Senior Manager, Employee Relations Analytics and Insights

RBC•Toronto, ON

13d•Onsite

About The Position

RBC offers an exciting role as a Senior Manager, Employee Relations Analytics and Insights. The Senior Manager, Employee Relations (ER) Analytics and Insights, carries out sound reporting practices and tooling improvement for tracking Employee Relations data, including as it relates to matter management. They will design and implement report-specific risk analysis to drive proactive insights on key performance indicators for the businesses and functions. Support and drive reporting reports and insights for senior audience, including governance committees and senior leadership. Within the context of matter management, identifies and collects data sources, analyzes and extracts key data and information, evaluates and monitors data quality to meet the organization's information system needs and requirements.

Requirements

Proven ability to manage and analyze large sets of data using multiple sources.
Demonstrated experience in driving change (process, system and people).
Education, certification and designation related to data, information technology, engineering, science / mathematics.
Process and initiative management.
Change management.
Data management.
Ability to learn a new subject matter and apply data analytics principles and skills in the context of Employee Relations.

Nice To Haves

Employee Relations or HR knowledge.
Process engineering.
Change management.

Responsibilities

Define data and process requirements to enable Employee Relations reporting delivery.
Proactively identify data management and quality opportunities, including source data system improvement opportunities, to ensure a robust and compliant Employee Relations data environment.
Produce reports for various users, including business and functional partners.
Develop and manage the schedule for ongoing reporting production and initiatives.
Respond to and manage the pipeline of ad-hoc requests.
Analyze information from Employee Relations sources, as well as from sources across HR (e.g., WorkDay, Employee Engagement Survey).
Identify patterns and drive connections across data sources.
Conduct deep dives to test and learn against issues and develop practices for identifying heatmaps.
Augment data analysis with qualitative analysis to help contextualize our assessments.
Proactively identify automation and simplification opportunities to drive efficiency.
Proactively identify opportunities to expand insights in support of enabling businesses to proactively mitigate risks.
Design and implement analytics transformation opportunities to improve effectiveness and efficiency of ER reporting.
Setup routines across ER and partners to drive continuous improvements, improve data entry completeness and quality, foster wider use of insights and analytics.