Senior Associate I - HR Data Analytics, Dashboarding & Automation

Description

At A.F.Ferguson & Co, our vision is to be the first choice employer for professional staff. As a trusted business advisor, we work in a changing world which offers great opportunities for people with diverse backgrounds and experiences. We seek to attract and employ the best people from the widest talent pool, as well as those who reflect the diverse nature of our society. And we aim to encourage a culture where people can be themselves and be valued for their strengths.

At PwC, the Senior Associate I – HR Analytics is a key member of the Human Capital Development function, responsible for designing and managing analytics frameworks, performance reporting, and insights that inform talent decisions. The role requires strong technical capability, sound judgment, and independent ownership of HR analytics projects in close partnership with HC leadership and business stakeholders.

The role sits within Human Resources and is responsible for turning HR data into trusted insights, interactive dashboards and automated solutions that improve workforce decision-making, operational efficiency and employee experience. The resource will work across HR teams and partner with relevant business and technology stakeholders to develop scalable reporting, strengthen data quality and governance, and automate high-volume or repetitive HR processes

Core responsibilities:

People Analytics & Workforce Insights

• Analyse workforce data across the employee lifecycle, including headcount, hiring, onboarding, performance, skills, workforce movement and attrition.
• Develop descriptive and diagnostic analysis and, where appropriate, support predictive or forward-looking workforce insights.
• Identify trends, exceptions and root causes and translate analysis into concise, actionable insights for HR and leadership.
• developing relevant metrics, trend analysis and scenario-based reporting.

Dashboarding & Business Intelligence

• Design, build and maintain interactive Power BI dashboards and executive reporting for HR KPIs and strategic priorities.
• Translate business requirements into clear KPIs, measures, visualisations, drill-downs and reporting views.
• Build robust data models using Power Query, relationships, appropriate dimensional modelling
• Establish reusable reporting solutions that replace repetitive manual reporting and enable timely refreshes from approved source systems.
• Validate calculations, source data, filters and dashboard outputs before release and continuously improve usability and relevance.

HR Data Management & Governance

• Consolidate, cleanse, transform and reconcile HR data from approved HR systems and other authorised sources.
• Establish data-quality checks, definitions and validation controls to improve consistency, completeness and reliability of HR reporting.
• Maintain clear documentation for data sources, transformations, business rules, KPI definitions and reporting logic.
• Handle employee and workforce information in line with applicable confidentiality, privacy, access-control and information-governance requirements.
• Support the development of a consistent HR data and KPI framework to strengthen the use of a reliable source of truth.

HR Automation & Digital Solutions

• Identify repetitive, manual and high-volume HR activities suitable for automation or digitisation.
• Design and implement practical workflow and reporting automations using approved tools such as Power Automate, Power Query, Microsoft 365 and other HR technology platforms.
• Support integration of HR systems, workflow tools and reporting platforms to reduce duplicate data entry and manual reconciliation.
• Develop controlled, auditable solutions with appropriate approvals, exception handling, monitoring and documentation.
• Explore appropriate AI-enabled HR use cases using approved enterprise tools, with human validation and governance built into the process.

Continuous Improvement &Stakeholder Partnership

• Partner with HR teams to understand business problems, define reporting or automation requirements and convert them into scalable solutions.
• Map current processes, identify bottlenecks and recommend data-led or technology-enabled improvements.
• Support user adoption through clear documentation, demonstrations and knowledge transfer.
• Track the effectiveness of dashboards and automations through measures such as data accuracy, reporting turnaround time, manual effort reduced and user adoption.

Key Deliverables

• HR executive and operational dashboards.
• Standardised HR KPI and metric library.
• Automated recurring reports and HR workflows.
• Workforce and people analytics packs with actionable insights.
• Data-quality, reconciliation and exception reporting.
• Process maps, data dictionaries and solution documentation.
• Automation pipeline and benefits tracking.

Required Skills & Experience

• Bachelor’s degree in HR, Business Analytics, Data Analytics, Information Systems, Computer Science or a related discipline.
• Practical experience in data analysis, dashboard development, business intelligence or process automation; HR/people analytics experience is preferred.
• Strong Power BI capability, including Power Query, data modelling, DAX and dashboard design.
• Advanced Excel skills; working knowledge of SQL and/or other data-querying or analytical tools is desirable.
• Experience with workflow automation tools such as Power Automate or equivalent platforms is desirable.