Head Of People Intelligence

at  Discovery Ltd

Business Unit: Discovery Central Services
Function: Data Analysis
Date: 20 Mar 2024
Head Of People Intelligence

PERSONAL ATTRIBUTES AND SKILLS

• Customer service orientation, Results orientation, Conflict resolution, Negotiation skills, Time management, Professional communication (written, verbal, presenting and listening), Creativeness, Innovation, Stress management, Assertiveness, Tenacity

EDUCATION AND EXPERIENCE

• Bachelor’s degree coming from a mathematics or computer science-related subjects, or significant demonstrable experience working with Data. Minimum of 8+ years of data analytics experience in a major services organization, or within a large data environment.
• A technical background in mathematics, statistics, computer science, data analytics or similar
• Proven leadership within Data Science/Advanced Analytics within industry and commerce, with one or more of the following sectors of significant interest: Telecommunications, Marketing, Technology, Financial Services, Retail
• Proven leadership capabilities across multiple functional disciplines. The ability to work on multiple projects and manage conflicting demands.
• Strong communicator with ability to both write and present powerfully, to senior stakeholders.
• Data management experience including traditional ETL knowledge, data quality, data governance etc.
• Reporting/visualisation e.g. PowerBI, Qlikview, etc
• Experience of Organisational deployment of Business Intelligence solutions including people, process, and technology factors
• Experience managing, mentoring, and developing talent.

The head of people intelligence is in charge of defining the people analytics strategy, providing strategic insights, and the necessary tools to provide business intelligence on people-related matters.
In order to give the board and the business with crucial performance information, this function demands someone who can use big data, analytical insights, and research. This person can also create dashboards and intelligence that emphasise the main indications of HR performance. The Board, HR management, and the CEO of the company can set goals to measure and evaluate the quantifiable contributions of HR.