HR Data & Reporting Coordinator

Morson Talent are working on behalf of a major player in the Energy sector who have a current contract opportunity for an HR Data & Reporting Coordinator to join their established team in Bristol. All work is associated with the construction of one of Europe’s largest infrastructure Projects; helping the drive towards UK’s net zero targets.

Our client is looking for strong Power BI experience for this position.

This is an initial 6-month contract – inside IR35.

Job Purpose / Overview
The HR Data & Reporting Co-ordinator will report to the Head of Organisational Capability. The postholder will be responsible for the efficient and effective control of Nuclear Baseline (NB) and Management of Change (MoC) data (quantitative and qualitative) and for supporting the OC Lead and the Resource Planning Lead on delivering the wide range of reporting required. They will work closely with HR colleagues, line managers, and other stakeholders, to ensure that the project has robust people data, reporting and procedures.

Framework & Boundaries

• The post holder must regularly deal with incomplete and/or ambiguous information and have the confidence to determine how the information should be analysed further before being presented. The post holder will often have to undertake ‘detective work’ in order to determine the most appropriate way of dealing with certain information – so must be able to seek out answers by asking precise and often delicate questions, rather than waiting for answers to be handed to them.
• The complex nature and range of stakeholders means the post holder must be able to interact and engage stakeholders at many levels of the organisation, often having to corrective coach relatively senior individuals on particular topics.
• They will work closely with a broad range of colleagues /stakeholders within the business.

Principal Accountabilities

Organisational Change & Nuclear Baseline

• Support the Organisational Change Form screening process to ensure that the Project accurately records and manages organisational changes to its structure and resources that have the potential to impact nuclear safety.
• Contributing to the design (and materials) and then delivering training (one-on-one and in a classroom environment) on relevant content

Reporting

• Develop and manage People dashboards through the use of PowerBi or equivalent to allow visualisation of data and insights.
• Production of HR and people reports based on existing data from numerous sources. Most of this work requires translation from one format and system to another – a small portion of the tasks include ambiguous data and will require interpretation and analysis before completion is possible
• Provision and validation of data to be provided externally e.g., ECITB COGENT recognising the need for verification prior to submission
• Ensure that information and reports are available and current for all interested parties – and that the data in the reports is subject to analysis and conclusions, not simply presented without context and comment. These reports may be driven by DCO reporting needs, by resource planning needs and by requests from internal and external communications function.

Knowledge, Skills, Qualifications & Experience

Knowledge & Skills - Essential

• Strong PowerBI skills are necessary to help visualise data & insights
• Strong Excel skills are necessary – an individual who is numerate and has the ability to analyse data, identifying errors and taking corrective actions is essential
• Experience of taking personal accountability for solving problems and seeing them through
• Experience of processing high volumes of data from multiple sources – amalgamation of data and then analysing it and drawing conclusions
• Experience of working across teams is essential, this job will not just be focused on individuals within the HR team
• Appreciation of how reports, metrics and documentation may be interpreted by different parties and stakeholders, and wording and presenting documentation appropriately to address this
• Must be able to demonstrate pragmatism – knowing when flexibility to a procedural step can be given or not
• Organised, excellent time management and prioritisation skills
• The knowledge of and ability to apply quality assurance and control techniques to meet defined requirements Understanding, identifying and applying the appropriate policy, process or procedure at work

Desirable

• This job will play a key role in creating and updating HR procedures – so experience of ‘Business Process Engineering’ for repeatable tasks would be a significant advantage.
• Experience of conducting training/education on new software would be an advantage.