ASX: Powering Australias financial markets

Why join the ASX

When you join ASX youre joining a company with a strong purpose to power a stronger economic future by enabling a fair and dynamic marketplace for all.

In your new role youll be part of a leading global securities exchange with a strong brand. We are known for being a trusted market operator and an exciting data hub.

Want to know why we are a great place to work click on the link to learn more.

are more than a securities exchange!

The ASX team brings together talented people from a diverse range of disciplines.

We run critical market infrastructure with 1 in 3 people employed within technology. Yet we have a unique complexity of roles across a range of disciplines such as operations program delivery financial products investor engagement risk and compliance.

Were proud to foster a workplace where diversity is celebrated and inclusion is part of our everyday culture. Our employee-led networks champion LGBTIQ inclusion promote gender equality accessibility and wellbeing inspire giving and volunteering and celebrate cultural and religious events creating a sense of belonging for all. As an AWEI Bronze employer and member of the Champions of Change Coalition for gender equality were committed to a fair and inclusive workplace where everyone can thrive.

Your responsibilities

Workforce reporting & insights

• Own the workforce reporting and insights operating rhythm (cadence inputs quality checks approvals) aligned to the Workforce Planning & Insights governance calendar.
• Deliver workforce packs and written commentary (e.g. headcount/FTE vacancies turnover mobility critical roles spans and layers contingent workforce where relevant) translating data into clear narratives and recommendations.
• Design and maintain dashboards and self-service reporting (e.g. Workday reporting and other tools used at ASX) ensuring consistent definitions trusted data sources and adoption by P&C and leaders.
• Partner closely with the P&C Analyst to scope analysis review outputs uplift storytelling and ensure deliverables are accurate repeatable and audit-ready (assumptions sources and version control).

People data governance & stewardship:

• Establish and champion people data governance for workforce reporting (standards definitions ownership access controls and data quality monitoring) partnering with P&C Finance and Technology to resolve root causes of data quality issues.
• Ensure workforce insights and reporting comply with privacy obligations and internal data governance including appropriate handling of sensitive information.

Systems enablement (Workday / people systems):

• Support the Head of Workforce Planning & Insights in the ongoing optimisation of Workday and related people systems with a focus on reporting capability data quality process discipline and user experience.
• Partner with HRIS/Technology and vendors to triage reporting and data issues coordinate fixes/enhancements and support release readiness (testing comms training) for changes impacting workforce reporting and analytics.

Enablement of workforce planning & sufficiency:

• Enable the Head of Workforce Planning & Insights by providing high-quality data reporting and analysis to support Strategic Workforce Planning (SWP) and the Sufficiency of People Resources Assessment (SOPRA) including maintenance of baseline datasets agreed assumptions and consistent metrics.
• Contribute to documentation and artefacts that are auditable (e.g. definitions methodologies assumptions and evidence trails) to support internal assurance and regulatory expectations.

Leadership & ways of working:

• Provide day-to-day coaching prioritisation and quality assurance for the P&C Analyst supporting capability uplift in analytics reporting and stakeholder communication.
• Drive continuous improvement across workforce reporting processes reducing manual effort and improving speed-to-insight through automation standardisation and fit-for-purpose tooling.

Measures of Success

• Workforce reporting packs and dashboards are delivered to agreed cadence with consistent definitions and minimal rework.
• Workforce metrics are trusted: clear data owners documented methodologies strong version control and improved data quality over time.
• Leaders and P&C Business Partners report that insights are clear and actionable and support prioritisation and workforce decisions.
• Workday/people systems reporting capability is uplifted (greater self-service fewer manual workarounds faster issue resolution) through effective partnership with HRIS/Technology.
• The Head of Workforce Planning & Insights is enabled with timely high-quality analysis and artefacts that are audit-ready to support SWP and SOPRA governance

Experience

• Significant experience in workforce analytics people insights HR reporting management reporting workforce planning enablement and/or HR systems reporting.
• Strong data capability (advanced Excel required; Power BI and/or SQL desirable) including ability to reconcile datasets apply quality controls and explain results clearly.
• Experience producing executive-ready reporting (packs dashboards and commentary) with high attention to detail and strong storytelling.
• Knowledge of people data governance privacy and access controls; comfortable handling sensitive information with sound judgement.
• Experience with Workday reporting (and/or Workday Prism Analytics) or similar HRIS reporting including partnering with HRIS/Technology teams to deliver enhancements and resolve issues.
• Strong stakeholder partnering and ability to operate in a delivery-oriented cadence prioritising effectively and driving continuous improvement

Nice to have

• Experience building workforce dashboards and metrics in Power BI (or similar) and designing self-service reporting for leaders.
• Exposure to workforce planning concepts (demand/supply scenario modelling skills/capability frameworks spans and layers) and/or SOPRA-style governance reporting
• Experience working in a regulated environment and/or supporting risk assurance or audit-ready reporting discip

We make hiring decisions based on your skills capabilities and experience and how youll help us to live our values. We encourage you to apply even if you dont meet all the criteria of this role.

If you need any adjustments during the application or interview process to help you present your best self please let us know at

At ASX Group our diverse workforce is essential to build and maintain a fair and dynamic marketplace. We support flexible working and offer hybrid working options. Even if our roles are advertised as full-time we encourage you to apply if you are interested in part-time or other flexible working arrangements.

We will arrange for successful candidates to have background checks including reference and police checks completed as part of the on-boarding process.

To be considered for this position candidates must be legally authorised to work in Australia on a permanent basis without any restrictions.