Location: Runcorn, Cheshire Hybrid (UK) or Madrid (Spain) Hybrid 3 days in the office
Reporting to: VP Org Effectiveness and People Transformation
Job Summary
The People Insights & Organizational Effectiveness Specialist at Swissport is responsible for transforming people data into actionable insights that support strategic decision‐making across the organization as we go through a full‐scale HR transformation. This role partners with global and regional teams, and business leaders to analyze trends, optimize HR processes, and enhance data‐driven people strategies. The position plays a key role in maintaining data integrity, developing dashboards, and delivering analytics that improve operational efficiency and employee experience across multiple countries.
The transformation spans three core levers:
Redesign of end‐to‐end HR processes (hire‐to‐retire)
Implementation of a unified digital strategy
Establishment of a scalable operating model, including shared services
Job Responsibilities
This position sits at the heart of the transformation engine - with a strong emphasis on data‐driven decision making, transparency, and value tracking.
Turn data into decision advantage
Own the end‐to‐end HR data landscape across multiple sources (HRIS, payroll, regional systems)
Translate raw data into actionable insights to support strategic and operational decisions
Ensure consistency of definitions (headcount, FTE, attrition, cost) across regions
Act as the "single source of truth" for HR metrics
Drive workforce analytics and insights
Develop robust analyses on workforce composition, productivity, and cost
Support leadership in understanding key drivers of performance (attrition, hiring, absenteeism, workforce mix)
Build forward‐looking views on workforce evolution and risks
Identify data‐driven opportunities for efficiency and value creation
Lead HR budgeting and forecasting
Support the HR and Finance teams in workforce planning, budgeting, and forecasting cycles
Build and maintain models for headcount evolution, cost projections, and scenario planning
Ensure alignment between workforce plans and financial targets
Provide transparency on gaps vs plan and underlying drivers
Build dashboards that matter
Design and maintain executive dashboards (Power BI / Excel / HRIS tools)
Translate complex data into simple, intuitive visualizations for senior stakeholders
Ensure dashboards are not only accurate but used – focus on relevance and usability
Continuously improve reporting based on stakeholder feedback
Ensure data quality and integrity
Identify inconsistencies, gaps, and errors across HR data sources
Define and implement data quality checks and validation rules
Work closely with HRIS, IT, and regional teams to improve data reliability over time
Drive a culture of data ownership and accountability across HR
Work directly with senior leadership
Prepare sharp, fact‐based materials for steering committees and executive discussions
Support investor and leadership reporting with clear, data‐backed narratives
Provide transparency on workforce trends, risks, and value delivery
Act as a thought partner to HR and business leaders on data‐driven decisions
Enable the transformation through analytics
Support tracking of value creation initiatives (e.g., productivity, cost reduction, efficiency gains)
Define and monitor KPIs linked to the HR transformation roadmap
Ensure alignment between operational execution and reported impact
Act as a connector between HR, Finance, and Transformation teams
Qualifications and Competencies
2‐3 years of experience in analytics, HRIS, or workforce planning
Strong Excel skills (data manipulation, pivot tables, modelling); experience with Power BI or similar tools
Experience working with HR systems (e.g., Dayforce, SuccessFactors, Workday)
Solid understanding of HR metrics and workforce data structures
Strong analytical mindset with ability to translate data into business insights
Structured communication and ability to present to senior stakeholders
Comfortable working in fast‐paced, transformation environments
Fluency in English; additional languages are an asset
This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.
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