Senior Specialist Analytics Products

Empowering Africa’s tomorrow, together…one story at a time.

Job Summary

The Senior Specialist: Analytics Product is accountable for leading advanced Human Capital (HC) analytics delivery that enables strategic workforce decisions, operational effectiveness, and measurable business outcomes across Absa’s pan-African footprint. The role shapes and delivers high impact insights through sophisticated analysis, predictive techniques, and executive level reporting, while ensuring HC data is trusted, governed, and consistently interpreted across markets. Operating within a strategic management operating model, the role integrates with various relevant stakeholders to define meaningful metrics, embed data-driven ways of working, and strengthen the organisations digital Human Capital analytics maturity.

Job Description

Key Focus Areas

• Analytics product development, planning and delivery
• Strategic Recommendations and Senior Leadership Influence
• Stakeholder Partnership and Strategic Decision Support
• HC Data Acquisition, Preparation, and Reliability
• Advanced Analytics, Predictive Insight, and Modelling
• Executive Reporting, Dashboards, and Insight Storytelling
• KPI Frameworks, Performance Measurement, and Continuous Improvement
• Analytics Process Optimisation, Automation, and Digital Enablement
• Data Governance, Privacy, and Responsible Use of HC Data
• People Leadership, Mentorship, and Capability Building

Key Accountabilities

Analytics Product Management, Planning and Delivery

• Coordinate and drive delivery of multiple discrete pieces of work to agreed timelines and quality standards.
• Coordinate delivery of products for seamless delivery across internal and external technology and data functions.

Strategic Recommendations and Senior Leadership Influence

• Provide strategic recommendations and insights to senior management, influencing business planning, forecasting, and long-term strategy.
• Present analysis and recommendations in a decision-making format, clarifying implications, risks, assumptions, and expected outcomes.
• Shape prioritisation of HC analytics initiatives by advising on value, feasibility, and dependencies across the HC operating model. Identify and escalate systemic data quality issues (particularly those affecting multiple analytical outputs) to the HC Data Quality Engineer and data issue register, with evidence of business impact.

Stakeholder Partnership and Strategic Decision Support

• Collaborate closely with HC leaders and cross-functional teams to understand evolving data requirements and provide expert analytical guidance that supports key business objectives.
• Integrate with Group CoEs to align to enterprise standards, shared data assets, and consistent HC measurement approaches across business units and countries.
• Support HC Business Partnering teams with high-quality insights that inform workforce planning, organisational design, talent interventions, and change programmes.

HC Data Acquisition, Preparation, and Reliability

• Lead the gathering, cleaning, and preprocessing of complex HC data from multiple source systems, ensuring high data quality and reliability for advanced analysis.
• Contribute towards building repeatable, auditable data preparation routines that improve consistency of HC reporting across markets, products, and service lines.
• Partner with HC systems teams and data specialists to define data definitions and resolve recurring integrity issues that affect downstream insights.

Advanced Analytics, Predictive Insight, and Modelling

• Conduct indepth data analysis using advanced statistical methods, predictive analytics, and data modelling to uncover critical trends and actionable insights that drive strategic decision-making.
• Develop analytical hypotheses and testing approaches that quantify drivers of workforce outcomes (e.g., attrition, mobility, performance, capacity, skills supply/demand, service throughput).
• Translate analytical outputs into decision-ready recommendations that balance commercial impact, employee experience, risk, and operational feasibility.

Executive Reporting, Dashboards, and Insight Storytelling

• Design and deliver comprehensive reports, executive dashboards, and visualisations tailored to diverse stakeholder groups, simplifying complex data for clear communication.
• Build clear insight narratives that connect metrics to business outcomes, highlight trade-offs, and recommend actions with measurable impact.
• Maintain strong governance over reporting logic, metric definitions, and version control to ensure single source of truth reporting.

KPI Frameworks, Performance Measurement, and Continuous Improvement

• Define, monitor, and refine KPIs and metrics to evaluate business performance, operational effectiveness, and guide continuous improvement initiatives.
• Establish indicator hierarchies (leading/lagging measures) that improve forecasting, early warning signals, and targeted interventions.
• Track the adoption and effectiveness of analytics outputs and recommend enhancements to improve relevance, timeliness, and actionability.

Analytics Process Optimisation, Automation, and Digital Enablement

• Identify and lead initiatives for process improvements in data collection, analysis, and reporting methodologies to drive efficiency and enhance data-driven culture.
• Introduce automation and scalable analytics practices that reduce manual effort, improve cycle time, and strengthen reliability of recurring reporting.
• Promote self-service analytics enablement through clear definitions, curated datasets, and reusable templates that reduce dependency while maintaining governance.

Data Governance, Privacy, and Responsible Use of HC Data

• Implement validation and control practices that ensure the integrity and accuracy of data used for analysis, including reconciliation, anomaly detection, and exception handling.
• Have solid understanding of definitions and controls around security to data through reporting and visualisation platforms enabling strong oversight of user access to reports and related data.
• Ensure reporting and analysis practices align to data governance requirements, privacy obligations, and ethical use principles for sensitive employee data. This will include the understanding and implementation of security models within reporting and visualization tools.
• Escalate and manage data risks appropriately, partnering with governance stakeholders to maintain audit readiness and trust in HC insights.
• At Data Consumer level, validate that HC DQ rules defined by Data Owners meet the analytical and reporting requirements of the HC function, and escalate gaps through the HC data governance framework.

People Leadership, Mentorship, and Capability Building

• Mentor and support analysts, foster analytical skill development within the team and promoting best practices in data analysis.
• Provide quality assurance and coaching across analytics deliverables to improve rigour, consistency, and stakeholder confidence.
• Build an inclusive learning culture that encourages curiosity, experimentation, and continuous improvement in analytical methods and storytelling. 

Knowledge & SkillsKnowledge

• Human Capital domains, workforce metrics, and HC operating models in financial services.
• Advanced analytics, statistical methods, and predictive approaches for workforce and service insights.
• Data governance, privacy, and responsible use of employee data across multiple jurisdictions.
• Enterprise reporting, metric standardisation, and performance management frameworks.
• Digital HR and analytics ecosystems, including data pipelines, data models, and BI layers.
• PanAfrican business context, regulatory considerations, and cultural/market variability.

Skills

• Advanced data analysis, hypothesis testing, and insight generation from complex multisource data.
• Executive-level storytelling, visualisation, and decision support communication.
• Stakeholder management and influence across HC leadership, CoEs, Services, and Business Partnering.
• KPI design, metric governance, and performance measurement improvement.
• Process optimisation, automation thinking, and scalable reporting design.
• Coaching and mentoring capabilities to uplift analytical maturity and standards.
• Product and project management

Qualifications & ExperienceEducation / Qualification

• Bachelor’s degree in Data Science, Statistics, Mathematics, Economics, Computer Science, Industrial Psychology (with strong analytics), Information Systems, or related fields.Postgraduate qualification in Business Analytics, Data Science, Statistics, or HR Analytics is advantageous.
• Relevant professional certifications are beneficial (e.g., analytics/BI, data management, statistics, or cloud analytics fundamentals).

Work Experience

• 5 - 12 years experience in a specific capability of importance to the bank, including a track record of 3 years in a people management position.  
• Exposure to process design, optimisation, quality management, customer centricity, technology and data-driven decision-making is preferred. 

Technical Competencies

• SQL and data extraction/validation techniques.BI/dashboarding tools and semantic modelling concepts.
• Advanced Excel and analytical tooling for reconciliation and analysis.
• Statistical analysis techniques and predictive analytics concepts.
• Data quality checks, anomaly detection, and metric validation practices.
• Understanding of data pipelines, curated datasets, and analytics layers.

Behavioural Competencies

• Strategic thinking and strong commercial judgement.
• High accountability, attention to detail, and analytical rigour.Influence without authority in matrix environments.
• Clear communication and ability to simplify complex insights.
• Collaboration across diverse teams, cultures, and markets.
• Ethical judgement, discretion, and respect for confidentiality.

Leadership Competencies·      

• Strategic Thinking      
• Business Acumen       
• Communication 
• Influence 
• Leadership 
• Delivering Results 
• Adaptability      
• Collaboration     
• Decision-Making 

Education

Bachelor`s Degrees and Advanced Diplomas: Business, Commerce and Management Studies (Required)

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Absa Bank Limited reserves the right not to make an appointment to the post as advertised