Our client, a Global FMCG company, seeks your Organisational Effectiveness Analytics&Governance skills, to provide data analytics, trends, and insights to inform OE decision-making for the Division. Minimum Job Requirements: Bachelor's Degree in Organisational Psychology / Business/Finance). Min. 5 years’ experience in OE / Performance Management / L&D and Workforce Planning. Minimum 3 years’ experience in Business Analytics. Strong analytical capabilities, with a flair for working with numbers, identifying patterns and trends, and possessing the ability to transform data into meaningful insights. Competencies: Strong database skills - Excel, Project Management Tools; some knowledge of Advanced Analytical Tools and Continuous Improvement process. Proven track record and skills/experience gained within a similar position(s), at a similar level. Sound business acumen. Excellent attention to detail. Ability to provide quality assurance of data. Excellent planning, organising and project management skills. Self-starter&finisher; ability to take initiative and drive change. Self-driven, with the ability to work independently, as well as be a strong team player. Excellent communication, interpersonal and facilitation skills. Willingness to travel to all operations in Africa and Europe. Key Performance Areas: Report to the OE Director: Provide diagnostic and analytic support for the development of business cases for complex organisational redesigns, division-wide L&D programs and large-scale OE or culture shift interventions. Develop OE, OD, L&D and PM dashboards and reports, and generate analytics and insights. Quantify value impact of possible and potential OE scenarios. Support with content and visual representation of data and information. Manage people analytics within large-scale OE, OD, and L&D projects. Track and report on value delivered vs. plan and return on investment for all OE, OD, and L&D initiatives. Co-ordinate the organisational design governance process and maintain database. Ensure cost and savings are reflected in budgets and overall integrated financial model. Establish and manage interfaces with HR Partners regarding organisational design changes, records, and related collateral. Provide guidance on minimum standards for Performance Management across the Division, including the cycle of performance management activities, and ensure alignment with Talent Management processes. Provide support for ensuring Executive goals align with strategic priorities and are cascaded. Ensure Performance Management outcomes feed into people decisions (Reward, Talent Management, Learning and Development). Design and manage the performance data infrastructure. Provide trends and insights from quantitative&qualitative data to inform high performer growth rate and performance culture. Design, develop and drive adoption of fit-for-purpose resources to support improvement of Performance Management systems active across the Division. #J-18808-Ljbffr