HR Data & Analytics Officer

What we do

Since 1863, the International Committee of the Red Cross (ICRC) has worked to preserve human dignity and relieve suffering caused by war and armed violence.

In collaboration with our Red Cross and Red Crescent partners around the world, we do everything we can to deliver life-saving aid, reconnect families and locate missing people – helping those who need it most, regardless of who they are and what side of the front line they are on.

We engage with authorities and armed forces on all sides, often confidentially, pressing for access to detainees to improve their living conditions and urging compliance with international humanitarian law to protect non-combatants, including from digital threats.

Purpose

Under the supervision of HR Manager 2, the HR Data & Analytics Officer 1 will be responsible for analyzing, reporting, and monitoring HR data to support evidence-based decision-making and process improvements. This includes reconciling HR data, producing operational and analytical reports, and advising management on necessary changes. The role involves expertise in staffing, data analysis, HR information systems, and control processes, as well as providing administrative support for projects and programs. The HR Data & Analytics Officer will ensure data quality, compliance with information management procedures, and proper record-keeping while supporting risk management and internal control practices.

Accountabilities & functional responsibilities

Functional Responsibilities:
-    Acts as a focal point for general HR data-management issues.
-    Applies best practices, standards, guidelines and templates for data management and analytics, and works on continuous improvement.
-    Keeps Data Management documentation updated.
-    May support other HR officers in the field or in other delegation in improving, developing & applying data quality monitoring processes & tools (dashboards etc) when requested. 
-    Contributes to institutional reporting and dashboards by supporting HR Coordination in delivering reports, revisions and optimization including Workforce Planning (WfP).
-    Ensures continuity and smooth transition of data entered into various system applications.
-    Contributes to the development of the data model and usage of the referential data that supports analysis.
-    Provides complex secretarial and/or administrative support for implementation of projects and programmes. 
-    Produces statistics and updates data using specialized tools. 
-    Carries out complex secretarial task and contributes to producing tools adapted to unit’s needs. 
-    Applies information-management instructions and ensures compliance with procedures, including in terms of user training (practices and tools) where needed. Keeps files up-to-date and ensures that records are managed properly.
-    Carries out administrative follow-up on HR-related issues

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HR data (staffing & dashboard)
-    Provide advice and support to HR manager(s) in decision making by preparing operational and strategic analysis of HR data.
-    Act as focal point for all HR data, by gathering, analysing, and preparing reports for management and coordinators.
-    Prepare monthly operational reports (RMM) by analysing data on employee turnover, trainings, hiring and retention, diversity, overtime, and leave.
-    Compute HR data for both mobile and resident staff for annual budget ANAPLAN tool for all programs and structures in Afghanistan.
-    Provide support in the Workforce Planning.
-    Mobile staff workforce planning: monitor and follow up on BoMs, EoMs, Job requisitions, budget compliance, and providing the needed reports and forecasts to line manager.
-    Resident staff workforce planning: ensure budget compliance.
-    Support HRM with the administration of mobile staffing follow up and monitoring.
-    Identifying and collaborating with HR team to resolve various HR data related issues.
-    Maintain HR data integrity and confidentiality at all levels, 
-    Support the delegation(s) in HR contingency planning, preparedness and follow up related to Staffing.
-    Provide training sessions on data management to HR teams

Information Management and support
-    Manages and coordinates the flow of information, ensuring that HR staff understand it and apply the appropriate institutional policies and procedures; sets and revises information-management and communication procedures. 
-    Contributes, monitors and manages HR projects and programmes related to the HR Information, in the Teams and other information management tools as per ICRC IM policy. 
-    Is HR IM focal point in the delegation. 
-    Ensures HR teams are briefed and/or trained on information management, filing, records management, archiving, and information-management tools; ensures they comply with related rules and procedures.

Risk and Assurance
-    Assists the HR teams in carrying out day-to-day risk-management and/or internal control and assurance activities.
-    Provides support in monitoring identified risk trends and emerging risks and help keep risk registers up to date. 
-    Regularly follows up on progress made and facilitates coordination among all relevant internal players.
-    Contribute to the consolidation and analysis of risk data

Desired profile and skills

• Strongly motivated by humanitarian work
• Able to work under pressure in a potentially dangerous environment

Our values

• At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this

Reports to (role)

• HR Manager

People management responsibilities

No

Relationships

• Internally, interacts with delegation employees.
• Externally, may interact with local administrative authorities.

Certifications / Education required

• Good command (written and spoken) of English.
• University degree in Business Management.
• professional diploma/certificate in HR is considered an asset.
• Ability to interact effectively with data users, managers and other stakeholders.
• Ability to understand new business processes and their interplay with software and organizational structure.
• Strong knowledge of Microsoft Excel and PowerPoint. Knowledge of ERP (preferably SAP) is a strong advantage.

Professional experience required

• 3–5 years’ professional experience in HR.
• Minimum 1–2 years’ experience in Data & Analytics field.

Competencies