li>
        Strong written and verbal communication skills for technical and non-technical audiences
        <br/>
       </li>
       <li>
        Exposure to performance management systems, feedback platforms, or talent tools in a corporate or professional services environment
        <br/>
       </li>
       <li>
        Strong analytical thinking and problem-solving
        <br/>
       </li>
       <li>
        Effective stakeholder management
        <br/>
       </li>
       <li>
        High attention to detail and data accuracy
        <br/>
        <br/>
        <br/>
       </li>
      </ul>
      PwC A.F. Ferguson &amp; Co. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all.
      <p>
       <strong>
        Required Skills
        <br/>
        <br/>
       </strong>
       <p>
        <strong>
         Optional Skills
         <br/>
        </strong>
        Accepting Feedback, Accepting Feedback, Active Listening, Alteryx (Automation Platform), Analytical Thinking, Communication, Creativity, Data Analytics, Data Cleaning, Data-Driven Decision Making (DIDM), Data Entry, Data Integration, Data Migration, Data Quality, Data Visualization, Embracing Change, Emotional Regulation, Empathy, Human Resources (HR) Consulting, Human Resources (HR) Metrics, Human Resources (HR) Project Management, Human Resources (HR) Report, Human Resources (HR) Technology Solution Architecture, Human Resources Information System (HRIS), Human Resources Management (HRM) {+ 18 more}
        <br/>
        <br/>
        <p>
         <strong>
          <span>
           Desired Languages
          </span>
         </strong>
         <em>
          <span>
           (If blank, desired languages not specified)
           <br/>
           <br/>
          </span>
         </em>
         <p>
          <strong>
           Travel Requirements
           <br/>
          </strong>
          Not Specified
          <br/>
          <br/>
          <p>
           <strong>
            Available for Work Visa Sponsorship?
            <br/>
           </strong>
           No
           <br/>
           <br/>
           <p>
            <strong>
             Government Clearance Required?
             <br/>
            </strong>
            No
            <br/>
            <br/>
            <p>
             <strong>
              Job Posting End Date
              <br/>
              <br/>
              <br/>
             </strong>
            </p>
           </p>
          </p>
         </p>
        </p>
       </p>
      </p>
     </p>
    </p>
   </p>
  </p>
 </p>
</div>


Fawry MSME Finance

<div>
 <ul>
  <li>
   Collect, clean, and analyze HR data related to recruitment, retention, employee relations, learning
   <br/>
  </li>
  <li>
   and development, performance management, and engagement.
   <br/>
  </li>
  <li>
   Design, distribute, and analyze employee surveys to assess engagement, culture, satisfaction,
   <br/>
  </li>
  <li>
   and workplace trends.
   <br/>
  </li>
  <li>
   Identify patterns, gaps, and areas of improvement across all HR functions by leveraging
   <br/>
  </li>
  <li>
   workforce metrics, dashboards, and reports.
   <br/>
  </li>
  <li>
   Provide data-driven insights and recommendations to HR and leadership teams for improving
   <br/>
  </li>
  <li>
   policies, practices, and cultural alignment.
   <br/>
  </li>
  <li>
   Prepare regular and ad-hoc HR analytics reports, presentations, and dashboards that are clear,
   <br/>
  </li>
  <li>
   actionable, and aligned with strategic goals.
   <br/>
  </li>
  <li>
   Collaborate with different HR teams (recruitment, L&amp;D, people relations) to support their
   <br/>
  </li>
  <li>
   initiatives through relevant data and analysis.
   <br/>
  </li>
  <li>
   Monitor key HR indicators such as turnover, headcount trends, absenteeism, training effectiveness, and diversity metrics.
   <br/>
  </li>
  <li>
   Maintain a strong understanding of HR systems, data sources, and analytical tools, ensuring
   <br/>
  </li>
  <li>
   data accuracy, confidentiality, and consistency.
   <br/>
  </li>
  <li>
   Support organizational development initiatives by tracking the effectiveness of programs and
   <br/>
  </li>
  <li>
   highlighting areas that require adjustment or improvement.
   <br/>
  </li>
  <li>
   Benchmark internal data against industry standards and best practices to identify competitive
   <br/>
  </li>
  <li>
   strengths and areas needing attention.
   <br/>
   <br/>
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 Requirements
 <br/>
 <br/>
 <ul>
  <li>
   University Degree, Bachelor of human resource management, Business administration, or related field.
   <br/>
  </li>
  <li>
   From 1 To 3 years of experience in the same role.
   <br/>
  </li>
  <li>
   Good communication and Interpersonal skills.
   <br/>
  </li>
  <li>
   Strong analytical and problem-solving skills.
   <br/>
  </li>
  <li>
   Advanced knowledge of MS Office, database management.
   <br/>
  </li>
 </ul>
</div>


People and Culture Analyst

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