Global WFM Analyst

Global WFM Analyst

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2-3 days per week from an HPE office.

Job Description:

Our Human Resources team helps drive business outcomes by empowering HPE team members. This includes creating an environment where everyone can participate fully in our inclusive and diverse work environment as we develop our ‘as-a-service’ model. We do that by ​​​​​securing and retaining strategic skills, advancing our culture through engagement, and by raising the bar on performance.

Job Family Definition:

Responsible for the design, implementation and maintenance of human resources administration and activities associated with employee information, retrieval capabilities and support. Processes HR data according to ‘the company’ policy and legal requirements, consults on HR processes and implementation, and is responsible for end-to-end HR customer support throughout the employee life cycle. Identifies emerging applications and recommends process improvements and simplification that support business and HR strategy. Works across the business, functional, and regional areas of ‘the company’ to recommend IT investments and improvements to HR tools. Implements and tracks programs and processes to ensure that records are accurate, accessible, and appropriately secure, and that data retrieval and reporting capabilities meet the needs of internal customers, legal compliance, and the company policy requirements (e.g., data management and integration of data). Re-engineers processes at regional and country level and works in partnership with global teams to build more process strength and capability. Provides support for recruiting in administration, internal hiring and lower-level external hiring. Ensures seamless support through Contact HR for both front- and back-end processes. Defines the strategy for HR Operations support of Mergers, Acquisitions, Divestitures and Outsourcing (MADO). Leads, coordinates and provides HR Operations support for all MADO employee transitions.

Management Level Definition:

The Workforce Management (WFM) Analyst will be responsible for developing and implementing solutions to improve the accuracy of severance budgeting and deploy automation. This role involves analyzing workforce data, identifying trends, creating robust models to predict severance costs accurately, developing automated processes, and liaising with payroll and finance teams. The ideal candidate will possess understanding of Workforce planning, financial modeling & automation tools, a strong background in data analysis and, works with a keen eye for detail and a proactive approach to problem-solving.

What you’ll do:

Responsibilities:

1. Severance Capability Development:

• Design and implement a comprehensive severance capability framework to enhance budgeting accuracy and automation.
• Develop tools and processes to accurately forecast severance costs and automate repetitive tasks.
• Collaborate with HR, Finance, Payroll and IT teams to ensure alignment with organizational goals and technological capabilities.

2. Data Analysis and Reporting:

• Analyse workforce data to identify trends and patterns related to severance.
• Generate accurate and timely reports on severance projections and actuals.
• Utilize statistical methods and automation tools to refine severance budgeting models.

3. Stakeholder Collaboration:

• Work closely with HR, Finance, and other relevant stakeholders to gather necessary data and insights.
• Present findings and recommendations to senior management.
• Provide support and training to stakeholders on severance capability tools and processes.

4. Budgeting and Forecasting:

• Create and maintain detailed severance & budgeting.
• Develop predictive models to enhance the accuracy of severance cost forecasting.
• Implement automated solutions to streamline budgeting and forecasting processes.
• Monitor budget performance and recommend adjustments as needed.

5. Finance Liaison:

• Collaborate with Workforce planning & Finance to ensure appropriate codes for programs and cost center set-up.
• Ensure proper alignment and integration of financial data related to severance packages by partnering with payroll in understanding the actual payments (and their timing) of the exit packages & with Finance team on Accruals
• Assist in the accurate and efficient allocation of severance costs to the appropriate cost-centers & accounts

6. Continuous Improvement:

• Implement continuous improvement initiatives to enhance severance capability, budgeting accuracy, and automation.
• Drive & implement opportunities for automation and process optimization.
• Stay updated on industry best practices and emerging trends in workforce management, severance planning, and automation.

What you need to bring:

Education and Experience Required:

• First-level university degree or equivalent experience.
• Typically 4-6 years related experience in compensation, benefits, finance, and/or human resources.
• Experience in cross-functional areas, such as compensation, benefits, staffing, recruiting, or HRIT preferred.

Knowledge and Skills:

• Strong level of process knowledge and expertise in back-end processes.
• Strong general HR knowledge.
• Experience as a Workforce Management Analyst, Financial Analyst, or similar role. (Preferred)
• Strong analytical skills with proficiency in data analysis tools (e.g., Excel, SQL, Tableau).
• Experience with budgeting, forecasting, financial modelling, and automation tools.
• Knowledge of HR processes and severance management and payroll systems
• Strong communication and presentation skills.
• Advanced quantitative and qualitative analytical skills.
• Strong ability to use productivity tools, HR systems and applications.
• Strong project management skills, including planning, execution, and implementation.
• Ability to work collaboratively with cross-functional teams, including payroll and finance.
• Detail-oriented with strong organizational and problem-solving skills.
• Ability to recognize and effectively manage the consequences of a process.

Accountability, Accountability, Active Learning (Inactive), Active Listening, Bias, Business, Business Objectives, Business Strategies, Change Management Strategies, Coaching, Communication, Creativity, Critical Thinking, Design Thinking, Empathy, Follow-Through, Growth Mindset, HR Programs, Human Resources (HR), Intellectual Curiosity (Inactive), Long Term Planning, Managing Ambiguity, People Management, People Strategies, Personal Initiative {+ 5 more}

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Diversity, Inclusion & Belonging

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know diverse backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

#india#humanresources

Job:

Human Resources

Job Level:

Expert

Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.