OASA Human Resource Data Management Specialist

Role Purpose, context & strategic Importance: This role drives people analytics and data-driven insights that enable HR strategic decision-making, business partnering, and organisational effectiveness. Translating complex organisational and people data into actionable insights, this role empowers HR leadership and business partners with evidence to guide talent strategy, culture initiatives, and people-related business decisions. This role also support the HR Operations Manager in ensuring timely and accurate service delivery on all transactional HR activities feeding into monthly payroll and benefits administration. People Analytics & Insights: Build and maintain people analytics capabilities; define metrics and KPIs aligned to HR strategy and business objectives Extract, clean, analyse, and visualise people data from HRIS and related systems Identify trends, patterns, and anomalies in people data; translate findings into actionable insights and recommendations Conduct root cause analysis on HR challenges (e.g., retention issues, engagement variance, performance gaps, diversity gaps) using data Build predictive analytics capabilities (e.g., attrition risk, succession readiness, engagement trends) to enable proactive intervention Reporting & Dashboarding: Design and develop interactive dashboards and reports supporting HR decision-making and business partnering Develop self-service reporting capabilities for HR team and People & Culture partners Produce monthly/quarterly people metrics reports; prepare ad-hoc analysis and reporting as requested Ensure data visualisation best practices; make complex data accessible and actionable Data Governance & Quality: Administrative on-boarding and off-boarding of all people resources Transactional process management and interphase with Payroll Establish and maintain data governance frameworks; define data standards, definitions, and quality protocols Conduct regular data audits; identify and remediate data quality issues Train HRIS users and People & Culture partners on data entry standards and best practices Manage data documentation and metadata; ensure data clarity and accessibility Ensure compliance with data privacy and security protocols (POPIA); manage data access and confidentiality Strategic Support: Partner with HR managers on data strategy supporting major initiatives (talent retention programme, culture transformation, leadership development evaluation) Evaluate programme effectiveness through data analysis and impact measurement Support business case development for HR initiatives through data and analytics Provide insights on emerging people and talent market trends; benchmark against industry standards Operational Contributions: Support People Operations Manager with data-related tasks and HRIS administration Maintain analytics tools and platforms; troubleshoot data issues Stay current on emerging analytics tools and methodologies; recommend adoption aligned to needs and ROI