Senior Analyst - Workforce Planning, Analytics & Continuous Improvement

About the Role

This position is responsible for delivering strategic workforce planning, HCM reporting, analytics, and continuous improvement initiatives that enable informed, evidence-based people decisions. The role partners with senior leaders to translate workforce, system, and operational data into insights and recommendations that drive organisational performance, workforce sustainability, and the continuous optimisation of HR processes, systems, and strategy.

Key Responsibilities

• Lead the development of short, medium, and long-term workforce plans aligned to organisational and HR strategy. (Workforce Planning & Strategic Analysis)
• Analyse workforce supply and demand, critical roles, capability gaps, and future skill requirements. (Workforce Planning & Strategic Analysis)
• Develop scenario models incorporating workforce, productivity, and operating assumptions to support strategic and financial planning. (Workforce Planning & Strategic Analysis)
• Partner with Finance and business leaders to align workforce plans with budgets, forecasts, and business priorities. (Workforce Planning & Strategic Analysis)
• Lead workforce and people reporting from the Human Capital Management (HCM) system, ensuring accuracy, consistency, and data integrity. (HCM Reporting & Systems Optimisation)
• Design, maintain, and continuously improve HCM dashboards and executive-level reports. (HCM Reporting & Systems Optimisation)
• Act as a subject matter expert on HCM data structures, definitions, and reporting capabilities. (HCM Reporting & Systems Optimisation)
• Identify and implement improvements to HCM reporting processes, automation, and system utilisation. (HCM Reporting & Systems Optimisation)
• Ensure effective data governance, reporting standards, and compliance are maintained. (HCM Reporting & Systems Optimisation)
• Develop and deliver HR reporting linking workforce inputs to operational and business outcomes. (Analytics)
• Analyse labour utilisation, workforce mix, output per FTE, efficiency, and cost-to-serve metrics. (Analytics)
• Partner with operational leaders to interpret productivity insights and identify performance and efficiency opportunities. (Analytics)
• Support workforce optimisation, operational improvement, and change initiatives through evidence-based analysis. (Analytics)
• Deliver advanced workforce and productivity analytics to identify trends, risks, and opportunities. (People Analytics & Insight Generation)
• Translate complex datasets into clear, actionable insights and recommendations for senior decision makers. (People Analytics & Insight Generation)
• Provide analytical support to key HR initiatives including organisational design, workforce transformation, change programs, and talent strategies. (People Analytics & Insight Generation)
• Prepare high-quality presentations and briefings for executive and governance forums. (People Analytics & Insight Generation)
• Lead and contribute to the continuous improvement of workforce planning, people analytics, and HCM reporting processes. (Continuous Improvement of HR Processes, Systems & Strategy)
• Identify opportunities to enhance HR systems, data quality, reporting efficiency, and analytical maturity. (Continuous Improvement of HR Processes, Systems & Strategy)
• Support the evolution of the organisation’s HR strategy through insight-led recommendations and improvement initiatives. (Continuous Improvement of HR Processes, Systems & Strategy)
• Apply continuous improvement methodologies to streamline processes, reduce manual effort, and uplift decision support capability across HR. (Continuous Improvement of HR Processes, Systems & Strategy)
• Monitor emerging trends in people analytics, workforce planning, and HR systems to inform future improvements. (Continuous Improvement of HR Processes, Systems & Strategy)
• Act as a trusted advisor to senior leaders, HR partners, and Finance on workforce, productivity, and people data. (Stakeholder Partnership & Capability Building)
• Build strong relationships across HR, Finance, and operations to align insights with organisational priorities. (Stakeholder Partnership & Capability Building)
• Mentor and support junior analysts, contributing to the development of workforce analytics capability. (Stakeholder Partnership & Capability Building)
• Influence stakeholders through credible, data-driven advice and insight. (Stakeholder Partnership & Capability Building)

About You / Requirements

• Essential:
• Significant experience in workforce planning, people analytics, or HR analytics roles.
• Strong experience working with HCM systems and enterprise people data.
• Demonstrated experience delivering executive-level workforce, HCM, and productivity reporting.
• Advanced analytical capability (e.g. Excel, Power BI, HR/HCM reporting tools).
• Proven ability to drive continuous improvement across processes and systems.
• Strong stakeholder engagement skills with demonstrated influence at senior levels.
• Desirable:
• Experience linking workforce and people data to operational performance or productivity outcomes.
• Exposure to workforce cost modelling, labour efficiency analysis, or financial planning.
• Experience mentoring analysts or leading analytics and improvement initiatives.
• Relevant tertiary qualification in HR, Analytics, Data, Economics, or a related discipline.

What Success Looks Like

• Workforce, HCM, and productivity insights are accurate, timely, and trusted.
• HR systems and reporting processes are efficient, scalable, and continuously improving.
• Workforce plans and analytics directly inform strategic, financial, and operational decisions.
• HR strategy is strengthened through data-driven insights and improvement initiatives.
• People analytics capability continues to mature and deliver measurable value.

How to Apply

• Apply now at www.glencore.com/careers
• Applications close at 7am on Monday 1 June 2026