HRIS Data Analyst, Office of Human Resources - Geylang

• Work with Centers of Excellence (COEs) and HR Business Partners (HRBPs) to deliver analytic observations, insights, and business recommendations that assess the effectiveness of HR policies, programs, and processes.
• Gather, analyze, and interpret data related to workforce trends, recruitment, retention, performance management, and employee engagement.
• Conduct in-depth analyses of HR data, including employee performance, recruitment, retention, and compensation data.
• Develop and maintain data models to support workforce planning and talent management initiatives. Forecast HR trends such as turnover, employee engagement, and hiring needs. Create compelling stories and visualizations to effectively communicate HR insights to stakeholders, including HR leaders and executives.
• Contribute to the development and implementation of HR strategies and policies by providing data-driven insights.
• Propose and recommend data strategies, improvements, processes to improve the quality of employee data collection and records.
• Develop dashboards on university-wide or internal HR metrics, or concise reports/presentations to explain data and data trends to be used to influence business decisions, aid changes to policies/programs or processes.
• Champion data-driven decision-making within the team and among stakeholders. Provide insights, expert advice, and approaches to senior management.
• Provide training/support to users e.g. HR end-users, administrators, management, line managers, etc. to ensure they will be self-sufficient to generate data for their own reporting/analysis.
• HR Technology Projects
• Able to work closely across internal HR teams and IT team to gather and document business requirements, analyse business processes and data to identify opportunities for technology improvements.
• Able to provide data-driven knowledge and support, ensuring the data collection for the suite of HR solutions (e.g., SAP HR ECC, SAP SuccessFactors modules including Employee Central etc) meets the strategic objectives and roadmap to elevate HR Data Analytics within the organization towards maturity. This may include other non-SAP platforms like 3rd party tools such as Glint, Chronus, SharePoint, Content Management System, Microsoft Forms, Power Automate, etc.
• Prepare the user cases with business users for user acceptance testing (UAT) and conduct UAT together with the users prior to signoff and deployment.
• HR Technology Operations
• Support activities to maintain SAP SuccessFactors modules in the area of data integrity, data governance and data audit. This is not limited to other maintenance tasks such as troubleshooting, permissions etc. This may include managing all other HR related platforms.
• Provide ongoing support to HR staff and other users, addressing any questions or concerns about the system; a point of contact for resolving technical issues related to the various HR solutions in place.
• Create and maintain functional documentation, user guide, FAQs where necessary to support end-users to navigate the system effectively.
• Any other tasks as assigned.

• Bachelor's degree, preferably in Business, Statistics, Human Resources, or another related field.
• Minimum 5 to 8 years of extensive experience in HR analytics, measurement, analytics consulting, human capital research and/or benchmarking experience. Extensive experience in data analysis.
• Proficiency in programming languages such as Python, R, and SQL desirable but not required.
• Strong knowledge of HR metrics and expertise in HR data visualization tools like Tableau, Power BI, or similar platforms with the ability to translate complex data into actionable recommendations.
• Excellent analytical skills; modelling expertise using advanced statistical techniques such as logistic and linear regression, decision trees, neural network, or clustering techniques, machine learning algorithms, and predictive modeling techniques.
• Excellent problem-solving skills and attention to detail.
• Exceptional communication skills, with the ability to convey complex HR concepts to non-technical stakeholders.
• Experience with SAP SuccessFactors or other HR systems and big data technologies is a plus.
• Ability to work with multiple parties simultaneously and effectively handling different stakeholders, tasks and changing priorities in high-pressure situation.
• Able to adapt to changes and maintain a customer-focused approach to meet the diverse needs of HR system users
• Proven experience in mentoring and guiding, championing change.

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Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.