Knowledge, experience and qualifications required

• Bachelor’s degree in Statistics, Business Analytics, Human Resource Management, Economics, Mathematics, IT, Business Administration, or a related field.

• 3–5 years’ experience in workforce reporting, people analytics, HR operations, business reporting, or operational analytics within FMCG, manufacturing, distribution-led, or operational environments.

• Strong experience in workforce reporting, labour cost analysis, operational reporting, dashboard management, and workforce data interpretation.

• Proven experience developing and maintaining workforce dashboards, management reports, analytics trackers, and operational reporting tools.

• Strong Excel and data analysis capability required, with Power BI or other dashboarding/reporting tools being a strong advantage.

• Experience working with HR systems, reporting structures, workforce databases, and operational reporting processes is strongly preferred.

• Strong analytical, reporting, problem-solving, and stakeholder coordination capability required.

Workforce Reporting & Dashboards**

• Develop, maintain, and continuously improve workforce dashboards, HR scorecards, and operational people reports to support workforce visibility and business decision-making.

• Produce accurate weekly and monthly workforce reports covering headcount, labour costs, absenteeism, overtime/off-days, leave liability, workforce movements, labour productivity, and operational workforce trends.

• Develop and maintain workforce reporting structures and KPI dashboards covering metrics such as revenue per employee, labour cost per litre, workforce productivity, attendance trends, and manpower utilization.

• Support development, automation, and continuous improvement of Power BI dashboards, workforce analytics trackers, and operational reporting tools.

• Ensure timely, accurate, and insightful reporting to support operational governance, workforce planning, and leadership decision-making across the business.

Workforce Analytics & Insights****

• Analyse workforce trends, labour productivity, attendance patterns, labour costs, workforce movements, engagement indicators, and operational risks to support business decision-making.

• Identify trends, anomalies, productivity gaps, workforce inefficiencies, and governance risks requiring management attention and timely escalation.

• Generate actionable workforce insights, operational analysis, and data-driven recommendations to support workforce optimization, productivity improvement, cost control, and operational effectiveness initiatives.

• Support leadership teams with workforce analytics, trend reporting, and operational insights to strengthen workforce planning and organizational decision-making.

• Monitor workforce performance indicators and support continuous improvement initiatives through data analysis and operational reporting.

Labour cost & Productivity Analysis****

• Track casual labour spend, labour cost per litre, revenue per employee, and workforce productivity trends

• Support analysis of commercial and factory productivity metrics

• Monitor workforce utilization and operational efficiency indicators

• Monitor absenteeism, overtime/off-days, leave utilization, manpower deployment, and attendance trends to identify operational risks, productivity gaps, and cost leakages.

• Support workforce optimization initiatives through data analysis, operational reporting, and workforce efficiency tracking.

• Generate workforce productivity dashboards, trend analysis, and operational insights to support leadership decision-making and labour cost control initiatives.

• Support analysis of outsourced labour models, manpower utilization, and operational efficiency improvement initiatives across the business.

Governance &Compliance reporting****

• Support governance and workforce risk reporting relating to attendance, absenteeism, disciplinary cases, leave management, overtime/off-days, workforce controls, and operational compliance trends.

• Monitor HR operational KPIs, workforce governance indicators, escalation trends, and compliance risks and provide timely reporting and escalation of identified issues.

• Track and analyse workforce control gaps, reporting inconsistencies, policy breaches, and operational risk indicators requiring management attention.

• Support audit readiness initiatives through workforce data validation, compliance reporting, documentation tracking, and workforce records management.

• Generate governance and operational control reports to support leadership visibility, accountability, and decision-making across the business.

• Support continuous improvement of workforce governance processes, reporting standards, and operational compliance practices across the People & Culture function.

HR systems and Integrity**

• Support HRMIS readiness and implementation initiatives including workforce data cleanup, master data validation, workflow mapping, process alignment, testing support, and reporting structure development.

• Maintain and continuously improve workforce reporting templates, analytics trackers, dashboards, and HR reporting tools to strengthen operational visibility and decision-making.

• Monitor workforce data quality and reporting consistency and proactively identify and escalate data gaps, inconsistencies, or governance risks.

• Support standardization and continuous improvement of workforce reporting processes, reporting governance, and data management practices across the business.

• Work closely with HR, Finance, IT, and operational teams to support reporting alignment, systems optimization, and workforce data integrity initiatives.