Workforce Reporting Head

This senior leadership position offers a pivotal opportunity to redefine how workforce data influences organisational strategy within one of South Africa’s most prominent financial services institutions. The role is designed for a data-driven strategist capable of bridging the gap between raw people-data and high-level commercial decision-making.

About the role

As the Head of Workforce Reporting, you will operate at the intersection of Human Resources and business intelligence. The core mandate is to move the organisation away from legacy, descriptive reporting and towards an integrated, proactive intelligence model. By leveraging advanced analytical platforms and emerging AI technologies, you will provide the insights necessary to steer the company’s workforce strategy.

You will act as a strategic partner to both business unit heads and the People & Culture division. The focus is not merely on managing dashboards, but on translating complex organisational challenges into actionable analytical frameworks. You will be instrumental in demonstrating how human capital influences the company's bottom line and operational efficiency.

What you’ll do

The successful candidate will lead the transformation of the reporting function, ensuring that workforce intelligence is both predictive and decision-oriented. Your daily focus will involve:

• **Strategic Advisory:** Collaborating with executive leadership to understand current business hurdles and framing workforce solutions through evidence-based analysis.
• **Capability Building:** Transforming analytical methodologies and promoting self-service models to democratise data access across the business.
• **Insight Generation:** Providing rigorous analysis on workforce composition, talent mobility, succession planning, and skills development.
• **Operational Excellence:** Establishing robust standards for data integrity and storytelling, ensuring that insights are not just accurate, but effectively communicated to stakeholders at all levels.
• **Process Improvement:** Identifying automation opportunities and streamlining reporting workflows to increase the speed and impact of decision support.

What they’re looking for

Liberty requires a seasoned professional with a strong track record of navigating complex, matrixed environments. The ideal candidate will combine deep technical competence in data analysis with the diplomatic skills needed to manage senior stakeholder relationships.

• **Experience:** Between 8 and 10 years of experience in people analytics, HR intelligence, or business intelligence roles. You must demonstrate a history of shifting reporting functions from reactive to proactive.
• **Technical Proficiency:** Advanced skills in data manipulation and interpretation, coupled with a strong understanding of P&C policies and workforce planning methodologies.
• **Soft Skills:** Proven ability to challenge existing assumptions, influence senior decision-makers, and lead through collaboration. You should be adept at articulating complex insights in a way that is easily digestible for non-technical leaders.
• **Education:** A relevant tertiary qualification is required to support your technical expertise.

For applicants in the South African financial services sector, this level of seniority represents a significant leadership tier. Roles of this nature, particularly within major Johannesburg-based financial institutions, often offer competitive packages that include performance-based incentives and comprehensive benefits. Professionals in this space typically find themselves on a trajectory toward Chief Data Officer or specialised HR Director roles, making this an ideal move for those with a flair for both human behaviour and rigorous data science.

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