Mid-Level, Senior
Global HR Data Consumption Specialist
We are looking for a Global HR Data Consumption Specialist who will be part of a team managing the reporting capability in COO People. You are a key person providing (senior) stakeholders reporting solutions on employee data from GHR Sources of Records, supplying insights that help colleagues and the organization to make better fact based decisions.
Via your constructive, analytical approach and solid communication skills you are able to translate business requirements into suitable and simple dashboards leveraging your knowledge of HR processes and systems. This means you are capable of design and develop multi-source dashboards and answer ad-hoc queries promptly and accurately, providing information that will be used on strategic, tactical and operational levels on key HR topics like recruitment, turnover, diversity, engagement or organizational structures.
Key responsibilities
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Design, manage, and optimise reporting tools selected by ING steering utilization of Workday standardised catalogues, including the roll-out of user guidance materials to ensure reports are understood and add value to the organisation;
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Ensure stakeholders requirements are understood and promptly addressed, developed and managed opportunely;
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Foster an open, collaborative accountability culture within the team. Encourage collaboration with colleagues and other team members and know when to listen, empathize, respond, or act on team input;
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Provide advice on complex questions around reporting, dashboards and benchmarking, being able to reconcile data from multiple sources and complying with the key aspects of data management (governance, protection, retention, quality, etc);
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Ensure implementation of Data Management Process Control Standards and best practices in Global HR, including consumption of data from Data Lakes and introduction of new BI foundation;
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Act as a bridging point (when necessary) between GHR and key stakeholders, balancing the business needs versus technical constraints.
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