workforce analytics 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

Confidential Government

<div>
 <p>
  Join a leading organization in the educational sector in Riyadh as a Talent Acquisition Specialist within the Human Capital team.
 </p>
 <p>
  About the Role
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  You will design and execute the recruitment plan, attract top talent, and apply best practices in workforce planning for both internal employees and outsourced project staff with operating partners.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Key Responsibilities
 </p>
 <ul>
  <li>
   Analyze and identify hiring needs across departments and projects in coordination with department managers.
  </li>
  <li>
   Prepare the annual recruitment budget and workforce planning, and submit related reports to the Talent Management Manager.
  </li>
  <li>
   Execute the approved recruitment plan in line with Human Capital policies and procedures.
  </li>
  <li>
   Design and propose initiatives, workshops, and on-the-job training programs to attract talent.
  </li>
  <li>
   Stay current with global recruitment strategies, workforce planning methods, and sourcing channels.
  </li>
  <li>
   Build strong partnerships with recruitment service providers and work to reduce hiring costs.
  </li>
  <li>
   Manage end-to-end outsourcing recruitment for project staff with operating companies, ensuring full compliance with legal and contractual requirements.
  </li>
  <li>
   Screen candidates, provide feedback, and conduct first-level interviews based on standard evaluation criteria.
  </li>
  <li>
   Negotiate salaries and benefits with selected candidates and issue job offers with full details.
  </li>
  <li>
   Secure top-tier candidates academically, technically, and professionally while maintaining budget efficiency.
  </li>
  <li>
   Build and update a talent and competency database for current and future hiring needs.
  </li>
  <li>
   Prepare periodic recruitment and workforce reports with analytics to support executive decision-making.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Qualifications
 </p>
 <ul>
  <li>
   Bachelor's degree, preferably in Human Resources.
  </li>
  <li>
   3+ years of experience in Human Resources, including 1 to 2 years in recruitment and talent acquisition.
  </li>
  <li>
   Professional HR certification preferred, with specialization in recruitment and talent acquisition.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Core Competencies
 </p>
 <ul>
  <li>
   Recruitment and selection
  </li>
  <li>
   Talent attraction and management
  </li>
  <li>
   Workforce and outsourcing planning
  </li>
  <li>
   Organizational development
  </li>
  <li>
   Training and development
  </li>
  <li>
   Compensation and benefits
  </li>
  <li>
   Employee relations
  </li>
  <li>
   Project management
  </li>
  <li>
   Communication and reporting skills
  </li>
  <li>
   Creativity and continuous improvement
  </li>
 </ul>
 <p>
 </p>
</div>


Talent Acquisition Specialist

Emirates Investment Authority

<div>Purpose<p></p><p><br>
The Total Rewards Manager is responsible for designing, optimizing, and governing the organization&rsquo;s Compensation, Benefits, and Reward frameworks to ensure competitiveness, internal equity, and alignment with the organization&rsquo;s strategic, financial, and Emiratization objectives.</p><p>
The role plays a central part in supporting EIA&rsquo;s ability to attract, motivate, and retain top investment and corporate talent by developing <b>market-responsive, performance-linked, and data-driven Total Rewards programs.</b></p><p>
Operating in a sovereign wealth fund environment, the role also leads the integration of <b>AI-enabled analytics, digital reward systems, automation, and predictive workforce cost modelling</b> to enhance decision-making, compliance, and operational accuracy.</p>
Strategic Responsibilities<p></p><ul><li><br>
Design and implement a holistic <b>Total Rewards Strategy</b> covering compensation, benefits, recognition, allowances, performance-linked pay, and long-term incentives (where applicable).</li><li>Lead market intelligence and benchmarking exercises to ensure reward competitiveness for investment, specialist, and corporate roles.</li><li>Embed <b>AI-driven insights, predictive analytics, and digital dashboards</b> into reward governance, enabling proactive decision-making on workforce costs, equity risks, and talent retention.</li><li>Support financial planning, workforce modeling, and organizational design decisions by providing compensation implications, forecasts, and scenario analysis.</li><li>Ensure reward frameworks support <b>Emiratization</b>, mobility, internal progression, and leadership development pathways.</li><li>Maintain strong governance, documentation, and compliance across all reward programs in alignment with regulatory requirements and Board-approved policies.</li></ul><p></p><p><b><br>
Core Responsibilities</b></p><p></p>
 <b>1. Compensation Structure &amp; Pay Governance</b><ul><li>Maintain and enhance salary structures, job grading systems, career levels, and compensation architecture across all functions.</li><li>Conduct job evaluations using methodologies such <b>as Hay, Mercer, and Willis Towers Watson </b>to ensure internal equity and role clarity.</li><li>Keep pay structures aligned with market trends, organizational priorities, and external competitiveness.</li><li>Ensure accurate and timely delivery of annual compensation cycles, including merit, promotions, off-cycle requests, and salary adjustments.</li></ul><b>
2. Performance-Linked Rewards &amp; Incentives</b><ul><li>Manage the execution of the annual <b>bonus and incentive </b>processes, ensuring data accuracy, compliance, and alignment with performance outcomes.</li><li>Provide modelling and analytical support on short-term incentives (STI) and long-term incentive (LTI) structures, including deferral implications and risk alignment.</li><li>Partner with Talent Management to integrate performance ratings, KPIs, and competency outcomes into reward decisions.</li></ul><b>
3. Benefits &amp; Allowances Management</b><ul><li>Oversee benefits programs including medical, life insurance, education allowances, pension (GPSSA/alternative plans), end-of-service benefits, and employee wellness offerings.</li><li>Manage vendor relationships, RFPs, contract renewals, service level agreements, and cost control measures.</li><li>Evaluate and enhance benefits offerings using <b>employee utilization data, benchmarking insights, and satisfaction feedback</b>.</li></ul><b>
4. HRIS, Digital Rewards &amp; AI Integration</b><ul><li>Lead digital transformation of Total Rewards processes by optimizing HRIS, payroll integrations, and compensation planning tools.</li><li>Develop dashboards using <b>Power BI/Tableau</b> for compensation analytics, workforce cost forecasting, attrition risk modelling, and pay equity monitoring.</li><li>Support the design and maintenance of <b>AI-enabled HR chatbots</b> that provide employees with automated responses to reward-related queries.</li><li>Ensure data governance, privacy compliance, and process automation across reward workflows.</li></ul><b>
5. Workforce Costing &amp; Reporting</b><ul><li>Partner with Finance to monitor and forecast workforce budgets, headcount costs, and reward spend.</li><li>Prepare Board- and Executive-level reporting on compensation trends, regulatory updates, and market outlooks.</li><li>Provide insights on pay competitiveness, turnover risk associated with pay, and cost modeling for organizational changes.</li></ul><b>
6. Compliance, Audit, &amp; Policy Management</b><ul><li>Ensure compliance with UAE labor law, regulatory requirements, GPSSA, tax obligations (if applicable), and internal governance frameworks.</li><li>Maintain all reward-related policies, ensuring clarity, transparency, and alignment with organizational risk appetite.</li><li>Lead internal and external audit processes for compensation and benefits, ensuring timely closure of findings.</li></ul>
People &amp; Leadership Responsibilities<p></p><ul><li><br>
Provide leadership and guidance to the Total Rewards team to ensure effective execution of all reward initiatives.</li><li>Partner with HR Business Partners to support business units in addressing compensation and benefits matters.</li><li>Build awareness among line managers and employees on reward principles, policies, and practices.</li><li>Foster a culture of accountability, fairness, and recognition within the organization.</li></ul><b><br>
Requirements</b><br>
<br>
Education &amp; Qualifications<p></p><ul><li><br>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field.</li><li>Professional certifications such as <b>CIPD, WorldatWork (CCP/CBP),</b> or equivalent are preferred.</li></ul>
Experience Requirements<p></p><ul><li><br>
<b>10&ndash;12 years</b> of progressive experience in Compensation, Benefits, or Total Rewards, including <b>3&ndash;5 years in a managerial or leadership role.</b></li><li>Experience in a <b>sovereign wealth fund, asset management firm, investment bank, or large government-linked organization</b> preferred.</li><li>Expertise in compensation design, salary benchmarking, job evaluation frameworks, and performance-linked reward programs.</li><li>Demonstrated experience integrating <b>analytics, HRIS, automation, or AI-driven rewards systems.</b></li><li>Strong knowledge of UAE labor law, GPSSA requirements, compliance, and regulatory compensation standards.</li></ul>
 Technical Expertise / Skills / Knowledge<p></p><ul><li><br>
Advanced analytical, modeling, and forecasting capability; expert-level Excel, Power BI, and HR analytics tools.</li><li>Strong understanding of pay structures, incentive design, job evaluation, and compensation governance.</li><li>HRIS proficiency (Workday, SAP, Oracle, or equivalent).</li><li>Familiarity with <b>AI tools, automated workflows, and chatbot development for HR services.</b></li><li>High accuracy and integrity when working with confidential data.</li><li>Excellent communication, stakeholder management, and reporting skills.</li></ul></div>

Total Rewards Manager

Holcim

<div></div><div><div><div><div><div><p>HRIS Sr. Specialist
</p></div></div></div></div><div><div><div><div><b>Location:
</b>New Cairo, Cairo, EG
</div></div></div></div><div><div><div><div><b>Requisition ID: </b>15011
</div></div></div></div><div></div><div><div><p><b>Why work for us?</b><br>
Driven by our purpose: Building progress for people and the planet. We are transforming to become the leader in innovative and sustainable building solutions. Holcim US offers an unparalleled range of innovative cement, aggregates, asphalt, concrete products and construction services that have been the foundation for infrastructure projects across the globe. To move the industry forward to a greener future we need people who are passionate about sustainability, are driven to shape and influence perception, and keen to build, grow and thrive in our high-performance culture. <b>Are you ready to build progress with us?</b></p><br>
</div></div><div></div><div><div><div><div><div><div><div><div><div><b>HRIS Analyst</b></div></div></div><div><br>
<div>
<div>1. HRIS Administration &amp;amp; Optimization<br>
 Maintain and update employee data in the HRIS, ensuring accuracy, confidentiality, and compliance.<br>
 Manage user accounts, permissions, security roles and system configurations.<br>
 Troubleshoot and resolve system-related issues in collaboration with IT and Group.<br>
 Act as the Single Point of Contact (SPOC) for HRIS and HR reporting matters in Egypt, ensuring alignment and<br>
regular communication with the Group.<br>
 Lead or support system upgrades, enhancements, and implementation projects.<br>
 Ensure HR processes are effectively automated and optimized through the HRIS.<br>
 Support internal and external audits with required HRIS reports and documentation.<br>
2. Training &amp;amp; User Support<br>
 Serve as the primary subject matter expert (SME) for HRIS-related inquiries and system functionality.Train<br>
HR team members, managers, and employees on system usage and reporting tools.<br>
 Create and maintain user manuals and training materials.<br>
3. HRIS Implementation &amp;amp; Transition Support</div>
<div>
Job Profile</div>
<div>
QOP-HRS-0102-02</div>
<div>
Creation Date: 9/2010 Revision Date: 9/2019<br>
Version: 4</div>
<div>
Assist in preparing and organizing employee data for migration to the new HR system.<br>
Support system testing activities, including User Acceptance Testing (UAT), by validating payroll<br>
and employee data.<br>
Coordinate with internal stakeholders and vendors to support smooth system transition.<br>
Monitor system performance and coordinate with vendors to resolve escalated issues and<br>
implement system improvements.</div>
<div>
Major Decisions/Authorities &amp;amp; Responsibilities:<br>
 Authorized to maintain, correct, and manage employee data and system access in line with HR policies.<br>
 Decides on reporting formats and metrics to meet HR and business requirements.<br>
 Provides workforce analytics and insights that inform management decisions on staffing, budgeting, and<br>
organizational initiatives.<br>
 Advises HR leadership, managers, and IT/vendors on process improvements, system enhancements, and<br>
best use of HR technology.</div>
<div>
Knowledge, Skills &amp;amp; Experience:<br>
Education:<br>
 Bachelor&rsquo;s degree in Human Resources, Computer Science, Information Technology, Information Systems,<br>
Business Administration, Economics, Finance, Technology, Engineering or related field.<br>
Technical Skills:<br>
 Proficiency with HRIS platforms (SAP SuccessFactors, Oracle HCM, etc.).<br>
 Advanced MS Excel skills; knowledge of analytics/BI tools (Power BI, Tableau, etc.) is a plus.<br>
 Strong understanding of HR processes (talent management, payroll, performance, recruitment, learning, etc.).<br>
 Analytical mindset with proven ability to translate data into insights.<br>
 Excellent communication and presentation skills.<br>
 Fluency in English.<br>
Experience:<br>
 3&ndash;5 years of experience in HRIS management, HR analytics, data analytics.</div></div><div></div><div><br>
<div>
The HRIS Sr. Specialist is responsible for managing the company&rsquo;s Human Resources Information Systems (HRIS), ensuring data accuracy, system optimization, and reporting efficiency. The role also provides strategic HR analytics and insights to support data-driven decision-making across the organization. This position acts as a bridge between HR, IT, and business stakeholders to maximize the value of HR technology and data.</div></div></div><div></div><div><br>
<div>
<div><b>Key Responsibilities</b></div></div><div></div><div><br>
<div><b>
1-Health &amp; Safety:</b></div><br>
<div></div>
<div>
<ul><li>Adhere to and enforce relevant legislation, as well as the Company's HSE Policies, Rules, and Standards.</li></ul>
<ul><li>Ensure the highest degree of safety and safe working practices are maintained at all times.</li></ul></div><br>
<div></div>
<div><b>
2-Functional:</b></div>
<div>
<ul><li><b>HRIS Administration &amp; Optimization:</b></li></ul>
</div><ul><li>Maintain and update employee data in the HRIS, ensuring accuracy, confidentiality, and compliance.</li>
<li>Manage user accounts, permissions, security roles and system configurations.</li>
<li>Troubleshoot and resolve system-related issues in collaboration with IT and Group.</li>
<li>Act as the Single Point of Contact (SPOC) for HRIS and HR reporting matters in Egypt, ensuring alignment and regular communication with the Group.</li>
<li>Lead or support system upgrades, enhancements, and implementation projects.</li>
<li>Ensure HR processes are effectively automated and optimized through the HRIS.</li>
</ul><div><ul><li><b>HR Data Analysis &amp; Reporting:</b></li></ul>
</div><ul><li>Develop and deliver HR dashboards, KPIs, and ad hoc reports to support business needs.</li>
<li>Analyze workforce data (e.g., headcount, turnover, absenteeism, compensation, diversity, etc.) to identify trends, patterns, and areas for improvement and provide actionable insights.</li>
<li>Support strategic HR planning with data-driven forecasts and modeling to ensure market competitiveness.</li>
<li>Partner with Finance and other functions to provide accurate workforce metrics for planning and budgeting.</li>
</ul><div><ul><li><b>Data Integrity &amp; Compliance:</b></li></ul>
</div><ul><li>Conduct regular data audits to ensure accuracy and integrity.</li>
<li>Safeguard HR data security and ensure compliance with company policies and local labor regulations.</li>
<li>Support internal and external audits with required HRIS reports and documentation.</li>
</ul><div><ul><li><b>Training &amp; User Support</b></li></ul>
</div><ul><li>Act as the key contact for HR system inquiries.</li>
<li>Train HR team members, managers, and employees on system usage and reporting tools.</li>
<li>Create and maintain user manuals and training materials.</li></ul></div></div><div><br>
<div>
<div></div><div><b>Education</b></div><br>
<div></div>
<div><b>
Qualifications &amp; Experience</b></div></div><div></div><div><br>
<div>
 <b>Education:</b></div>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Computer Science, Information Technology, Information Systems, Business Administration, Economics, Finance, Technology, Engineering or related field.</li></ul><br>
<div></div>
<div><b>
 Technical Skills:</b></div>
<ul>
<li>Proficiency with HRIS platforms (SAP) Success Factors, Oracle HCM, etc.).</li>
<li>Advanced MS Excel skills; knowledge of analytics/BI tools (Power BI, Tableau, etc.) is a plus.</li>
<li>Strong understanding of HR processes (talent management, payroll, performance, recruitment, learning, etc.)</li>
<li>Analytical mindset with proven ability to translate data into insights.</li>
<li>Excellent communication and presentation skills.</li>
<li>Fluency in English.</li></ul><div><br>
</div> <div><b>Experience:</b></div>
<ul>
<li>3&ndash;5 years of experience in HRIS management, HR analytics, data analytics.</li></ul></div><br>
</div><br>
</div></div></div></div></div></div><div></div><div><div><p><b>WHO ARE LAFARGE PEOPLE?</b><br>
Lafarge people are passionate about finding better ways to build. They embrace innovation and improvement with a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, and colleagues.</p>
<p><b>YOUR LAFARGE EXPERIENCE</b><br>
At Lafarge, there is endless opportunity for you to play your part. Whether you&rsquo;re in a technical, managerial, or frontline role, you can shape a career that works for you. With us you&rsquo;ll have the chance to embrace the passion we share for our planet. You&rsquo;ll be encouraged to seek out diverse perspectives, share your ideas, and build the skills and connections you need to perform at your best. Because it&rsquo;s only when we work together in a culture where everyone thrives, that we can build the world we all want to live in.</p></div></div></div><p></p>

HRIS Sr. Specialist

University of Southern California

<div><b>Job ID</b> REQ20174868 <b>Category</b> Keck Medicine of USC</div>
<br><div><p>The Senior People Analytics Analyst is a senior individual contributor reporting to the Director of People Analytics and is responsible for delivering advanced workforce analytics, predictive insights, and data-driven recommendations that support strategic business and talent decisions. This role applies advanced analytical, technical, and consulting skills to transform complex people data into actionable insights for executive and operational leaders. The position does not include formal supervisory responsibility but provides technical leadership, analytical guidance, and mentoring within the People Analytics function.</p><p><b>
Essential Duties:</b></p><ul><li>
Strategic &amp; Advanced Analytics &bull; Lead advanced workforce analytics initiatives, including trend analysis, forecasting, scenario planning, and workforce modeling &bull; Translate complex business questions into analytical approaches, data models, and actionable insights &bull; Partner with the Director of People Analytics and senior stakeholders to inform strategic workforce and talent decisions using data &bull; Identify and evaluate new data sources and analytical methods to enhance workforce analytics capabilities &bull; Provide business trend and variance analysis to support recommendations for action and strategic initiatives</li><li>
Data Management &amp; Governance &bull; Ensure accuracy, consistency, and integrity of workforce data across HR systems &bull; Define, document, and maintain standardized metric definitions, methodologies, and data sources &bull; Identify data quality issues and collaborate with HRIS, IT, and other partners to resolve root causes &bull; Oversee or contribute to the design, development, and maintenance of analytics datasets and databases &bull; Establish validation rules and conduct data quality audits to ensure accuracy, completeness, and audit readiness &bull; Manage auditable workforce data in compliance with organizational, regulatory, and reporting requirements &bull; Support enterprise data governance standards and compliance requirements</li><li>
Reporting, Dashboards &amp; Automation &bull; Design, develop, and maintain executive-level dashboards and analytical reports &bull; Write and optimize complex queries to support standardized and ad hoc analytics &bull; Automate recurring reporting and data processes to improve efficiency and scalability &bull; Develop reusable datasets and analytical frameworks to enable safe and effective self-service reporting &bull; Reduce ad hoc reporting by implementing standardized analytics solutions &bull; Design and publish high-quality dashboards that communicate trends, risks, and performance against target metrics &bull; Ensure compliance with internal and external reporting deliverables through rigorous quality checks and documentation</li><li>
Technical Expertise &bull; Serve as a technical subject matter expert for People Analytics tools, data structures, and methodologies &bull; Review analytical work for accuracy, clarity, and insight quality &bull; Provide technical guidance and informal mentoring to analysts &bull; Establish, document, and promote analytical standards and best practices within the function &bull; Provide design recommendations and enhancements to improve analytics tools, datasets, and workflows</li><li>
Communication &amp; Enablement &bull; Partner with the Director of People Analytics and stakeholders to clarify requests and shape high-impact analytical questions &bull; Present findings in clear, compelling narratives tailored to executive and operational audiences &bull; Communicate insights, risks, and recommendations with a focus on decision support &bull; Prepare analytical materials and reports for executive briefings, committees, and cross-functional meetings &bull; Enable HR and business partners through guidance on standardized analytics tools, dashboards, and data visualizations</li><li>
Professional Practice &bull; Demonstrate self-directed learning and participate in ongoing professional development to remain current in analytics methods, tools, and workforce trends &bull; Effectively prioritize work, manage multiple requests, and maintain a level-headed approach when responding to shifting priorities or unforeseen issues &bull; Demonstrate strong organizational, problem-solving, decision-making, communication, and interpersonal skills</li><li>
Performs other duties as assigned</li></ul><p><b>
Required Qualifications:</b></p><ul><li>
Req Bachelor&rsquo;s Degree in Analytics, Data Science, Statistics, Economics, Human Resources, Business, or a related field</li><li>
Req 5 years Experience in data analytics, workforce analytics, or people analytics</li><li>
Req Demonstrated experience delivering advanced analytics in a complex organizational environment</li><li>
Req Advanced proficiency in SQL (complex queries, joins, performance optimization)</li><li>
Req Experience with Python and/or R for analysis, modeling, and automation</li><li>
Req Workforce analytics modeling, scenario planning, and forecasting</li><li>
Req Business intelligence and data visualization tools such as Tableau or Power BI</li><li>
Req Experience working with HR systems and platforms (e.g., HRIS, ServiceNow)</li><li>
Req Knowledge of statistical tools, analytical techniques, and benchmarking methodologies</li></ul><p><b>
Preferred Qualifications:</b></p><ul><li>
Pref Certification - Job Relevant Data Analytics certification or advanced degree</li><li>
Pref Experience in healthcare, academic medical centers, or large unionized environments</li><li>
Pref Experience supporting executive-level decision making</li><li>
Pref Master&rsquo;s degree in quantitative or analytics-related field</li></ul><p><b>
Required Licenses/Certifications:
</b></p><ul><li>Req Fire Life Safety Training (LA City) If no card upon hire, one must be obtained within 30 days of hire and maintained by renewal before expiration date. (Required within LA City only)</li></ul><br>
The annual base salary range for this position is $81,120.00 - $133,010.00. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate&rsquo;s work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations.
<div><b>Job ID</b> REQ20174868 <b>Posted Date</b> 05/08/2026</div></div><p></p>

People Analytics Analyst, Senior - Human Resources Admin - Full Time 8 Hour Days (Exempt) (Non-Union)

Almentor

<div><p><b>About almentor Business:</b> almentor Business is a product by &ldquo;almentor&rdquo; that empowers companies with the tools to thrive and up-skill a future-ready workforce, increase employee engagement, and achieve business goals. By offering professional on-demand e-learning courses for enterprises through an easy, accessible, and appealing learning platform, and customized course production</p><br>
<p><b>About the Role: </b>We are looking for a Performance Marketing expert with a wide width of experience across user acquisition and growth in B2B marketing. You will own paid media strategy, execution, and reporting of campaigns. In this B2B role, you will market to enterprises and SMEs.</p>
<p><b>As the Senior Performance Marketing Specialist, you will:</b></p>
<ul><li>Plan and execute the performance marketing strategy to meet the business objectives and targets.</li><li>
Manage budget and campaigns across all digital channels to drive strong return on investment and efficient CAC.</li>
<li>Create and manage lead generation campaigns across various channels.</li>
<li>Engage potential leads through personalized and targeted outreach efforts.</li>
<li>Track and analyze campaign results to measure performance and make data-driven adjustments.</li>
<li>Continuously identify optimization and experimentation opportunities and develop end-to-end strategies to test new hypotheses.</li><li>
Collaborate with the content team and other teams to build new ad concepts and themes.</li><li>
Track and report on key performance indicators of media activity.</li><li>
Analyze and optimize campaign performance based on data-driven insights and strategy using quantitative analysis.</li></ul>
<p><b>The ideal candidate will have:</b></p>
<ul><li>In-depth knowledge of B2B marketing strategies and techniques, with a track record of successful lead generation and customer acquisition in a B2B environment.</li><li>
+4 years of experience in B2B lead generation and performance marketing</li><li>
Sold experience in managing landing page, Google Tag Manager and Google Analytics.</li><li>
Exceptional analytical skills in identifying opportunities.
</li><li>Experience in email marketing (Cold emails) and LinkedIn sales navigator</li><li>
Solid campaign and channel analysis and reporting expertise, including Google Analytics experience.</li><li>
Proofreading skills</li><li>
Self-driven</li></ul>
<p>We offer a culture that fosters inclusion, diversity, and innovation. almentor is a performance-based company that offers career advancement opportunities and a competitive compensation package.</p>
<p>If you are a creative, data-driven professional with a passion for e-learning and a desire to join a remarkable team, apply now and help us build a remarkable brand!</p></div>

Performance Marketing Specialist

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

Search 9704+ Workforce analytics specialist jobs near you this May. New roles added regularly across leading industries. Apply today.