The role is crucial in contributing to shape the Data Governance framework and ensuring data accuracy for effective reporting within Group L&D. This includes analysing data, creating reports, and using insights to improve business processes in line with relevant legislation (SDA, SDLA, B-BBEE, SAQA, etc.), INSETA and MMH requirements. The individual should possess a strong knowledge of legislation, business processes, and L&D requirements. They must also stay updated on changes and emerging L&D needs, communicating these to the People Analytics team to ensure accurate alignment and maintenance of data analysis rules, calculations, and formulas.
Requirements
- Bachelor's degree in Learning & Development, Human Resources or similar.
- 4-5 years experience as a data/reporting analyst preferably within an L&D or HR context.
- Proven technical skills working with large amounts of data (advantageous).
- Knowledge of learning management systems (LMS) and e-learning platforms (advantageous).
- Exposure to Skills Development Legislation e.g. SDA, SDLA, Employment Equity Act; EE and B-BBEE, Labour Relations Act and SAQA Act (advantageous)
Data Reporting and Insights
- Create business processes to identify and report important data points within Group L&D. This will facilitate seamless reporting on standardised reports for BBBEE, SETC, Department of Labour, INSETA, and internal stakeholders, allowing the People Analytics team to integrate relevant system feeds. Thus, ensuring accurate and timely distribution of management data reports.
- Utilise data to provide comprehensive reports and insights to management teams, effectively telling the story behind the numbers. These data-driven insights will support strategic decision-making in learning and development, helping align learning initiatives with organisational goals, identify areas for investment, and measure the ROI of learning programs.
- Collaborate with L&D teams to forecast BBBEE targets for the skills development element based on available data.
- Present data and insights in clear and concise reports, presentations, and visualisations.
- Stay abreast of emerging trends and best practices in L&D analytics.
- Work closely with the wider L&D team to continuously improve and optimize initiatives based on data-driven feedback.
- Work together with the People Analytics team to use predictive learning analytics for monitoring learner engagement, performance, and behaviour.
- Collaborate with People Analytics to analyse learning and development data and find patterns, trends, and valuable information. This can be achieved by creating reports and dashboards that offer a complete picture of the training program's effectiveness, areas for improvement, skill gaps, and the influence of learning initiatives on individual and overall organisational performance.
- Employ various scenarios and gap analysis to uncover the best possible conditions for the BBBEE skills development element.
- Utilise established data governance processes to monitor L&D data, safeguarding data integrity, privacy, and overall data quality for Group L&D.
- Assess opportunities for enhancing the process of sharing and receiving of sensitive L&D data within the organisation.
- Manage the monitoring and evaluation tools employed by the skills development team.
- Collaborate with People Analytics to identify and address any data-related risks.
- Ensure that learning and development data is collected and reported in compliance with applicable regulations and audit requirements.
- Monitor the accuracy of collected data by conducting random checks and consulting with relevant business units as necessary.
- Tracking of training plans including workplace skills plans for ultimate performance of the SD Scorecard.
- Track training plans, including workplace skills plans, to optimize performance as indicated by the SD Scorecard.
- Monitor the quality of data across L&D Systems such as PeopleSoft LMS, Learning Hub etc.
- Work together with the People Analytics team to offer suggestions for improving initiatives using data-driven insights.
- Clearly communicate complex data findings to L&D stakeholders, facilitating decision-making based on data.
- Assist People Analytics team in understanding and implementing Group L&D data management processes.
- Stay abreast of data trends, legislation and best practices in order to provide guidance to stakeholders regarding Skills Development data practices.
- Identify inconsistencies in data within L&D Systems at the Business Unit level and collaborate closely with Learning & Development teams to correct these issues and take necessary actions.
