Job Ref #: EODMSOA
Industry: Human Resources
Job Type: Permanent
Positions Available: 1

Job Description

Employee and Organisation Data Management Specialist - Omnicom Advertising South Africa

Reports to: Human Resources Operations Manager

Location: 3 Sandown Valley Road

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.

Job Requirements

PRIMARY ACCOUNTABILITIES

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.

CRITICAL SUCCESS FACTORS:

•Analytics Delivery & Timeliness: Deliver monthly dashboards on schedule 100% of the time; respond to ad-hoc analytical requests within 2-3 business days.

•Data Quality & Accuracy: Maintain 98%+ accuracy in all analytics and reports; zero material errors identified post-delivery; data audit findings minimal.

•Dashboard Adoption & Usage: Achieve 80%+ adoption of new dashboards by target users; dashboards accessed regularly (weekly or monthly); positive feedback on dashboard usefulness.

•Insight Quality & Actionability: HR leadership and business partners rate insights as valuable and actionable (4/5 or higher); insights drive decision-making and action.

•Analytics Impact: Demonstrate tangible business impact from analytics recommendations (e.g., retention programme informed by attrition analysis results in 15% reduction in flight risk).

•Data Governance Implementation: Establish and maintain data governance framework; achieve 100% data standard compliance in HRIS; zero POPIA compliance issues.

•Technical Capability Building: Develop self-service reporting capabilities enabling HR team to access and interpret data; reduce dependency on specialist for routine reports.

•Stakeholder Satisfaction: Achieve 85%+ satisfaction rating from HR leadership and business partners on analytics support; NPS score for analytics function >40.

•Continuous Learning: Stay current with analytics trends; recommend and pilot emerging tools/ methodologies; demonstrate thought leadership on people analytics.

Critical Success Factors:

•Deep technical skills in data analysis, SQL, and data visualisation tools.

•Strong attention to detail and commitment to data accuracy.

•Ability to translate complex data into clear, actionable insights for non-technical audience.

•Understanding of HR strategy and business context; ability to connect analytics to business impact.

•Intellectual curiosity and passion for discovery through data.

•Proactive approach to identifying analytical opportunities and insights.

Key Risks to Mitigate:

•Data quality issues undermining analytics credibility → strong data governance; regular audits; training on data standards.

•Analytics insights not driving action → ensure insights are clear and actionable; connect to business impact; present to right stakeholders.

•Analytics capabilities not scaling with demand → build self-service capabilities; prioritise high-impact analytics; automate routine reporting.

•Technical debt in analytics infrastructure → regular tool evaluation; maintain documentation; plan upgrades/migrations.

•Skills obsolescence in rapidly evolving analytics field → continuous learning; conference attendance; skill development; stay current on trends.