Provision of key HC data and information -  Collect, retrieve, analyse, process, maintain store and provide key data and information related to human resources in the organisation for management decision-making purposes;          Use HC data analytics to filter information requests in order to produce meaningful management reports; Convert data obtained from the HRM system into meaningful information related to Human Capital performance indicators, such as: Totals of employees in various categories, Labour cost, Learning and development  data, Total HC expenditure, Employee turnover, Performance management, Totals of entrants and exits, Overtime hours, Age analysis profiling for e.g. strategic workforce planning, Tracking of Employment Equity progress against targets, Fixed Term Employee costs, Vacancy management including critical skills pool for the future, Absenteeism management, Leave liability,  Injury on duty,  Talent data: High potential employees, Leadership bench, succession management,  Analyse HC data by creating pivot tables in preparation for weekly monthly, and quarterly HC reports for distribution to HC Business Partners and line management for informed decisions;  Perform ongoing master data verification to ensure HCM data integrity.

HC Reporting - Provide formal monthly and quarterly Human Capital reports to required internal and external stakeholders to enable strategic workforce decisions, and to comply with relevant legislation; Collect data and information from various sources, and analyse, interpret and compile reports in the required formats; Organise, retrieve, maintain and provide data and information related to human resources in the organisation for reporting purposes as well as management decision making; Provide management with detailed interpretation of MIS reports produced which are based on employee data, and highlight any trends and/or areas of concern requiring monitoring to inform management decisions with the goal of ensuring effective management of human resources and HC cost;  Convert data obtained from the HCM system into meaningful information related to Human Capital performance indicators, such as labour cost, total man hours per region, overtime, age, gender, disabled employees, race and years’ service distributions; Produce standard HRIS reports in accordance with reporting schedule timelines; Ensure the provision of accurate and complete data for reporting and management information purposes.

HCM System Performance - Implement, maintain, coordinate and optimise HCM system modules in order to ensure optimal system functionality and performance; Act as liaison between the HC and Technology & Information departments to provide system support and analysis and to leverage technology solutions to meet the needs of Human Capital and the users of HC information throughout ATNS; Conduct user testing of any new developments on the HCM system module and accept or reject configurations based on Human Capital data and information requirements.

Stakeholder Relations Management - Provide information and assistance to HC Business Partners, HC Consultants, and HC Administrators as required; Develop and maintain sound relationships with relevant stakeholders Respond to questions or requests for information from line managers and employees when required.