Head of HR Analytics

vor 3 Wochen

Zürich, Zürich, Schweiz Swisscom Vollzeit
Unsere Herausforderung

Als Head of HR Analytics bist du verantwortlich für die Weiterentwicklung unseres Teams zu einem erstklassigen Analytics-Team, das proaktiv datengetriebene HR-Entscheidungen ermöglicht und durch enge Beziehungen zum (Top-)Management organisatorischen Einfluss erzielt.

Deine Aufgaben
  • Entwickelst mit allen relevanten Stakeholdern unsere HR-Analytics-Vision, -Strategie und -Governance weiter und stellst deren konsistente Umsetzung sicher
  • Entwickelst eine umfassende HR-Sicht und KPI-Strategie zur systematischen und prädiktiven Nutzung von People Analytics, um HR in eine strategische Rolle zu überführen
  • Verantwortest und entwickelst das Produkt- und Service-Portfolio entlang des Employee Lifecycles kontinuierlich weiter, mit dem Ziel den Impact von HR-Analytics in der gesamten Organisation zu erhöhen, Daten und Insights soweit wie möglich zu demokratisieren und das Zusammenspiel zwischen Workday und Datawarehouse-Umgebung im Sinne aller Stakeholder zu optimieren
  • Untersuchst kontinuierlich den Einsatz von Advanced-Analytics-Use-Cases, um gezielt noch mehr Business-Value für Swisscom zu generieren, zum Beispiel um Talente zu identifizieren, zu entwickeln und zu halten sowie um die Key-Skills der Zukunft systematisch im Unternehmen zu entwickeln
  • Leitest das HR-Analytics-Team, entwickelst das Operating-Model und das Demand-Management kontinuierlich weiter und stellst die notwendigen Skills im HR-Analytics-Team sicher
Was du bist
  • Breite Fachkenntnisse im Bereich Data Analytics und Data Science (Build Data Concepts und Products)
  • Fundierte Erfahrung im Aufbau und der Entwicklung von Business-Analytics-Umgebungen sowie idealerweise der Nutzung einer HCM-SaaS-Lösung und deren Analytics-Modul
  • Fähigkeit, Prozesse zu lesen und sinnvolle Analytics zu liefern
Was du auszeichnet
  • Hohe analytische und konzeptionelle Fähigkeiten: Kompetenz, Insights zu generieren und klare sowie sinnvolle Empfehlungen für People-Entscheidungen abzuleiten
  • Gutes Geschäftsverständnis: Auftreten als Sparring-Partner und Stakeholder-Needs verstehen
  • Strategisches Handeln: Eine klare Vision entwickeln und Richtung vorgeben

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