About this role
Job Description:
What are we looking for?
• Bachelor’s degree or combination of education and experience in HR, business, analytics or related discipline.
• Additional training or certification in HR, data analytics or data visualisation preferred.
• Strong data and analytical skills with the ability to work confidently with people, talent, workforce and organisational data.
• Experience in HR analytics, people analytics, workforce reporting, organisational effectiveness or a related data and analytics role.
• Experience maintaining recurring reporting cycles, including data refreshes, quality checks, version control and stakeholder sign-off.
• Experience documenting metric definitions, data sources, assumptions and reporting processes.
• Experience improving reporting efficiency through standardisation, automation, dashboards or self-service tools.
• Ability to translate data into clear insights, implications and recommendations.
• Ability to work with technical, MGS or enterprise data/reporting teams to translate business needs into technical requirements.
• Strong Excel, PowerPoint and PowerBI skills.
• Experience with Workday reporting, HR data extracts or similar HRIS reporting tools.
• Working knowledge of data cleansing, data modelling, data quality checks and metric definition management.
• Good understanding of HR data, organisational structures, headcount, talent and workforce metrics.
• High attention to detail and commitment to data accuracy, quality and governance.
• Strong understanding of HR data privacy, confidentiality and appropriate handling of sensitive people data.
• Exposure to data lake, ELT processes or enterprise reporting environments preferred, not required.
• Ability to manage recurring reporting cycles and ad-hoc requests in parallel.
• Strong stakeholder management skills, with the ability to clarify needs and tailor outputs to different audiences.
• Comfortable working across teams, functions and geographies in a matrix environment.
What will be your key responsibilities?
1. Maintain core Petcare and cross-Petcare reporting
• Maintain and deliver recurring people analytics outputs for Petcare leadership forums, including Petcare MDR, Global Functions MDR, MLT, OOP and other key business cycles.
• Support cross-Petcare reporting needs by consolidating, standardising and quality-checking data across Segment, Functions and Divisions where required.
• Provide timely, leadership-ready reports, dashboards and slide materials for Human Capital Reporting, talent reviews and priority P&O requests.
• Maintain reporting accuracy, consistency and alignment to agreed definitions, quality standards and timelines.
2. Generate decision-ready insights
• Move beyond data extraction to identify what has changed, why it matters and where leadership attention may be needed.
• Translate analysis into clear headlines, commentary and implications for different audiences.
• Support the development of insight narratives that connect people metrics to business priorities.
• Help leaders understand the “so what” behind workforce, talent, culture and organisational trends.
3. Maintain talent, leadership and culture reporting
• Maintain recurring reporting and analytics for talent, leadership and culture priorities, including senior leader talent scorecards, mobility analysis, MAS insights and Next Gen / Trailblazers reporting.
• Ensure critical talent and leadership reporting is accurate, repeatable, well documented and aligned to agreed definitions and stakeholder requirements.
• Identify trends, risks and opportunities across talent pipelines, associate movement, leadership populations and culture indicators.
• Support ad-hoc talent and culture requests with robust analysis and clear interpretation.
• Partner with stakeholders to ensure analytics are fit-for-purpose and connected to the decisions they need to support.
4. Support Human Capital Reporting and organisational effectiveness analysis
• Support the Petcare Human Capital Report and related analysis on headcount, FTE, turnover, workforce shape, spans and layers, seniority, organisational complexity and productivity indicators.
• Work with Division Leads and P&O stakeholders to shape report content, improve commentary and strengthen the link between data, insights and action.
• Deliver periodic and ad-hoc headcount, workforce and organisation reporting for Global Functions and other leadership teams.
• Support organisational effectiveness analysis with clear data, thoughtful interpretation and practical implications.
• Help build a more consistent Petcare view of workforce, talent and organisational health across Segment and Divisions.
5. Strengthen data governance, documentation and quality processes
• Run recurring data quality checks ahead of major reporting cycles, ensuring issues are identified, escalated and resolved early.
• Maintain documentation of metric definitions, assumptions, source systems, refresh cycles, and known caveats.
• Create and maintain standard quality-control checklists for recurring reporting outputs.
• Identify inconsistencies, data gaps and definition issues, working with MGS, Divisions, enterprise teams and data owners to improve reliability over time.
• Contribute to stronger governance, consistency and trust across Petcare people analytics outputs.
6. Improve reporting efficiency through standardisation, automation and self-service
• Identify opportunities to reduce manual reporting effort through standardised templates, automated refreshes, reusable data models and improved reporting processes.
• Develop or enhance dashboards and reporting solutions that reduce manual effort and improve self-service access to trusted people data.
• Build reusable analytical assets, templates, data models, commentary structures and quality checklists.
• Partner with MGS, Segment, Division and enterprise technology, data and reporting teams to translate Petcare business needs into scalable data and dashboard requirements.
• Support adoption of dashboards and self-service tools by improving usability, documentation and stakeholder understanding.
7. Partner across Petcare, MGS and CoEs
• Work collaboratively with Petcare, MGS, CoEs, Division Leads and P&O stakeholders to improve the speed, quality and usefulness of people analytics.
• Clarify business questions before starting analysis to ensure outputs are relevant and actionable.
• Manage ad-hoc analytical requests with discipline, balancing urgency, strategic value and effort.
• Contribute to a stronger Petcare people analytics operating rhythm and insight capability.
What can you expect from Mars?
• Work with diverse and talented Associates, all guided by the Five Principles.
• Join a purpose driven company, where we’re striving to build the world we want tomorrow, today.
• A strong focus on learning and development support from day one, including access to our in-house Mars University.
• An industry competitive salary and benefits package, including company bonus.
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