Senior Manager - HR Data Analytics And Transformation - People And Organization Management

Job Description:

The Senior Manager, People Analytics, AI and Strategic Projects lead SSMCs people analytics, workforce data, AI enablement, and strategic project portfolio across People & Talent Experience. The role owns the integrity and governance of workforce information, including workforce establishment, position codes, organizational data, and workforce reporting, while leading high-impact transformation, automation, process improvement, and strategic initiatives. The role ensures that workforce decisions are evidence-based, data is accurate and well governed, digital and AI-enabled solutions are responsibly adopted, and priority projects deliver sustainable organizational value.

People Analytics, AI & Strategic Projects

• Leads all HR and Talent reporting, owning the design, accuracy, and timely distribution of regular and ad hoc reports to the Director and SSMC leadership
• Owns and continuously improves HR dashboards and reporting tools, ensuring data is accurate, current, and decision-ready for leadership
• Consolidates reporting across Talent Acquisition, Onboarding, and HR Operations into unified, leadership-ready performance packs
• Defines and maintains HR reporting standards, data definitions, and governance to ensure consistency and accuracy across all reports
• Analyses HR and Talent data to identify trends, risks, and opportunities, and translates findings into clear insight and recommendations for the Director
• Responds to ad hoc data and reporting requests from the Director, Executive Director, and other senior stakeholders

Workforce Management, Establishment & Position Control

• Owns the governance and ongoing maintenance of the approved workforce establishment, ensuring alignment between workforce plans, organizational structures, budgets, and authorized positions.
• Oversees the creation, activation, amendment, validation, and closure of position codes, ensuring each code is accurately mapped to the relevant job, grade, department, cost centre, reporting line, employment category, and approval status.
• Maintains a single, reliable view of workforce data covering approved, occupied, vacant, frozen, planned, and unfunded positions, with clear controls for data ownership and reconciliation.
• Partners with Finance, HR Operations, Talent Acquisition, Rewards, and business leaders to reconcile headcount, position, payroll, recruitment, and budget data and resolve discrepancies.
• Produces workforce management insights, including establishment utilization, vacancy levels, workforce movement, recruitment demand, position ageing, and emerging capacity risks.
• Supports annual and in-year workforce planning by translating service priorities and approved business requirements into clear workforce data, position requirements, scenarios, and decision papers.
• Establishes governance controls, audit trails, data definitions, and approval workflows for workforce and position data, ensuring confidentiality, integrity, and compliance with SSMC requirements.

Process Engineering, Mapping, Review & Analysis

• Maps and documents existing HR and Talent processes end-to-end, identifying inefficiencies, bottlenecks, duplication, and compliance gaps
• Leads structured process reviews across People & Talent Experience, using data and stakeholder input to diagnose root causes of performance issues
• Designs re-engineered, standardized processes and supporting documentation (SOPs, workflows, RACI) for HR and Talent operations
• Establishes process performance metrics and monitors ongoing efficiency and effectiveness of service delivery, recommending corrective action where targets are at risk
• Partners with process owners across Talent Acquisition, Onboarding, Rewards, and HR Operations to embed consistent, auditable ways of working

Change Management

• Develops and leads change management plans for process, technology, and structural changes within People & Talent Experience, including stakeholder impact assessment and communication planning
• Builds stakeholder readiness and buy-in for new processes and tools, working closely with affected teams and leaders to manage resistance and drive adoption
• Designs and delivers training and enablement materials to support the transition to new processes, systems, and ways of working
• Tracks adoption and embedment of change initiatives post-implementation, adjusting plans where uptake or performance falls short

Transformation, Automation, AI & Technology

• Identifies opportunities to automate manual HR and Talent processes,…