People Analytics & Social Reporting Manager

Organization: Group HR department

Reporting line : Group HRIS Director

At Nexans were rebuilding how we see our people 2024 we launched the HR Data Factory - a new analytics foundation on SAP Analytics Cloud and Datasphere that replaces our legacy reporting tool and feeds everything from Business Reviews to CSRD disclosures with reconciled employee-level data on a monthly cadence connected with our global HRIS platform (SAP Success Factors).

The foundations are in place. Now were looking for someone to take it to the next level: own the social reporting chain end-to-end partner with our statutory auditors on social audits professionalize data ownership across the international HR community and bring AI into the reporting cycle to make it faster leaner and more insightful.

If you like to simplify ecosystems rather than add to them this is your role.

Purpose :

• Provide the HR community and the business with value-added HR figures KPIs and analytics that support the deployment and execution of the Group HR strategy. This includes ongoing monitoring of the quality and consistency of Nexans workforce and HR data in close coordination with the Employee Lifecycle stream leaders & data owners
• Own end-to-end social reporting for the Group: regulatory statutory and sustainability reporting including CSRD (ESRS S1 Own workforce and related social disclosures) the Group social registration document and any HR data requested by official bodies (Newco extra-financial rating agencies statutory auditors / Commissaires aux Comptes works councils)
• Drive the design reliability and continuous improvement of the Groups HR data ecosystem with a strong focus on automation scalability and the integration of AI / GenAI to reduce manual effort and accelerate insight delivery
• Simplify the HR data ecosystem: rationalize the stack reduce overlap between EC SAC Datasphere Workiva and country tools and keep the architecture lean as it evolves

Areas of responsibilities :

Group social reporting and regulatory disclosures :

• Design and deliver the Group social reports consistent with Group policy external auditor recommendations and applicable regulation (CSRD/ESRS S1 URD social chapter country-level statutory reporting)
• Own the relationship with statutory auditors (CAC) on the social audit scope: prepare audit files reconcile data document methodology address findings and drive remediation together with relevant HR teams
• Act as single point of contact for the ESG Team on requests from extra-financial rating agencies or ESG analysts on HR / social data
• Define document explain and harmonize HR KPI definitions across the full Group perimeter; maintain the social reporting data dictionary
• Create the conditions for high HR data quality and accuracy and for actual adoption by local HR users: clear KPI definitions lightweight documentation training that sticks and active community management

HR data consolidation and dashboards :

• Run campaigns of HR data / indicators consolidation at Group level ensure smooth production of recurring reports and monitor consistency of HR data in dashboards designed for the users who consume them (HR BG/BU European Works Council etc.) - intuitive self-explanatory no data background required
• Ensure consistency between HR data and Industrial reporting; coordinate reconciliation exercises with Industry departments
• Continuously simplify and accelerate the reporting cycle (procedures calendar automation).
• Own all recurring annual reports on the social scope

HR data ecosystem (SuccessFactors EC SAC Datasphere) :

• Own HR data modelling for social reporting in HR Data Factory (SAC/DS): define source-to-target mappings from Employee Central (and other source systems) into HRDF ensure semantic consistency versioning and historization
• Design build and maintain SAC stories and dashboards; set the UX standards for the People Analytics product line with a strong bias toward simplicity and self-service.
• Partner with EC lead to ensure configuration remains consistent with Group social reporting requirements Group policy legal / regulatory requirements and HR KPI definitions
• Define test scenarios and orchestrate test phases with all stakeholders (countries consultants corporate HRIS team IT) to guarantee data reliability
• Audit and reconcile HR data across sources in collaboration with Industry and the HRIS team
• Propose improvements developments updates or simplifications of the HRIS functional design on the analytics scope
• Build automated queries data flows and dashboards across EC Datasphere and SAC; eliminate manual extractions and duplicate reporting at country level
• Drive ecosystem simplification: continuously challenge the architecture retire legacy/useless components reduce overlap between EC SAC Datasphere Workiva and country tools and prevent new silos from emerging
• Define the roadmap for a more integrated automated and AI-augmented HR data collection and reporting process and own its execution

AI and automation :

• Identify and prioritize use cases where AI / GenAI can accelerate or replace manual analytics work (drafting commentary on KPI variations natural-language querying of HR data anomaly detection on data quality automated narrative for CSRD disclosures etc.)
• Use AI to lower the barrier to data for HR teams: natural-language querying in-context explanations of KPI variations
• Pilot and industrialize these use cases in partnership with the HRIS IT and Data teams in compliance with Group AI governance and data protection rules
• Stay close to the market on People Analytics HR tech and AI; bring back ideas and challenge the existing way of working.

Profile :

• Bachelors or Masters degree in a related field (Controlling Engineering Data / Information Management Business Administration)
• Minimum 5 to 7 years of experience in a global HR Controlling / People Analytics / HRIS role including project management with a solid understanding of the various HR domains and their business stakes
• Hands-on experience producing regulated social reporting including CSRD / ESRS S1 or equivalent (DPEF URD social chapter BDESE Index égalité).
• Experience interacting with statutory auditors (Commissaires aux Comptes) on social audit topics is a strong plus

TECHNICAL SKILLS

• Good knowledge of SAP SuccessFactors Employee Central (data model reporting capabilities)
• Hands-on experience with SAP Analytics Cloud (stories models planning is a plus). Ability to discuss data modelling semantic layers and performance with the Data / IT team
• Comfort with data handling & transformation logic
• Advanced Excel and solid grasp of BI fundamentals (data quality master data governance).
• Familiarity with GenAI tools applied to data and reporting work (e.g. AI copilots natural-language-to-SQL automated narrative generation). Curiosity and willingness to experiment are as important as prior experience
• Knowledge of HR data protection requirements (GDPR works council consultation on data uses)

SOFT SKILLS & BEHAVIORS

• Strong analytical thinking and financial / business acumen; able to translate HR data into business insight
• Project management mindset; able to run multi-stakeholder initiatives across HR Finance IT and external auditors
• Customer oriented; clear and concise communicator both written and verbal
• Allergic to complexity: instinctively looks for ways to retire tools kill duplicates and keep the stack lean. Also makes data understandable for HR users who are not data experts
• Able to dissect and improve processes to make them more efficient and effective
• Comfortable proposing alternatives and making decisions on global system and process requirements
• Able to handle multiple priorities with a sense of urgency drive and energy in a fast-paced environment
• Handles sensitive and confidential information with discretion
• Self-starter takes initiative naturally curious about new tools and ways of working

LANGUAGES

• Fluent English (working language for all Group communication and training)
• Fluent French is a real plus (interactions with French statutory bodies works council CAC)

Required Experience:

Manager

Employment Type : Full Time
Experience: years
Vacancy: 1