# Senior HR Business Analyst - P3 at Sandvik

Sandvik is hiring a Senior HR Business Analyst - P3. Level rates it Little AI ●○○○; you can [apply on Sandvik](https://jobsbylevel.com/go/01a7bdfd-9100-4361-8a6b-1c9797810b5c?utm_medium=ai-agent).

AI Level 1, AI centrality 32 out of 100. South Africa, Kempton Park.

## Details

- Company: [Sandvik](https://jobsbylevel.com/companies/sandvik)
- AI level: AI Level 1 (score 32 out of 100)
- Location: South Africa, Kempton Park
- Posted: November 13, 2026
- Apply: https://jobsbylevel.com/go/01a7bdfd-9100-4361-8a6b-1c9797810b5c?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=senior-hr-business-analyst-p3-at-sandvik-ae8e61

## Description

Sandvik Mining is a global leading supplier in equipment and tools, parts, service and technical solutions for the mining and infrastructure industries. Applications include rock drilling, rock cutting, loading and hauling, tunnelling and quarrying. We are proud to be recognized on the Forbes Top 50 Global Employers List. The Role: The Senior HR Business Analyst is a senior specialist responsible for leading workforce analytics, business analysis, workforce planning, reporting, process optimisation and digital enablement initiatives. The role applies advanced analytical techniques, business insight and industry best practices to solve complex workforce and organisational challenges, influence decision-making and improve business performance. Operating with a high degree of independence and professional judgement, the incumbent serves as a trusted advisor to business and People leaders, providing strategic workforce intelligence, driving continuous improvement and automation initiatives, and building organisational capability in data-driven decision-making. Key Performance Areas: People Analytics, Commercial Insights and Decision Support Lead complex workforce analytics projects that support strategic business decisions and organisational effectiveness. Deliver commercially focused insights and recommendations that influence business and People decisions. Analyse and interpret workforce metrics, including headcount, turnover, vacancies, productivity, retention, absenteeism, recruitment and diversity. Integrate People, operational and financial data to provide actionable workforce intelligence. Apply root-cause analysis, forecasting and scenario modelling to support strategic decision-making. Proactively identify workforce risks, capability gaps and emerging trends, recommending appropriate interventions. Present workforce insights to leadership, highlighting business implications, risks and recommended actions. Challenge assumptions through data-driven insights, benchmarking and best practices. Act as a subject matter expert on workforce analytics and workforce intelligence. Coach stakeholders in the interpretation and application of workforce data. Workforce Planning and Cost Management Develop workforce forecasts, capacity plans and scenario models. Analyse workforce costs, productivity and resourcing requirements. Identify workforce optimisation opportunities aligned to business strategy. Support workforce budgeting and cost forecasting processes. Evaluate workforce risks associated with organisational changes, growth and restructuring. Business Performance and Benefits Analysis Partner with People leaders and business stakeholders to understand key business challenges and translate these into analytical requirements. Lead benefits-realisation and return-on-investment analysis. Develop business cases supporting workforce and People investments. Monitor delivery of planned benefits against approved business cases. Provide performance insights supporting strategic decisionmaking. Management Reporting and Dashboards Lead Human Capital reporting for Executive, Board and Committee forums, providing strategic workforce insights, risk indicators and recommendations to support business decision-making. Provide accurate data and analytical support for assigned statutory and legislative reporting, including Employment Equity and BBBEE requirements. Lead the design, development and optimisation of workforce dashboards and reporting solutions. Translate complex data into meaningful visual insights and business narratives. Continuously improve reporting efficiency, relevance and usability. HR Systems and Digital Enablement Lead identification and prioritisation of HR technology, automation and digital enablement opportunities. Define business requirements for HR systems and digital solutions. Lead continuous improvement initiatives across People processes. Analyse and redesign processes to improve efficiency and effectiveness. Lead

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/senior-hr-business-analyst-p3-at-sandvik-ae8e61

Source: https://jobsbylevel.com/jobs/senior-hr-business-analyst-p3-at-sandvik-ae8e61

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