Employee support population
Global Tech & Operations HRBP remit; this describes the scope of support.
← Portfolio
Case study 01 / Workforce strategy & analytics
NIQ Workforce Intelligence
Making complex workforce data useful for global HR decisions—from organisation structure to location strategy.
01 / Problem
The question behind the work.
Global HR teams need consistent views of workforce structure, cost, and movement. Inconsistent job records, country exceptions, and reporting cutoffs can make those views difficult to reconcile.
02 / My ownership
What I took on.
In my role supporting global Tech & Operations HRBPs, I build workforce and organisation analyses, develop reusable dashboards and governance frameworks, and coordinate data standardisation with stakeholders.
03 / Solution
From problem to working solution.
- 01
Analyse spans and layers, reporting relationships, job levels, job families, and title architecture to identify structural risks.
- 02
Segment markets by labour-cost profile in a workforce-cost and location study to inform location strategy and workforce planning.
- 03
Reconcile business and country exceptions with stakeholder inputs and HRIS requirements; investigate employee-status and effective-date inconsistencies.
- 01Workforce records
- 02Structure & validation
- 03HR decisions
04 / Evidence
The work, with context.
Employees in the cost study
Population covered by the workforce-cost and location study, distinct from the HRBP support population.
05 / Results
What changed.
Gave geographically distributed HR teams consistent views of people priorities and strengthened employee-status validation and reporting-cutoff checks. The work informs workforce planning, organisation decisions, and location strategy.