Human Resource Specialist jobs

Role Purpose, context & strategic Importance:

This role drives people analytics and data-driven insights that enable HR strategic decision-making, business partnering, and organisational effectiveness. Translating complex organisational and people data into actionable insights, this role empowers HR leadership and business partners with evidence to guide talent strategy, culture initiatives, and people-related business decisions. This role also support the HR Operations Manager in ensuring timely and accurate service delivery on all transactional HR activities feeding into monthly payroll and benefits administration.

People Analytics & Insights:

Build and maintain people analytics capabilities; define metrics and KPIs aligned to HR strategy and business objectives

Extract, clean, analyse, and visualise people data from HRIS and related systems

Identify trends, patterns, and anomalies in people data; translate findings into actionable insights and recommendations

Conduct root cause analysis on HR challenges (e.g., retention issues, engagement variance, performance gaps, diversity gaps) using data

Build predictive analytics capabilities (e.g., attrition risk, succession readiness, engagement trends) to enable proactive intervention

Reporting & Dashboarding:

Design and develop interactive dashboards and reports supporting HR decision-making and business partnering

Develop self-service reporting capabilities for HR team and People & Culture partners

Produce monthly/quarterly people metrics reports; prepare ad-hoc analysis and reporting as requested

Ensure data visualisation best practices; make complex data accessible and actionable

Data Governance & Quality:

Administrative on-boarding and off-boarding of all people resources

Transactional process management and interphase with Payroll

Establish and maintain data governance frameworks; define data standards, definitions, and quality protocols

Conduct regular data audits; identify and remediate data quality issues

Train HRIS users and People & Culture partners on data entry standards and best practices

Manage data documentation and metadata; ensure data clarity and accessibility

Ensure compliance with data privacy and security protocols (POPIA); manage data access and confidentiality

Strategic Support:

Partner with HR managers on data strategy supporting major initiatives (talent retention programme, culture transformation, leadership development evaluation)

Evaluate programme effectiveness through data analysis and impact measurement

Support business case development for HR initiatives through data and analytics

Provide insights on emerging people and talent market trends; benchmark against industry standards

Operational Contributions:

Support People Operations Manager with data-related tasks and HRIS administration

Maintain analytics tools and platforms; troubleshoot data issues

Stay current on emerging analytics tools and methodologies; recommend adoption aligned to needs and ROI

Education:

Bachelor's degree in Data Science, Statistics, Mathematics, Computer Science, Information Systems, or related analytical field (minimum)

Advanced qualification preferred: Data/Business Analytics, or related field; certification in data analytics (Google Analytics, IBM, Coursera)

Professional Experience:

4-6 years' experience in data analysis, business intelligence, or people analytics roles

Data capturing and quality assurance

Ability to extract and analyse data from various data sources

Experience building dashboards and data visualisation using tools like Power BI, or similar

Experience with HRIS or HR data systems

Experience translating data into business insights and recommendations

Understanding of statistical concepts and ability to interpret statistical analysis

Desirable Experience:

Specific experience in people/HR analytics

Experience with predictive analytics

Familiarity with specific HRIS platforms (SuccessFactors, Workday, etc.)

Data governance and POPIA compliance experience