Background

Equity Bank Limited (The "Bank”) is incorporated, registered under the Kenyan Companies Act Cap 486 and domiciled in Kenya. The address of the Bank’s registered office is 9th Floor, Equity Centre, P.O. Box 75104 - 00200 Nairobi. The Bank is licensed under the Kenya Banking Act (Chapter 488), and continues to offer retail banking, microfinance and relat...

The Role Purpose

The HR Business and Reporting Analyst is the analytical and coordination engine behind the execution of HR strategy, translating strategic priorities into structured, data-driven delivery across all HR Centers of Expertise and Business Partnering. Reporting to the Director of Human Resources, the role generates the people data and insight that inform decision-making across HR and the business; driving budgeting, forecasting, and reporting discipline, coordinating the annual HR planning cycle and board reporting, and leveraging predictive analytics and AI-enabled capabilities to create a clear line of sight from strategic intent to measurable outcome.

Key Responsibilities

HR Analytics, Insights & AI-Enabled Reporting

• Analyse workforce metrics, headcount trends, recruitment SLAs, turnover, retention and translate them into actionable insight rather than static reporting.
• Leverage workforce analytics and predictive modelling to forecast talent needs, identify risks, and optimise resource allocation.
• Automate and enhance HR reporting using tools such as Power BI, Excel VBA, Smartsheet, and incorporate emerging AI / GenAI capabilities.
• Build and maintain predictive HR dashboards that integrate data across HRIS, payroll, and workforce systems for a single, decision-ready view.
• Reframe traditional people metrics into insight-led measures e.g. predictive attrition modelling, retention-risk scoring, and productivity and capability analytics.
• Apply predictive analytics and statistical models to assess attrition risk, talent-pipeline effectiveness, and workforce trends ahead of demand.
• Establish internal controls and standards that ensure accuracy, consistency, and integrity of HR data.

Budgeting & OPEX Management

• Track and monitor HR budget performance against actuals, identifying variances and recommending corrective actions in advance.
• Support OPEX management by analysing cost drivers, forecasting spend, and identifying efficiency opportunities and discipline.
• Establish standardized budgeting and forecasting frameworks to promote consistency and fiscal discipline across the HR function.

Business Planning & Board Reporting

• Coordinate the annual HR business planning cycle with HR, Finance, and departmental stakeholders, ensuring timely, accurate inputs.
• Coordinate preparation of HR board papers and reporting, gathering data across HR functions and aligning commentary with all key stakeholders ahead of submission.
• Develop high-impact presentations and analytical materials for leadership and board audiences that are fully aligned to business priorities and required solutions
• Participate in strategic operational meetings to align HR analytics with business priorities.

Ways of Working, Capability & Continuous Improvement

• Redesign HR ways of working through AI-enabled automation and process optimisation, moving teams from effort to impact.
• Monitor HR risk, compliance, and audit findings, ensuring timely resolution and continuous improvement.
• Oversee HR administrative and reporting processes, including data governance, document control, and reporting standardization.

Key Technical Skills & Leadership Competencies

Technical Competencies

• Advanced proficiency in Power BI, Excel (including VBA), and Smartsheet for visualization, automated reporting, and workflow automation.
• Working knowledge of HRIS, payroll, and workforce database systems, with the ability to integrate and reconcile data across platforms into a single source of truth.
• Applied use of AI and GenAI tools to accelerate analysis, automate routine reporting, and generate people insights at speed.
• Strong grounding in HR budgeting, OPEX management, and financial/cost analysis, including headcount cost modelling.
• Applied knowledge of statistical and predictive analytics methods for workforce trend, attrition, and pipeline analysis.

Leadership & Behavioral Competencies

• Strategic thinking and business acumen -connecting people data to commercial outcomes.
• Excellent communication and stakeholder engagement, with the ability to influence across HR, Finance, and business units and present with authority to senior audiences.
• Strong analytical and problem-solving mindset, translating complex data into clear, actionable insight and a compelling narrative.
• High attention to detail and an uncompromising commitment to data accuracy and integrity.
• Curiosity and a continuous-improvement mindset; actively seeking smarter, AI-enabled ways of working that move teams from effort to impact.
• Collaborative and adaptable, comfortable operating across cross-functional teams

Qualifications

Academic Qualifications and Certifications

• Bachelor’s degree in human resources, Business Administration, Data Analytics, Finance, or a related field.
• 3–5 years' experience in data analytics, reporting, budgeting, and project management, preferably within an HR or people-analytics context.
• Professional certification in HR (e.g. CHRP, SHRM, GPHR) or in analytics/BI (e.g. Microsoft Power BI, Data Analytics) is an added advantage.
• Strong knowledge of statistical analysis and data interpretation.
• Advanced proficiency in Power BI, Excel (VLOOKUP, INDEX-MATCH, VBA), and familiarity with AI-enabled analytics tools.

• Analyse workforce metrics, headcount trends, recruitment SLAs, turnover, retention and translate them into actionable insight rather than static reporting.
• Leverage workforce analytics and predictive modelling to forecast talent needs, identify risks, and optimise resource allocation.
• Automate and enhance HR reporting using tools such as Power BI, Excel VBA, Smartsheet, and incorporate emerging AI / GenAI capabilities.
• Build and maintain predictive HR dashboards that integrate data across HRIS, payroll, and workforce systems for a single, decision-ready view.
• Reframe traditional people metrics into insight-led measures e.g. predictive attrition modelling, retention-risk scoring, and productivity and capability analytics.
• Apply predictive analytics and statistical models to assess attrition risk, talent-pipeline effectiveness, and workforce trends ahead of demand.
• Establish internal controls and standards that ensure accuracy, consistency, and integrity of HR data.
• Track and monitor HR budget performance against actuals, identifying variances and recommending corrective actions in advance.
• Support OPEX management by analysing cost drivers, forecasting spend, and identifying efficiency opportunities and discipline.
• Establish standardized budgeting and forecasting frameworks to promote consistency and fiscal discipline across the HR function.
• Coordinate the annual HR business planning cycle with HR, Finance, and departmental stakeholders, ensuring timely, accurate inputs.
• Coordinate preparation of HR board papers and reporting, gathering data across HR functions and aligning commentary with all key stakeholders ahead of submission.
• Develop high-impact presentations and analytical materials for leadership and board audiences that are fully aligned to business priorities and required solutions
• Participate in strategic operational meetings to align HR analytics with business priorities.
• Redesign HR ways of working through AI-enabled automation and process optimisation, moving teams from effort to impact.
• Monitor HR risk, compliance, and audit findings, ensuring timely resolution and continuous improvement.
• Oversee HR administrative and reporting processes, including data governance, document control, and reporting standardization.

• Advanced proficiency in Power BI, Excel (including VBA), and Smartsheet for visualization, automated reporting, and workflow automation.
• Working knowledge of HRIS, payroll, and workforce database systems, with the ability to integrate and reconcile data across platforms into a single source of truth.
• Applied use of AI and GenAI tools to accelerate analysis, automate routine reporting, and generate people insights at speed.
• Strong grounding in HR budgeting, OPEX management, and financial/cost analysis, including headcount cost modelling.
• Applied knowledge of statistical and predictive analytics methods for workforce trend, attrition, and pipeline analysis.
• Strategic thinking and business acumen -connecting people data to commercial outcomes.
• Excellent communication and stakeholder engagement, with the ability to influence across HR, Finance, and business units and present with authority to senior audiences.
• Strong analytical and problem-solving mindset, translating complex data into clear, actionable insight and a compelling narrative.
• High attention to detail and an uncompromising commitment to data accuracy and integrity.
• Curiosity and a continuous-improvement mindset; actively seeking smarter, AI-enabled ways of working that move teams from effort to impact.
• Collaborative and adaptable, comfortable operating across cross-functional teams
• Advanced proficiency in Power BI, Excel (VLOOKUP, INDEX-MATCH, VBA), and familiarity with AI-enabled analytics tools.

• Bachelor’s degree in human resources, Business Administration, Data Analytics, Finance, or a related field.
• 3–5 years' experience in data analytics, reporting, budgeting, and project management, preferably within an HR or people-analytics context.
• Professional certification in HR (e.g. CHRP, SHRM, GPHR) or in analytics/BI (e.g. Microsoft Power BI, Data Analytics) is an added advantage.
• Strong knowledge of statistical analysis and data interpretation.
• Advanced proficiency in Power BI, Excel (VLOOKUP, INDEX-MATCH, VBA), and familiarity with AI-enabled analytics tools.