HR Analyst

Roles and responsibilities

To provide operational support for all the new hire processes including On-boarding queries, Coordination/communication with new joiner, Process the documents for government formalities, Co-ordinate joining formalities i.e. hotel booking e – ticket and corporate Induction. etc., advice on policy and labor law etc. in collaboration with LM’s, HRBPs and different stakeholders across MENA Countries under Al Futtaim Group

What You Will Do

• Case Management/ Resolution (Measurement: Service Level Agreement/ Turn Around Time)
• Customer Focus / Collaboration (Measurement: Survey / Customer / Stakeholder Feedback)
• Data Integrity (Measurement: Quality check/ Maintain Confidentiality/ SAP Entries)
• Service Excellence / Teamwork (Measurement: Continuous Improvement/ Initiatives/ Info Sharing)
• Operational Excellence (Measurement: Work in Progress Report/ Timely escalations/ Tracker updates / Case closures /Knowledge of Policies/procedures)
  

Required Skills To Be Successful

• Problem Solving and trouble shooting skills
• Attention to detail and good decision making skills
• Excellent Communication Skills (Arabic language a plus)
  

What Equips You For The Role

• Bachelor’s degree or equivalent in HR, Business, Management or Technology
• CIPD or similar qualification a plus
• 2 - 3 years’ experience as HR Generalist in UAE or GCC with 2 - 3 years’ experience in supporting SAP HR Module or similar ERP
• Proficiency with PC applications including Word, Excel, PowerPoint & Outlook
• Multi-tasking experience in a fast-paced environment, completing work tasks with speed and accuracy in a detailed work environment.
• Experience in a Shared Services environment a plus and experience in a common help desk tool such as Salesforce is a plus
• Good Knowledge of UAE Labor Law.

Desired candidate profile

. Data Collection and Management

• Collecting HR Data: Gathering and managing various HR data, such as employee performance, turnover rates, compensation, and benefits data.
• Maintaining Databases: Ensuring the accurate and up-to-date entry of HR-related data into HR management systems (HRMS) or spreadsheets.
• Data Quality Assurance: Ensuring that HR data is accurate, consistent, and reliable by performing regular checks and audits.

2. HR Metrics and Reporting

• Analyzing HR Metrics: Collecting, analyzing, and interpreting HR-related metrics such as employee retention, recruitment success, absenteeism, and training effectiveness.
• Creating Reports: Generating regular reports on HR performance metrics to help leadership understand trends and areas for improvement.
• Dashboards and Visualizations: Designing and developing dashboards and data visualizations to make HR data more accessible and actionable for decision-makers.

3. Workforce Planning and Analysis

• Labor Market Analysis: Analyzing labor market trends to identify staffing needs, compensation trends, and skills gaps within the organization.
• Forecasting Workforce Needs: Using data to predict future workforce requirements based on business goals, turnover rates, and other factors.
• Identifying Skills Gaps: Analyzing current workforce capabilities and identifying areas where training or recruitment may be necessary to meet organizational goals.

4. Recruitment and Staffing Analysis

• Recruitment Data Analysis: Analyzing recruitment processes and outcomes, such as time-to-hire, cost-per-hire, and candidate quality, to improve hiring strategies.
• Recruitment Metrics: Tracking the effectiveness of recruiting channels (e.g., job boards, recruitment agencies) and recommending adjustments based on performance.
• Diversity and Inclusion Metrics: Tracking diversity metrics during the recruitment process to ensure the organization is meeting diversity and inclusion goals.

5. Employee Engagement and Satisfaction

• Conducting Surveys and Polls: Designing and administering employee surveys, such as engagement surveys or satisfaction surveys, to gather feedback.
• Analyzing Employee Feedback: Interpreting survey results, identifying trends in employee engagement, satisfaction, and morale, and reporting findings to HR leaders.
• Recommending Initiatives: Proposing initiatives based on survey data to enhance employee engagement, retention, and workplace culture.