At Octopus we’re transforming the industries we operate in and improving the lives of millions of people. We’ve built market-leading positions in a number of specialist sectors, including smaller company financing, renewable energy, healthcare and property finance. We employ 700 people and manage more than £7 billion on behalf of more than 50,000 investors. Our products don’t just help real people solve real life problems, they also make a positive impact on the world around us.
The Octopus Group incorporates Octopus Energy, Octopus Healthcare, Octopus Investments, Octopus Property, Octopus Ventures and Octopus Labs. Our aim is to have an impact in everything we do, and to make a vital contribution to the UK economy by helping people, companies and institutions generate wealth. And we’re always on the look-out for smart, talented people who share our values.
About the role
As Analyst for the Organisational Development Team, you’ll provide insights, perform analysis, and manage projects that support our full employee life cycle: how we attract, train, develop, and retain our field talent. You’ll use your curiosity, initiative, and passion for data to help us improve the way we make HR decisions about our employee base and ensure the sustainability of our business. You’ll need to be super detail-oriented, with an obsessive need to deliver for your customers.
We are a small team supporting an ambitious, high growth organisation attract and retain high performance diverse talent across the group.
All roles within the Org Dev team, including the HR Data Analyst role, are highly visible roles across the company with the expectation that you will champion HR and help build the profile of the function across the company. Alongside colleagues in Org Dev, the Data Analyst is responsible for championing initiatives that deepen the Octopus culture.
This position currently reports into the Head of HR Operations
Three key components to Data Analytics role are:
1) Assess and map data architecture. To map where all sources of people analytics sit who owns them, what the process is and whether its automated or manual
2) Workout and delivery improvements to the data flows and automate processes and clean data
3) Work with the business and senior management to understand data requirements and how we can fulfil them
4) Design talent experiments using data
Other competencies of the role are:
5) Own the creation development and delivery of all reporting for the group which will include all functions of Organisational Development – HR/Recruitment and L & D, along with the rest of the group stakeholders
6) Design and manage the HR strategy for Data and how we plan to use this to drive employee experience, retention and performance
7) Manage the Org Dev operational reporting, strategic dashboards, and employee insights. compile and analyse HR metrics to help us identify risks/opportunities and make better decisions about the business.
8) Develop new HR reports using data from multiple HR sources (including Success Factors, Excel, and other systems).
9) Identify data trends to help us tell compelling stories about the field employee experience.
10) Serve as the “go-to” reporting expert for the HR team (which includes HR, L & D and Recruitment): pull/generate people data for ad-hoc projects as needed.
11) Partner closely with the HR Generalist Team to continually improve our HR reporting processes
12) Create original tools and templates that meet our continually evolving talent needs.
13) Drive for Results: Can be counted on to exceed goals successfully; pushes self and others to achieve more; is positive and possesses a "can-do" attitude. Sees the need for speed and agility and relentlessly seizes opportunities. Maintains effectiveness when experiencing major changes in work tasks, structures, processes and culture
14) Strategic Orientation: Takes the time to look at and question conventional wisdom and looks beyond; skilled problem solver; can combine parts of ideas, come up with missing pieces, play with different combinations, etc. Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment.
15) Customer Impact: Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment.
16) Can see opportunities for synergy and integration; good at figuring out the processes to get things done. Knows how businesses work; uses business acumen to inform people strategies, recommendations and talent decisions.
17) Collaboration: Works effectively with peers, partners and other. Can be counted on to hold things together during tough times; is not knocked off balance by the unexpected; is cool under pressure and can handle multiple highly sensitive issues simultaneously.
To be successful you will need to demonstrate …
• Agile analytics – Comfortable with ambiguity
• Creative problem solver – who loves to ask questions and experiment
• Exceptional attention to detail and strong organisational skills; ability to handle high volumes of multiple tasks and priorities and remain calm under pressure
• Excellent stakeholder management skills liaising with employees at all levels in the organisation
• Possess the confidence and empathy required to cope with highly sensitive situations that arise
• Displays integrity – sincere in own behaviour and in dealings with others
• Self-motivated and self-aware – recognises own strengths and weaknesses and is committed to personal development
• Results-focused – understands what is important to staff, clients and management – is committed to achieving goals and accountable for their work. Tenacious approach to delivery, quality of output and organisation
• Excellent communication skills - handles complex and difficult situations with thought, humility and confidence
• Must be curious and seek to instil automated and digital solutions wherever appropriate
• Have lead small scale projects and understand project management methodologies
• Must be comfortable in using technology and leveraging digital applications and media platforms
Specifically, you will have …
• Top-notch analytical and diagnostic skills. You can easily identify connections between multiple complex data sources, use data to tell compelling stories that drive decisions, and ask the right questions to get to the root of the problem.
• Strong technical skills. Mastery in Excel is required, and experience with HR systems like Workforce Analytics and PeopleSoft is a plus. You should also have strong math and quantitative skills.
• The ability to juggle multiple projects and priorities at once – all while meeting deadlines and not losing sight of the bigger picture.
• A love of tasks and projects that require a superior attention to detail.
• Knowledge of systems and workflows, and an endless curiosity to always uncover “how things work.”
• A natural ability to establish credibility and rapport, so you can work with and influence all levels within an organization, including leadership.
• A professional demeanour and understanding of business confidentiality.
• A love of retail, and a passion for the employee experience.
• An ability to work effectively as part of a team.
• An eagerness to learn.
Random acts of kindness make the workplace a better place. So, go out of your way to be helpful, and give people reasons to smile.
Life is complicated enough. Don’t make it harder for yourself, or for others. Sometimes the simplest approach works wonders.
Every great business started with a flash of inspiration. If you’ve got a great idea, don’t keep it to yourself.
At Octopus, we recognise the importance of embracing diversity in order to create a high performance culture.