HR Process Analyst

About the job

About Palladium – Palladium is a global leader in the design, development and delivery of Positive Impact – the intentional creation of enduring social and economic value. We work with governments, businesses, and investors to solve the world’s most pressing challenges. With a team of more than 3,000 employees operating in 90 plus countries and a global network of over 35,000 experts, we help improve economies, societies and, most importantly, people’s lives.

Purpose of Position

Palladium Group are welcoming applications for a new HR Process Analyst position in our London EMEA HR team. This is an ideal opportunity for someone that is driven, customer-centric, with a passion for data and an innovator mindset.

The HR Process Analyst plays a role in supporting the business in proactively translating business requirements into effective HR practices across business units.

The HR Process Analyst will support the HR team and the Human Resources Business Partner – to implement HR services, programs, and activities in support of the EMEA Regional Partnership.

Primary responsibilities

The primary responsibilities of the HR Process Analyst are to:

– Become a key member of the HR team and work across the business disciplines to support the EMEA Regional Partnership

– Perform the administration and system updates of all activities related to the employee lifecycle, from the set up and on boarding of new hires through to the exit process and ER.

– Ensure sensitive data such as salary increases, adjustments, leave, bonuses and variable pay are accurately recorded

– Delivering scheduled timely and accurate reports to partners within a range of (D&I, Employee survey, attrition, hiring process) creating interfacing where necessary.

– Design and build HR visuals and dashboards analysing data and reporting key trends/anomalies/points of interest to key stakeholders.

– Conduct deep dives and in-depth analysis to provide insights to help shape HR policies, strategy, and business initiatives.

– Identify Prioritising in advance data gaps and proactively develop the data agenda in line with business priorities

– Support the performance management process for all employees, maintain data and produce status reports

– Respond to queries from employees on HR policies, procedures, benefits-related and operational HR issues

– Promote the use of HR systems, policies, and processes and HRIS administration including data input, validation and reporting

– Support the continued development and implementation of HR programs within EMEA including Recruitment, Performance management, Compensation and Benefits, Learning & Organisational Development, HR Communications and HRIS

Reporting requirements

The role reports to the Human Resources Business Partner, EMEA. Reporting requirements include:

– Attendance of all weekly and/or team meetings.

– Regular updates with your line manager.

– Monthly submission of assigned reports.

– A monthly update; as well as any other important areas of concern.

– Exception reports as and when required.

Relationships

– The role will form part of the EMEA Regional Partnership, HR and Talent Acquisition Team.

– The role will be required to liaise closely with all managers, employees, Professional Service Providers and team members.

Authority levels

– The role is required to support recommendations made by the Human Resources Business Partner, EMEA.

– Adequate degree of autonomy with appropriate consultation where applicable.

Required Qualifications:

Minimum education and experience required

– Relevant HR or business-related qualification

– An understanding of current employment law and its impact on HR administration

– Experience in people analytics will be highly valued

– Any experience of participation in an HR transformation project would be highly valued though not essential

Key competencies and professional expertise required

– Highly analytical with a deep understanding of business KPIs

– Ability to create performant and compelling analytical dashboards with a deep understanding of – the end user’s analytical workflow.

– Improver/innovator mindset, contributing ideas to improve the platform, team, department, and wider organization

– Self-starter: you thrive on taking ownership of initiatives with limited oversight

– Ability to make recommendations to effectively address issues using critical judgment that is consistent with HR best practice, policies, regulations, and applicable legislation.

– Demonstrable understanding of the importance of confidentiality in an HR context