Highlands is a Kenyan company manufacturing and marketing non-alcoholic beverages, with a history spanning 69 years. A Pioneer of the East African beverages industry, Highlands has been transformed from a small family factory to a category leader with an 'own-brand' portfolio that spans the major beverage categories and consumer segments of the market.
We are looking for a People Analytics & Reporting Analyst who will be responsible for developing, maintaining, and continuously improving workforce dashboards, HR scorecards, and operational people reports to support workforce visibility and business decision-making.
Key Duties and Responsibilities
Workforce Reporting & Dashboards
- Develop, maintain, and continuously improve workforce dashboards, HR scorecards, and operational people reports to support workforce visibility and business decision-making.
- Produce accurate weekly and monthly workforce reports covering headcount, labour costs, absenteeism, overtime/off-days, leave liability, workforce movements, labour productivity, and operational workforce trends.
- Develop and maintain workforce reporting structures and KPI dashboards covering metrics such as revenue per employee, labour cost per litre, workforce productivity, attendance trends, and manpower utilization.
- Support development, automation, and continuous improvement of Power BI dashboards, workforce analytics trackers, and operational reporting tools.
- Ensure timely, accurate, and insightful reporting to support operational governance, workforce planning, and leadership decision-making across the business.
Workforce Analytics & Insights
- Analyse workforce trends, labour productivity, attendance patterns, labour costs, workforce movements, engagement indicators, and operational risks to support business decision-making.
- Identify trends, anomalies, productivity gaps, workforce inefficiencies, and governance risks requiring management attention and timely escalation.
- Generate actionable workforce insights, operational analysis, and data-driven recommendations to support workforce optimization, productivity improvement, cost control, and operational effectiveness initiatives.
- Support leadership teams with workforce analytics, trend reporting, and operational insights to strengthen workforce planning and organizational decision-making.
- Monitor workforce performance indicators and support continuous improvement initiatives through data analysis and operational reporting.
Labour Cost & Productivity Analysis
- Track casual labour spend, labour cost per litre, revenue per employee, and workforce productivity trends.
- Support analysis of commercial and factory productivity metrics.
- Monitor workforce utilization and operational efficiency indicators.
- Monitor absenteeism, overtime/off-days, leave utilization, manpower deployment, and attendance trends to identify operational risks, productivity gaps, and cost leakages.
- Support workforce optimization initiatives through data analysis, operational reporting, and workforce efficiency tracking.
- Generate workforce productivity dashboards, trend analysis, and operational insights to support leadership decision-making and labour cost control initiatives.
- Support analysis of outsourced labour models, manpower utilization, and operational efficiency improvement initiatives across the business.
Governance & Compliance Reporting
- Support governance and workforce risk reporting relating to attendance, absenteeism, disciplinary cases, leave management, overtime/off-days, workforce controls, and operational compliance trends.
- Monitor HR operational KPIs, workforce governance indicators, escalation trends, and compliance risks and provide timely reporting and escalation of identified issues.
- Track and analyse workforce control gaps, reporting inconsistencies, policy breaches, and operational risk indicators requiring management attention.
- Support audit readiness initiatives through workforce data validation, compliance reporting, documentation tracking, and workforce records management.
- Generate governance and operational control reports to support leadership visibility, accountability, and decision-making across the business.
- Support continuous improvement of workforce governance processes, reporting standards, and operational compliance practices across the People & Culture function.
HR Systems and Integrity
- Support HRMIS readiness and implementation initiatives including workforce data cleanup, master data validation, workflow mapping, process alignment, testing support, and reporting structure development.
- Maintain and continuously improve workforce reporting templates, analytics trackers, dashboards, and HR reporting tools to strengthen operational visibility and decision-making.
- Monitor workforce data quality and reporting consistency and proactively identify and escalate data gaps, inconsistencies, or governance risks.
- Support standardization and continuous improvement of workforce reporting processes, reporting governance, and data management practices across the business.
- Work closely with HR, Finance, IT, and operational teams to support reporting alignment, systems optimization, and workforce data integrity initiatives.
Working Relationships
Internal Relationships
- Head of People & Culture: to support workforce reporting, people analytics, governance reporting, and strategic workforce insights.
- Workforce & Operations Lead: to align on workforce reporting priorities, labour cost analysis, operational reporting, and workforce governance initiatives.
- People Business Partner: to support employee relations reporting, workforce trends analysis, engagement insights, and people-related operational reporting.
- Finance: to align workforce reporting, labour cost analysis, payroll-related reporting, budgeting support, and productivity metrics.
- Commercial Teams: to support reporting and analysis relating to commercial productivity, workforce utilization, and operational performance trends.
- Manufacturing / Operations: to support workforce productivity analysis, attendance reporting, labour utilization tracking, and operational workforce reporting.
- Supply Chain / Distribution: to support workforce reporting, manpower analysis, and operational productivity tracking across operational functions.
- Payroll Support Teams: to support payroll-related reporting, workforce data validation, and operational controls.
- Senior Leadership Team: to provide workforce insights, people analytics, operational reporting, governance trends, and data-driven recommendations to support decision-making.
External Relationships
- HRMIS Providers: to support systems implementation, reporting structures, workflow alignment, systems optimization, and workforce reporting improvements.
- Reporting and Analytics Support Vendors: to support dashboard development, reporting automation, analytics tools, and workforce reporting enhancement initiatives where applicable.
- Outsourced Workforce Providers: to support workforce reporting, labour data validation, manpower reporting, and operational workforce analysis where applicable.
- External Auditors and Regulatory Bodies: to support audit readiness, workforce data validation, compliance reporting, and governance-related reporting requirements where applicable.
- Training and Systems Partners: to support reporting capability development, systems training, and analytics improvement initiatives where required.
Knowledge, Experience, and Qualifications Required
- Bachelor’s degree in Statistics, Business Analytics, Human Resource Management, Economics, Mathematics, IT, Business Administration, or a related field.
- 3–5 years’ experience in workforce reporting, people analytics, HR operations, business reporting, or operational analytics within FMCG, manufacturing, distribution-led, or operational environments.
- Strong experience in workforce reporting, labour cost analysis, operational reporting, dashboard management, and workforce data interpretation.
- Proven experience developing and maintaining workforce dashboards, management reports, analytics trackers, and operational reporting tools.
- Strong Excel and data analysis capability required, with Power BI or other dashboarding/reporting tools being a strong advantage.
- Experience working with HR systems, reporting structures, workforce databases, and operational reporting processes is strongly preferred.
- Strong analytical, reporting, problem-solving, and stakeholder coordination capability required.
Competencies
Technical Competencies
- Workforce Analytics & Reporting: Strong understanding of workforce reporting, people analytics, labour productivity metrics, workforce controls, and operational reporting within a fast-paced operational environment.
- Data Analysis & Insight Generation: Ability to analyse workforce trends, labour costs, attendance patterns, productivity indicators, operational risks, and organizational data to generate actionable insights and recommendations.
- Dashboard Development & Reporting Tools: Experience developing and maintaining dashboards, analytics trackers, workforce scorecards, and management reports using Excel, Power BI, or similar reporting tools.
- Labour Cost & Productivity Analysis: Strong understanding of labour cost analysis, workforce utilization, manpower tracking, productivity measurement, and operational efficiency indicators across business functions.
- HR Systems & Workforce Data Management: Experience working with HR systems, workforce databases, reporting structures, and workforce data management processes to ensure reporting accuracy and data integrity.
- Governance & Compliance Reporting: Ability to support workforce governance reporting, operational controls tracking, audit readiness, compliance reporting, and escalation monitoring across the People & Culture function.
- Workforce Planning & Operational Reporting: Understanding of workforce planning principles, operational reporting requirements, workforce movements, and organizational reporting structures.
- Reporting Systems & Analytics Tools: Strong capability in Microsoft Excel, reporting tools, analytics systems, Power BI, and workforce reporting platforms to support workforce visibility and decision-making.
Behavioural Competencies
- Analytical Thinking: Strong analytical capability with the ability to interpret workforce data, identify trends, analyse operational issues, and generate actionable insights to support decision-making.
- Attention to Detail: Demonstrates high levels of accuracy, consistency, and attention to detail in workforce reporting, data management, and operational analysis.
- Ownership & Accountability: Takes responsibility for reporting accuracy, workforce data integrity, timely delivery of reports, and achievement of agreed operational objectives.
- Problem Solving & Decision Making: Ability to identify reporting gaps, workforce risks, data inconsistencies, and operational challenges and support practical, data-driven solutions.
- Relationship & Stakeholder Management: Builds effective working relationships with HR, Finance, Commercial, Manufacturing, Operations, and leadership teams to support reporting alignment and workforce visibility.
- Communication Skills: Ability to communicate workforce insights, reporting trends, and operational analysis clearly and professionally to different stakeholders.
- Execution Discipline: Strong follow-through with the ability to manage reporting timelines, maintain reporting standards, and deliver accurate workforce insights consistently.
- Adaptability & Continuous Improvement: Demonstrates flexibility, curiosity, and a continuous improvement mindset in supporting workforce reporting, systems optimization, and analytics improvement initiatives within a dynamic operational environment.
