Automation & Insight Data Expert

****PLEASE NOTE WE WILL NOT BE ENTERTAINING THIRD-PARTY RESOURCES****

Role Overview 
The Automation & Insight Data Expert sits at the intersection of Oracle Fusion HCM data, Power Platform automation, and the analytics layer that turns HR data into leadership intelligence. This role owns what happens to that data downstream: the reports, dashboards, automation flows, and ultimately the AI readiness of the People Services data estate. This role drives the Tier 2 and Tier 3 automation roadmap and is the architect of scalable data operations.

What This Role Does 

• Reporting & Analytics — OTBI, Power BI & Data Scorecard
• Own the HR Report Hub: maintain the report directory on the intranet, ensure all OTBI reports are accessible to HR and HRBPs, and reduce reporting queries to the Data Quality Advisor.
• Build and maintain the monthly data quality scorecard — auto assembled from OTBI exports, emailed to HR leadership on the last Friday of each month via Power BI + Power Automate.
• Design and maintain the Power BI data quality dashboard with real time KPIs (completion rates, error trends, correction turnaround, null function counts).
• Deliver the weekly headcount variance report with automated threshold alerting (>5% triggers flagging to Kirsten/Data Quality Advisor).
• Produce the monthly Fusion vs Payroll headcount reconciliation — identify and track discrepancies to resolution within 5 business days.
• Build workforce snapshots and point-in-time comparisons for quarterly reviews, annual reporting, and ad hoc HRBP queries.

Automation Delivery — Power Platform & Fusion Native 

• Own Tier 2 automation delivery: build and maintain Power Automate flows for correction request routing, consultant remapping parallel approvals, leaver multiteam notifications, and new hire welcome pack triggers.
• Manage the correction request SharePoint tracker — configure the Power Apps form, maintain the workflow, ensure status visibility for the Data Quality Advisor.
• Support Tier 1 Fusion automation: provide functional requirements for OTBI schedulers, Fusion notification rules, and contract end date reminder alerts; own UAT and signoff.
• Maintain automation documentation — runbooks, flow diagrams, and change logs for all active automations so nothing is a single point of failure.
• Manage the automation backlog: triage ideas from HR Ops and HRBPs, size effort vs impact, and prioritise with the Data Quality Advisor.

Oracle Stabilization — Data Architecture & Readiness

• Ensure Oracle Fusion HCM data structures support automation — clean function codes, populated worker types, complete cost center assignments — by working upstream with Role 1 and IT.
• Map Oracle Fusion data outputs to downstream systems (Payroll, ISIT, Facilities) and identify gaps that would prevent automated triggers from firing correctly.
• Own the access reconciliation automation: build and maintain the script/flow that compares Fusion function codes against ISIT access logs weekly; surface discrepancies automatically.
• Prepare the People Services data estate for the Tier 3 AI layer: clean data pipelines, documented field definitions, and structured outputs that can serve an AI anomaly detection model.

AI Readiness & Tier 3 Roadmap (Month 4+) 

• Lead the proof of concept for AI anomaly detection on Fusion data — define the use cases, work with IT on API access, and evaluate outputs against known error patterns.
• Support development of the HR query bot: define the training data (HR process docs, report catalogue, training transcripts), test natural language responses, and manage ongoing accuracy.
• Explore natural language OTBI querying: work with IT and Oracle to enable HR to run reports via plain English prompts rather than report navigation.
  Maintain the automation roadmap document — updated monthly, version controlled in SharePoint, shared with HR leadership as a forward-looking view of capability development.

HR Capability & Self Service 

• Deliver Module 2 (Reports Navigation) and maintain the intranet report directory so HR Ops and HRBPs can self-serve without querying the Data Quality Advisor.
• Create and maintain quick reference guides for key OTBI reports — what each show, when to use it, and what a validation check looks like.
• Facilitate the monthly data clinic alongside the Data Quality Advisor: contribute the scorecard data, surface automation-led fixes for recurring errors, and present roadmap progress.

What We’re Looking For 
Essential Experience

• Handson Power Platform experience: Power Automate flow building, Power BI report and dashboard creation, SharePoint list/form configuration.
• HR data analytics background — comfortable working with workforce data, headcount reporting, and reconciliation between systems.
• Experience with OTBI or equivalent HR reporting tools; able to configure scheduled reports and interpret exception outputs.
• Demonstrated ability to translate a manual HR process into an automated flow — from requirements through to testing and deployment.
• Oracle Fusion HCM familiarity, or equivalent enterprise HCM system with a data/reporting focus.

Skills & Capabilities 

• Systems thinker – sees how data flows between Oracle, Payroll, ISIT, and Facilities and spots where automation breaks if upstream data is wrong.
• Automation first mindset: defaults to ‘how do we stop doing this manually?’ rather than optimizing manual processes.
• Strong data visualization skills – can turn exception data and quality scores into a clear, credible leadership dashboard.
• Comfortable with ambiguity in the Tier 3 AI space – able to scope a proof of concept, test outputs, and make a go/no-go recommendation.
• Confident stakeholder communicator: able to explain automation concepts to nontechnical HR stakeholders and translate HR requirements to IT.

Desirable 

• Experience with AI/ML tooling in an HR or data context (Copilot, Azure AI, or equivalent).
• Familiarity with Oracle Fusion HCM APIs or integration architecture.
• Python or SQL literacy for data reconciliation scripting (desirable, not essential — Power Platform first).
• Experience building training datasets or Q&A bots using HR process documentation.