Key duties and responsibilities

A. 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.

B. 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.

C. 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.

D. 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.

E. 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.

Working relationships

Internal Relationships:

• Head of People & Culture : to support workforce reporting, people analytics, governance reporting, and strategic workforce insights.
• Workforce & Operations Lead: to align on workforce reporting priorities, labour cost analysis, operational reporting, and workforce governance initiatives.
• People Business Partner: to support employee relations reporting, workforce trends analysis, engagement insights, and people-related operational reporting.
• Finance: to align workforce reporting, labour cost analysis, payroll-related reporting, budgeting support, and productivity metrics.
• Commercial Teams: to support reporting and analysis relating to commercial productivity, workforce utilization, and operational performance trends.
• Manufacturing / Operations: to support workforce productivity analysis, attendance reporting, labour utilization tracking, and operational workforce reporting.
• Supply Chain / Distribution: to support workforce reporting, manpower analysis, and operational productivity tracking across operational functions.
• Payroll Support Teams: to support payroll-related reporting, workforce data validation, and operational controls.
• Senior Leadership Team: to provide workforce insights, people analytics, operational reporting, governance trends, and data-driven recommendations to support decision-making.

External Relationships:

• HRMIS Providers – to support systems implementation, reporting structures, workflow alignment, systems optimization, and workforce reporting improvements.
• Reporting and Analytics Support Vendors – to support dashboard development, reporting automation, analytics tools, and workforce reporting enhancement initiatives where applicable.
• Outsourced Workforce Providers – to support workforce reporting, labour data validation, manpower reporting, and operational workforce analysis where applicable.
• External Auditors and Regulatory Bodies – to support audit readiness, workforce data validation, compliance reporting, and governance-related reporting requirements where applicable.
• Training and Systems Partners – to support reporting capability development, systems training, and analytics improvement initiatives where required.

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.

Competencies

Technical & Behavioural competencies

Technical Competencies

• Workforce Analytics & Reporting Strong understanding of workforce reporting, people analytics, labour productivity metrics, workforce controls, and operational reporting within a fast-paced operational environment.
• Data Analysis & Insight Generation Ability to analyse workforce trends, labour costs, attendance patterns, productivity indicators, operational risks, and organizational data to generate actionable insights and recommendations.
• Dashboard Development & Reporting Tools Experience developing and maintaining dashboards, analytics trackers, workforce scorecards, and management reports using Excel, Power BI, or similar reporting tools.
• Labour Cost & Productivity Analysis Strong understanding of labour cost analysis, workforce utilization, manpower tracking, productivity measurement, and operational efficiency indicators across business functions.
• HR Systems & Workforce Data Management Experience working with HR systems, workforce databases, reporting structures, and workforce data management processes to ensure reporting accuracy and data integrity.
• Governance & Compliance Reporting Ability to support workforce governance reporting, operational controls tracking, audit readiness, compliance reporting, and escalation monitoring across the People & Culture function.
• Workforce Planning & Operational Reporting Understanding of workforce planning principles, operational reporting requirements, workforce movements, and organizational reporting structures.
• Reporting Systems & Analytics Tools Strong capability in Microsoft Excel, reporting tools, analytics systems, Power BI, and workforce reporting platforms to support workforce visibility and decision-making.

Behavioural Competencies

• Analytical Thinking Strong analytical capability with the ability to interpret workforce data, identify trends, analyse operational issues, and generate actionable insights to support decision-making.
• Attention to Detail Demonstrates high levels of accuracy, consistency, and attention to detail in workforce reporting, data management, and operational analysis.
• Ownership & Accountability Takes responsibility for reporting accuracy, workforce data integrity, timely delivery of reports, and achievement of agreed operational objectives.
• Problem Solving & Decision Making Ability to identify reporting gaps, workforce risks, data inconsistencies, and operational challenges and support practical, data-driven solutions.
• Relationship & Stakeholder Management Builds effective working relationships with HR, Finance, Commercial, Manufacturing, Operations, and leadership teams to support reporting alignment and workforce visibility.
• Communication Skills Ability to communicate workforce insights, reporting trends, and operational analysis clearly and professionally to different stakeholders.
• Execution Discipline Strong follow-through with the ability to manage reporting timelines, maintain reporting standards, and deliver accurate workforce insights consistently.
• Adaptability & Continuous Improvement Demonstrates flexibility, curiosity, and a continuous improvement mindset in supporting workforce reporting, systems optimization, and analytics improvement initiatives within a dynamic operational environment.

Responsibility for finances and physical assets

• The role supports workforce cost visibility and operational reporting through tracking and analysis of labour costs, workforce productivity metrics, labour utilization trends, and workforce-related operational indicators.
• The job holder is responsible for safeguarding the integrity, accuracy, confidentiality, and proper use of workforce data, reporting systems, dashboards, and analytics tools used within the People & Culture function.
• The role does not carry direct custodial responsibility for significant Company financial resources or physical assets, except for standard Company-issued work tools, systems, reporting equipment, and related operational resources.

Decision-making

The job holder exercises independent judgment within established reporting frameworks, workforce governance standards, HR processes, and Company policies. Decision-making responsibilities include:

• Prioritizing and coordinating workforce reporting activities, dashboard updates, analytics requests, and operational reporting requirements within agreed timelines.
• Identifying and escalating workforce trends, reporting anomalies, operational risks, data inconsistencies, and governance concerns requiring management attention.
• Supporting development of workforce analytics, reporting structures, dashboards, and operational insights to strengthen workforce visibility and decision-making.
• Making recommendations relating to workforce reporting improvements, data integrity controls, reporting standardization, and operational analytics enhancements.
• Coordinating with HR, Finance, Commercial, Manufacturing, and operational teams to support reporting alignment, workforce analysis, and operational reporting accuracy.

Information

• The role requires handling highly sensitive and confidential workforce, operational, and business information including employee data, labour costs, payroll-related information, workforce productivity metrics, disciplinary trends, organizational reporting, and operational performance insights.
• The job holder is expected to maintain the highest standards of confidentiality, professionalism, integrity, and data protection in the management, use, analysis, and sharing of workforce and business information at all times.
• The role requires strict adherence to Company data governance standards, reporting protocols, confidentiality requirements, and applicable data protection obligations.

Working Conditions

• Working Environment: The role is primarily office-based with regular interaction across HR, Finance, Commercial, Manufacturing, and operational teams, and occasional visits to operational sites where required.
• The job holder may be exposed to moderate work pressure, particularly during reporting cycles, payroll timelines, governance reporting periods, audits, workforce reviews, and operational reporting deadlines.
• The role requires frequent engagement with internal stakeholders and coordination across functions to support workforce reporting, analytics, operational visibility, and business decision-making within a fast-paced operational environment.

Job Hazards:

• The role carries minimal physical hazards and is primarily office-based, with occasional exposure to operational environments during site visits or workforce verification activities.
• Exposure is largely limited to general office-related risks such as prolonged screen time, sedentary working conditions, reporting-related pressure, and work-related fatigue during reporting and operational review periods.
• The job holder may occasionally visit warehouses, factory areas, or operational sites and is expected to comply with all applicable Company safety, security, and operational protocols at all times.