Group Data & System Analytic Specialist
Reference Number: PPC251203-2
Location: Rosebank
Closing Date: 13 December 2025
The role is at a tactical level and is a key member of Human Resources team. It is responsible for collecting, analysing, and interpreting HR data to provide actionable insights that support strategic decision-making. The analysis includes both quantitative and qualitative data on compensation, employment costs, and other employment statistics.
This role requires a strong system-driven approach, driving system maintenance, improving HR data systems, ensuring data integrity, and developing dashboards and visualizations to communicate key findings effectively. The role will take ownership of HR Projects that improve and standardise functional HR operations, processes, HR-related systems, and their functionality.
Additionally, the role supports HR budgets and labour force budgeting processes through analytics and in collaboration with stakeholders, tracking all HR G&A costs as well as labour costing. The role functions at a group level, incorporating oversight of all relevant PPC companies and subsidiaries in respective countries.
Minimum Requirements
- Degree in Human Resources, Information Systems, Statistics or Finance
- Certification in HR Analytics, HRIS or Data Science Analysis
- Minimum 4-6 years’ experience in HR data analysis, costing, or HR systems management
- Experience working with SAP, Neptune, and SuccessFactors (particularly the Performance Management module)
- Strong experience in Excel, Power BI, or similar analytics tools
- Proven experience in maintaining organisational structures and reporting lines within HR systems
- Exposure to HR budgeting, payroll reconciliation, and workforce analytics
Duties and Responsibilities
HR Data Management & Analytics
- Maintain accurate and up-to-date HR data across all HR systems.
- Develop, automate, and distribute HR dashboards and reports (headcount, turnover, absenteeism, demographics, etc.).
- Perform data audits to ensure accuracy and consistency between HR systems and payroll.
- Support HR business partners with analytical insights and workforce trends for strategic planning.
- Analyse HR metrics and present findings to management with actionable recommendations.
HR Costing and Budgeting
- Monitor and analyse HR cost drivers, including salaries, benefits, overtime, and training spend.
- Assist in the preparation of annual HR budgets and forecasts.
- Support cost-to-company (CTC) modelling, salary review simulations, and workforce cost projections.
- Prepare monthly HR cost variance reports and provide explanations for deviations.
- Partner with Finance to reconcile HR-related financial data and ensure alignment with accounting records.
- Creation of yearly STI models – business partnering with senior leadership relating to STI performance breakdown.
- Calculation of STI payouts based on model logic -Providing insights and outlining risk areas relating to STI model results.
HR Systems Administration
- Serve as HR systems administrator and super user for platforms such as SAP, Neptune, and SuccessFactors.
- Manage all HR metrics and KPIs
- Manage system configurations, user access, and permissions to ensure data security and accuracy.
- Coordinate system upgrades, testing, and implementation of new HR technology solutions.
- Support data integration between HRIS, payroll, and business intelligence tools.
- Train HR staff and line managers on system functionalities, dashboards, and self-service tools.
Performance Management System (SuccessFactors):
- Act as the super user and administrator for the Performance Management System.
- Ensure KPIs, objectives, and performance cycles are correctly maintained and aligned to the business calendar.
- Provide user support and troubleshoot system issues related to performance management.
- Generate analytics and reports on performance completion rates, distribution, and outcomes.
Organisational Structure Maintenance:
- Maintain and update the organisational structures for the Group across all HR systems.
- Ensure that reporting lines and position hierarchies are accurately maintained and aligned with business structures.
- Work closely with HR Business Partners and line management to validate structure updates and position movements.
Process Improvement & Compliance
- Identify opportunities to improve HR processes through automation and digitisation.
- Develop and maintain standard operating procedures (SOP) for data and systems management.
- Ensure compliance with data privacy and protection regulations (e.g., POPIA)
- Support internal and external audits by providing accurate system data and documentation
Reporting and Insights
- Produce monthly and quarterly HR analytics reports for leadership review.
- Develop predictive models for workforce planning and cost forecasting.
- Provide ad hoc data analysis to support HR and business initiatives.
- Maintain monthly Dashboards for reporting
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