Hewlett Packard Enterprise advances the way people live and work. We bring together the brightest minds to create breakthrough technology solutions, helping our customers make their mark on the world.
One of our core principles is belief in the power of people. Recognizing that our people are HPE’s chief competitive advantage allows us to focus on ensuring that we keep the employee at the center of the programs and services we offer. The Human Resources (HR) division is responsible for the integral assistance of employees. This includes recruiting activities, administration, compensation, performance management, employee development, as well as the allocation of work-life-balance and training programs.
Creates, delivers and manages a broad array of analytics related to talent to better attract, develop and retain the best leaders and engaged employees. Specific areas of analysis include but are not limited to retention, diversity, talent management, career development, culture and engagement programs, and talent acquisition. Partners with HR and business leaders to align talent strategies to meet business, function and regional priorities. Provides insights for the design and delivery of global diversity initiatives. Analyzes attrition, performance, assessment and talent data and addresses executive and employee talent gaps.
Applies subject matter expertise to drive the analysis of talent management programs. Collaborates with HR business partners to ensure analytics and talent programs meet business needs.
Develops and coordinates talent management analyses across the company or for a targeted population such as a business or function.
Coaches managers and individual contributors on people analytics processes and usage of tools that support the processes.
Works to align people analytics with relevant areas of the business or function, and communicates strategic and tactical people analytics insights to various groups.
Partners with HR leaders on projects that support program optimization within the business or function.
Identifies issues in aligning people analytics programs with the business or function and escalates to HR management.
Education and Experience Required:
First level university degree.
Typically 2-3 years of experience in an HR function and/or a generalist role.
Knowledge and Skills:
Excellent data analytics skills.
Strong communication skills.
Good project management skills.
Demonstrated problem solving skills.
Good relationship management skills.
Proficient in budget management and accounting.