Position title:    People Analytics, Data Governance and HRIS Optimisation Analyst
Contract type / duration:    5-year fixed-term contract (renewable)
Location:    Geneva
Department:    Human Resources
Team:    HR Operations
Reports To:    HR Operations
N° of positions supervised (if applicable):    0
Career Step:    3 

1. About the Role

The People Analytics, Data Governance & HRIS Optimisation Analyst will support Gavi by enabling data-driven workforce decisions throughout the employee lifecycle. This role integrates people's analytics, workforce reporting, data governance, HRIS optimisation, and process improvement. Collaborating with HR teams and business leaders, the analyst ensures reliable data, insightful analysis, and efficient HR processes to help shift towards a more employee-focused HR service model. The position is also pivotal in optimising the current HRIS (Salesforce) and supporting future system transitions.

The core mission of this role is to generate actionable insights through advanced analytics, continuously refining the HRIS, and aligning with organisational needs. This role uses analytics to influence people's strategy, manage workforce planning, and improve HRIS functionality. The role requires a strong people with analytics expertise, comprehensive HR process knowledge, and end-to-end HRIS experience, including needs analysis, implementation, optimisation, and system migration. 

2. Key Responsibilities
•    People Analytics: Deliver actionable insights across the full employee lifecycle, including acquisition, onboarding, mobility, development, engagement, retention, and exits. Conduct organizational health assessments, workforce analytics, and support DEI initiatives, survey analysis, and talent reviews
•    HR Service Delivery & Process Optimization: Review and optimize HR workflows across sub-teams, identifying inefficiencies and proposing data-driven improvements. Contribute to process redesign and employee experience initiatives to enable a more integrated, employee-centric HR model.
•    Workforce Reporting & Planning: Develop and automate standardized dashboards and reports, ensuring accuracy and alignment with organizational guidelines. Provide ad-hoc analytical support and model future skills gaps to strengthen workforce planning and succession strategies.
•    Data Governance & Management: Maintain and enhance data definitions, taxonomies, and metadata while ensuring data quality through audits and compliance with governance standards. Support privacy, access controls, and translate data insights into actionable recommendations for leadership.
•    HRIS Optimization & System Evolution:  Maximize the functionality of the current HRIS (Salesforce) by improving adoption, usability, and reporting capabilities. Lead testing, documentation, and rollout of new features, while supporting future HRIS transitions and acting as a subject-matter expert.
•    Advanced Data Tools & Integration: Build dashboards and analytical tools using platforms like Power BI or Tableau and integrate data from multiple HR systems for deeper insights. Apply advanced Excel and, where appropriate, SQL or Python/R for complex analysis, ensuring robust documentation of data flows and metrics logic.

Note: The essential functions listed in this section are not exhaustive of the job responsibilities; other duties may be assigned consistently with the department's needs. 

3. Your Experience and Skills 

Professional Experience:
•    Typically, 5 to 7 years of experience in People Analytics, HR data analysis, workforce reporting, or a similar data-focused HR role, with organizations that prioritize an employee-centric HR service delivery model.
•    Hands-on experience with leading HRIS platforms—including Salesforce, Workday, SuccessFactors, and Oracle—covering reporting, data extraction, and process optimization. Skilled at managing HR data structures and possessing strong knowledge of HR processes throughout the employee lifecycle. Experience working across a variety of stakeholders effectively (HR and Business).
•    Experienced in process mapping and workflow optimization within HR environments; Track record in data quality management and governance; Familiar with SQL, Python, or R allows for advanced data manipulation. 
•    Demonstrated experience in creating dashboards and reports using analytical ensuring actionable insights that support strategic HR decision-making.

Education & Qualifications:
•    Bachelor’s Degree: In Human Resources, Information Technology, Data Analytics, or a closely related field is required. A master's degree in HR, IT, Business Administration, or a related discipline is an asset.
•    Mandatory complementary certifications: Certification in Project Management (e.g., PMP, PRINCE2) and Certification in People Analytics or related data-focused HR discipline.

Technical & Functional Skills relevant for success:
•    Advanced Analytics and data visualisation skills: Proficiency in Power BI, Tableau, Excel, and related tools for descriptive and predictive analysis. 
•    Technical Proficiency: Deep technical knowledge of HRIS platforms, with a preference for experience in industry-leading systems (e.g., Workday, SAP SuccessFactors). Strong understanding of data governance, data quality management, and HR data structures.
•    Project Management: Superior cross-functional project management skills in HR context, evidenced by a track record of delivering complex HRIS projects on time and within budget. 
•    Analytical & Problem-Solving: Advanced analytical skills with the ability to dissect complex problems, devise innovative solutions, and make data-driven decisions.
•    Change Leadership: Demonstrated ability to lead and manage change within an organization, ensuring successful adoption of new systems and processes.
•    Communication & Presentation: Outstanding communication and influencing skills, with the ability to articulate complex concepts to diverse audiences and foster strong relationships across departments.

Language Needed:
•    Essential: Fluent English is required; French is an asset (considering this role will interact with external vendors)

4. How You Work (Behaviors and Mindsets)
•    Curious and Insight-Driven: You actively seek patterns and trends in data, asking the right questions to uncover actionable insights that shape workforce decisions.
•    Analytical and Structured: You approach problems methodically, balancing attention to detail with the ability to see the bigger picture in complex HR systems and processes.
•    Commitment to Data Integrity: You uphold the highest standards of accuracy and governance, ensuring data is reliable and trusted for decision-making.
•    Collaborative and Influential: You thrive in cross-functional environments, building strong partnerships with HR teams, IT, and business leaders to drive change and improvements.
•    Adaptable and Resilient: You embrace transformation, navigate ambiguity with confidence, and adjust quickly to evolving HR technologies and ways of working.
•    Employee Experience Mindset: You keep the end-user in focus, leveraging insights, systems, and process improvements to enhance the overall employee journey.