About this role
Company Description
Standard Bank Group is a leading Africa-focused financial services group, and an innovative player on the global stage, that offers a variety of career-enhancing opportunities – plus the chance to work alongside some of the sector’s most talented, motivated professionals. Our clients range from individuals, to businesses of all sizes, high net worth families and large multinational corporates and institutions. We’re passionate about creating growth in Africa. Bringing true, meaningful value to our clients and the communities we serve and creating a real sense of purpose for you.
Job Description
Partners closely with Business Lines and People & Culture stakeholders to understand workforce priorities, translate business challenges into analytical opportunities, and deliver insights that inform strategic and operational decision-making. The role will drive the transition from traditional workforce reporting and descriptive analytics towards proactive, integrated and decision-oriented workforce intelligence, leveraging enterprise data, analytics platforms and emerging AI capabilities.
Qualifications
Minimum qualifications
Relevant tertiary qualification
Experience required
- 8–10 years' relevant experience in workforce analytics, people analytics, HR intelligence, business intelligence or a related analytical discipline, with demonstrated experience delivering insights that support strategic and operational decision-making.
- Proven experience partnering with senior Business and People & Culture stakeholders, translating complex business challenges into analytical requirements, actionable insights and recommendations.
- Experience working in a matrixed or cross-functional environment, collaborating with business stakeholders, P&C specialists, data teams and technology functions to deliver integrated analytical solutions.
- Demonstrated experience improving or transforming analytical capabilities, including enhancing analytical methodologies, introducing new ways of working and shifting reporting functions towards proactive, decision-oriented insights.
- Ability to drive the evolution from reactive reporting and information provision towards proactive, insight-led workforce decision support.
- Track record of establishing consistent approaches, methodologies and quality standards for workforce analysis, insight generation and storytelling.
- Must be able to identify opportunities to enhance the strategic value, reach and impact of workforce insights across the organisation.
- Build trusted relationships with business and People & Culture leaders to understand strategic priorities, workforce challenges and emerging organisational needs.
- Translate complex business and workforce questions into structured analytical requirements and actionable insights.
- Provide evidence-based perspectives on workforce composition, movement, skills, capability, talent, succession and other critical people priorities.
- Proactively identify workforce trends, risks and opportunities, challenging assumptions and supporting better-informed decisions.
- Establish mechanisms to assess stakeholder value, adoption and the impact of workforce insights on decision-making.
- Continuously improve analytical processes, ways of working and opportunities for automation and self-service insights.
Behavioural Competencies:
- Articulating Information
- Challenging Ideas
- Checking Things
- Convincing People
- Developing Strategies
- Examining Information
- Interpreting Data
- Providing Insights
- Resolving Conflict
- Showing Composure
- Team Working
- Upholding Standards
Technical Competencies:
- Business Acumen (P&C)
- Data Analysis
- Data Integrity
- Knowledge of P&C Policies & Procedures
- Organisational Awareness
- Workforce Planning