People Analytics

Organization: Group HR department

Reporting line : Group HRIS Director

At Nexans, we're rebuilding how we see our people data. In 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 we're 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 Group's 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 c