At AIA we’ve started an exciting movement to create a healthier, more sustainable future for everyone.

As pioneering innovators for over 100 years, we’re now transforming our organisation to be faster, simpler and more connected. Because we want to be even better equipped to develop digital solutions and experiences that help more people live Healthier, Longer, Better Lives.

To get there, we need people with tech/digital/analytics expertise and passion to help develop positive, sustainable change through digitally enhanced experiences that will impact the lives of millions of people and create a healthier future for everyone.

If you believe in developing a better tomorrow, read on.

About the Role

Play a leadership role in designing and developing people and workforce analytics, delivering value and impact to the business by influencing decisions with insights and lead the HR department towards data-driven and insight-led culture. The incumbent will be responsible to articulate, manage and enhance people analytics through technologies or tools and transform people and workforce data into meaningful insights that drive informed decision making.

The incumbent will also work closely with Finance department and oversee the organisation people cost and headcount budgeting process and support the total workforce planning including and not limited to organisation design focusing on optimising structures to enhance resources allocation, and to ensure operational efficiency and effectiveness.

The incumbent is also an experienced performance and rewards subject matter expert to provide all-rounded support to assigned business portfolios.

Workforce Analytics and Planning

• Establish practices and solutions that will support an increasing need for people insights. Expand people analytics capabilities with technology solutions that include deep analytics inquiry and special projects such as artificial intelligence driven tools and chatbot.
• Create and develop people dashboard and productivity metrics for HR and business functions to inform decision-making, including, talent and succession, employee compensation, employee engagement, employee turnover, total workforce or people cost and headcount, diversity and demographics.
• Explain data findings, insights, visualizations and recommendations using simple business language. Regularly counsel and gain voice of the stakeholders to ensure actionable insights that link talent strategy to business outcomes.
• Lead HR strategic workforce planning to drive and inform people and workforce planning, forecasting and scenario modelling are regularly and consistently performed. Collaborate with the wider human resources team in developing and delivering descriptive, predictive, prescriptive analytics to improve the decision-making process around people capabilities and culture strategy.
• Oversee people cost and headcount budgeting process and manage monthly/quarterly people data / performance metric reporting to various stakeholders, such as Finance, Risk & Compliance, Group HR, etc., on a timely basis.
• Identify and nurture people analytics champions and partners across HR teams. Constantly leveling up their skills to ensure self-service analytics so HR members can create hypotheses, test and develop interventions derived from their analysis with the end result of creating value.
• Collaborate across the organisation to define and secure people data accuracy, availability and confidentiality.
• Secure compliance and consistent execution of the people information and data framework and policies, and promote data governance

Performance and Rewards Management

• Partner with HR Business Partner and provide support to assigned business portfolios.
• Manage day-to-day performance and rewards (P&R) activities and service as a subject matter expert advising key stakeholders on P&R related matters, issues, processes and standards.

Workday Operations

• As functional specialist to manage and execute data dashboards, compensation, benefits and performance management, including and not limited to change requests in related to compensation and benefits, supervisory organisation design, EIB upload, etc.
• Support business processes / RPA development and regular review for on-going improvement in employee experience.

HR Projects

• Participate in implementing of new HR operating processes, policies and guidelines.
• Assist in ad hoc HR initiatives /projects.

Build a career with us as we help our customers and the community live Healthier, Longer, Better Lives.

You must provide all requested information, including Personal Data, to be considered for this career opportunity. Failure to provide such information may influence the processing and outcome of your application. You are responsible for ensuring that the information you submit is accurate and up-to-date.