Deputy Head of HR Analytics
The Deputy Head of HR Analytics is a senior leadership role responsible for ensuring the effectiveness, compliance, and scalability of HR operations
About the Client
Our client is a fast-growing, operations-driven organization with a strong footprint across multiple regions. The business operates in a highly dynamic environment that demands speed, discipline, and scalability — with a strong emphasis on execution excellence, internal leadership development, and long-term workforce sustainability.
The organization values loyalty, resilience, and hands-on leadership, offering an opportunity for an experienced HR leader to play a pivotal role in shaping people operations, governance, and organizational readiness during a phase of continued expansion and transformation.
About the Role
The Deputy Head of HR Analytics is a senior leadership role responsible for ensuring the effectiveness, compliance, and scalability of HR operations — anchored by a deep mastery of HR analytics, systems, and data governance.
This role is designed for a leader whose career foundation is built on core HR Operations disciplines: HRIS management, data analytics, data mining & management, compliance, and performance management systems. These are not nice-to-haves — they are the baseline from which everything else in this role is executed. The successful candidate must be highly operational, analytically rigorous, and detail-driven, with the proven ability to translate people data into business decisions.
The ideal background sits in industries where operational complexity is the norm — F&B chains, retail networks, logistics operations, or any environment where managing dispersed depots, outlets, or distribution points is part of the daily reality. If you have built HR systems that had to work across dozens or hundreds of operational touchpoints, this role was written for you.
The role balances analytical depth with strategic HR insight — supporting organizational growth, workforce stability, and leadership readiness in a highly dynamic, multi-region environment. Strong English proficiency is essential, as the role operates within a regional structure with cross-border reporting and stakeholder engagement.
Key Responsibilities
HR Analytics & Data Governance
To be successful in this role, you will need to be analytically sharp, operationally disciplined, and ready to use people data as a genuine driver of business outcomes. If you are keen to apply, please send your updated CV to [email protected]
Our client is a fast-growing, operations-driven organization with a strong footprint across multiple regions. The business operates in a highly dynamic environment that demands speed, discipline, and scalability — with a strong emphasis on execution excellence, internal leadership development, and long-term workforce sustainability.
The organization values loyalty, resilience, and hands-on leadership, offering an opportunity for an experienced HR leader to play a pivotal role in shaping people operations, governance, and organizational readiness during a phase of continued expansion and transformation.
About the Role
The Deputy Head of HR Analytics is a senior leadership role responsible for ensuring the effectiveness, compliance, and scalability of HR operations — anchored by a deep mastery of HR analytics, systems, and data governance.
This role is designed for a leader whose career foundation is built on core HR Operations disciplines: HRIS management, data analytics, data mining & management, compliance, and performance management systems. These are not nice-to-haves — they are the baseline from which everything else in this role is executed. The successful candidate must be highly operational, analytically rigorous, and detail-driven, with the proven ability to translate people data into business decisions.
The ideal background sits in industries where operational complexity is the norm — F&B chains, retail networks, logistics operations, or any environment where managing dispersed depots, outlets, or distribution points is part of the daily reality. If you have built HR systems that had to work across dozens or hundreds of operational touchpoints, this role was written for you.
The role balances analytical depth with strategic HR insight — supporting organizational growth, workforce stability, and leadership readiness in a highly dynamic, multi-region environment. Strong English proficiency is essential, as the role operates within a regional structure with cross-border reporting and stakeholder engagement.
Key Responsibilities
HR Analytics & Data Governance
- Own the HR analytics function — building dashboards, reports, and data models that give leadership clear, real-time visibility into workforce trends, turnover, headcount, and engagement
- Ensure full data integrity and governance within HRIS platforms — from data entry standards through to audit readiness
- Translate complex HR data into actionable insights and executive-level recommendations that directly inform business decisions
- Lead data mining and management initiatives — structuring people data in a way that is accurate, accessible, and decision-ready at all times
- Oversee end-to-end HR operations across the full employee lifecycle — ensuring accuracy, consistency, and compliance at every touchpoint
- Ensure adherence to labour laws, employment regulations, and health & safety standards across multiple jurisdictions
- Proactively identify and mitigate people-related risks, maintaining strong compliance and audit readiness across all entities
- Own and manage the performance management system — ensuring the framework, tooling, and cadence are functioning effectively and consistently across the organisation
- Support calibration processes, data reporting on performance outcomes, and system improvements as the business scales
- Act as a trusted HR Business Partner to operational and functional leaders — grounding every recommendation in data, not instinct alone
- Advise management on organizational structure, role clarity, scaling needs, and succession planning
- Support internal mobility, leadership pipeline development, and workforce planning to meet business growth demands
- Support the design and execution of competitive salary structures, benefits, and reward programs
- Conduct compensation, increment, and benefit simulations to support budgeting and workforce planning decisions — backed by robust data modelling
- Lead, coach, and develop the HR Analytics and Operations team — building a disciplined, detail-oriented, and solutions-focused function
- Set high standards for data quality, reporting accuracy, and HR system governance across the team
- Minimum Bachelor's Degree in any discipline — a background in Statistics, Information Systems, or a related analytical field is a strong advantage
- Minimum 15 years of progressive HR experience, with HR Operations as the core career pillar — not a rotation or secondary function
- Industry background in F&B, retail, logistics, or any complex multi-outlet or multi-depot operation is strongly preferred — you understand the people and operational rhythm of managing a dispersed, high-volume workforce across stores, branches, or distribution points
- Mastery across the five core HR Operations spectrums is non-negotiable:
- HRIS management and system administration
- HR data analytics and executive-level reporting
- Data mining and data management
- HR compliance and labour law governance
- Performance management systems
- Hands-on experience with HRIS platforms and HR data tools — you are not dependent on IT to pull your own reports
- Demonstrated ability to translate HR data into strategic recommendations that leadership acts on
- Solid knowledge of labour law, employment regulations, and HR governance across multiple jurisdictions
- Strong capability in data visualisation, reporting, and executive-level presentation
- Professional proficiency in English is a must — both written and spoken. You are confident corresponding, presenting, and engaging with regional or international stakeholders entirely in English
- Mature, patient, and resilient leadership style — you lead with evidence, not assumptions
- Excellent communication and stakeholder management skills
- Willingness to travel as required
To be successful in this role, you will need to be analytically sharp, operationally disciplined, and ready to use people data as a genuine driver of business outcomes. If you are keen to apply, please send your updated CV to [email protected]
Referral reward: Rp5000000