Human Resources Officer (Analytics and Systems)
Support HR technology solutions through data analysis and process automation
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Overview
Support HR technology solutions through data analysis and process automation
You have:
- Advanced university degree in human resources management, engineering, computer science, mathematics, business administration, data management/analytics or a related field.
- Five years of relevant experience in conducting business analysis data analysis, preparing business requirements for system development, testing and deployment, and designing HR business processes.
- Working knowledge (proficient - level C) of English and limited knowledge (intermediate - level B) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).
Organizational Setting FAO’s Human Resources Division (CSH) provides human resources (HR) strategies, policies, tools, guidance and oversight to FAO clients worldwide to ensure that the Organization attracts, develops and retains a diverse, skilled and highly motivated workforce, delivering on the mandate of the Organization. Over the next years, CSH will focus on developing and implementing a people centered strategy, and positioning HR as a strategic partner contributing to the achievement of the mandate of FAO. The Human Resources Division is composed of two main clusters, (i) the Integrated Talent Management, providing advice and managing position management, recruitment, mobility, staff development and training, performance management and social security, and (ii) the HR Strategy and Policy, providing HR strategic guidance, policy and oversight.
The position is located in the Analytics and System Solutions Unit (CSHDA) of the Human Resources Division (CSH) at FAO headquarters in Rome, Italy.
The Human Resources Officer (Analytics and Systems) supports all corporate HR technology solutions in terms of analysis of issues, and, in close collaboration with HR specialists and HR clients, works to identify of opportunities for streamlining processes through automation, leads requirements definition and collaboration in all phases of the system change management process (design, testing, roll-out, change management). Other core responsibilities will include analysis of primary and secondary data for interpretation and evidence-informed decision making, identify risks and opportunities based on insights derived from data and perform data profiling and other analysis to identify patterns and understand anomalies.
Reporting Lines The Human Resources Officer (Analytics and Systems) reports to the Human Resources Officer/Team Leader of the Analytics and System Solutions Unit (CSHDA).
Technical Focus Provides HR analytics services and advises on innovative automated solutions aimed at improving business processes and systems to meet organizational needs and recommends the effective use of technical solutions to meet the evolving needs of the Human Resources Division (CSH) and human resources management. The incumbent provides essential information processing, analysis and dissemination services.
Key Results The Human Resources Officer (Analytics and Systems) will act as: (1) a business analyst to extract, collate, analyse and evaluate HR data/information from various sources to identify trends, opportunities and issues in facilitating business decisions/policies; (2) a specialist in HR Management Information to explore how to leverage technology for increased productivity and efficiency; (3) a resource for the Division, taking part in various activities as required, such as quality assurance, data analysis and continuous process improvements/implementation of new technology solutions.
Key Functions • Analyse HR data and respond to quantitative information requests received from Management, HR specialists and other internal clients as well as external bodies, including FAO Members and United Nations agencies. • Drive quantitative analyses to support HR strategic, policy and operational decisions. • Identify valuable data sources and automate data collection and visualization processes working across all core HR areas (including talent management, workforce planning, social security and HR Key Performance Indicators (KPIs)/metrics). • Monitor, assess and validate consistency of HR data, ensuring that it is accurately and effectively retrieved and reported from various systems by improving the reporting process, reconciling the integrity of HR data; analysing and developing ad hoc queries to improve data integrity and quality assurance. • Research, troubleshoot and resolve data anomalies and HR system issues. Work in close collaboration with data owners to improve data quality and resolve data issues at source. • Coordinate and contribute to the creation, maintenance and support of a variety of moderate to complex reports and dashboards utilizing appropriate reporting and visualization tools. • Analyse complex information to discover trends and patterns and communicate highlights and trends from data. • Provide analytical support in monitoring performance which includes tracking of KPIs, developing tools to track performance against targets and providing regular performance reports. • Work with HR and corporate stakeholders and subject matter experts to identify new business requirements/improvements for automation, define expected outcomes and relevant internal and external data sources. • Serve as the HR focal point to maintain HR issues list including raising change requests on behalf of the Division and following to ensure prioritization and resolution of open issues. Act as HR focal point in upgrade exercises, for relevant corporate technology solutions.
Specific Functions • Participate in the implementation of HR projects including design, testing and validation of technology solutions throughout all relevant project phases. Support HR in the identification of best fit technology solutions. • Conduct on-going research on HR technology and analytics best practices and innovations. • Participate in the preparation of project proposals, implementation plans and presentations to management/project leads. • In collaboration with team members, develop and deliver systems' training (HR related dashboards and analysis) as well as prepare end-user manuals, as needed. • Collaborate closely with other HR analytics and systems team members providing coaching, training and guidance to ensure appropriate development and enable high performance.
______________________________________________________________________________________________________ CANDIDATES WILL BE ASSESSED AGAINST THE FOLLOWING
Minimum Requirements • Advanced university degree in human resources management, engineering, computer science, mathematics, business administration, data management/analytics or a related field. • Five years of relevant experience in experience in conducting business analysis data analysis and preparing business requirements for system development, in performing testing and system deployment as well as designing business processes including experience in data management/analytics in a human resources setting. • Working knowledge (proficient - level C) of English and limited knowledge (intermediate - level B) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).
Competencies • Results Focus • Teamwork • Communication • Building Effective Relationships • Knowledge Sharing and Continuous Improvement
Technical/Functional Skills • Extent of knowledge of end-to-end HR business processes and data needs (KPIs/metrics). • Extent and relevance of experience in development and implementation of human resources ERP solutions and process streamlining. • Knowledge of the principles and concepts of human resources management, administration and staff servicing. • Extent of knowledge of organizational and HR information technology systems and tools as well as data analysis systems such as Business intelligence tools, Excel and Power BI. • Ability to identify and analyse systemic issues, formulate conclusions and make recommendations to resolve same. • Demonstrated experience in HR information management systems (HRIS) including requirements analysis, complex data analysis, report generation and information presentation. • Demonstrated ability to analyse correlations between program metrics and HR data is an asset. • Knowledge of Oracle HR solutions an advantage, in particular knowledge of underlying HR master data, configuration data structures etc. • Experience in the analysis of HR and time-dependent data and creation of workforce analytics. • Excellent verbal and written communication, organizational and problem-solving skills and the ability to work well under pressure. • Work experience in more than one location or area of work, particularly in field positions. • Experience in supervising teams.
Potential interview questions
| Can you describe a time you utilized data analysis to improve a process? | This question assesses your practical experience with data analysis in decision-making. | Highlight a specific example, detailing the situation, your approach, and the outcome. |
| How do you manage conflicting priorities in a team setting? | This question evaluates your teamwork and prioritization skills. | Pro members can see the explanation. |
| Describe an instance when you identified a data anomaly. What steps did you take to resolve it? | Pro members can see the explanation. | Pro members can see the explanation. |
| Can you give an example of how you developed a successful HR report or dashboard? | Pro members can see the explanation. | Pro members can see the explanation. |
| Discuss a project where you had to implement new HR technology. What challenges did you face? | Pro members can see the explanation. | Pro members can see the explanation. |
Added 2 years ago
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Updated 1 year ago
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Source:
fao.org
