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What I’m About

Brendan Lys
By
Brendan Lys
Brendan Lys

Operating at the intersection of Human Resources and Data Science, I leverage extensive specialist experience within Human Resources, with the methodologies and approaches of Data Science. This focus on the discovery of actionable insights from data, has been applied to areas such as: remuneration & benefits, workforce planning, recruitment, health & safety, diversity, and training. But what does the application of data science to HR challenges and opportunities actually look like. Within an HR framework the data we work with typically comes directly from our HRMIS, an advantage of using data science methodologies is that we can bring in additional data either held within the organization or from external sources - data which is out of reach from a pure HR analytics approach. Consider for example position descriptions, these contain a wealth of data that we typically ignore as its not in a analysis ready format. A side project I'm working on currently (April 2019) is using text mining on job descriptions to provide insights into which job family the position may fit into. The insights of my work have been enjoyed by organizations across a diversity of sectors including: Government (Australia and New Zealand), ASX and NZX listed companies, utilities, not for profit and higher education.

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QUICK SUMMARY

Welcome to Human Resources Explained (now People Managing People), and thank you for dropping by. My name is Brendan, and I’m the person behind this site. I’m an HR Practitioner with experience with multinationals, Government organisations, and the odd degree as well. Probably the first thing you should know about me is that I’m not […]

What I Am About Featured Image

Welcome to Human Resources Explained (now People Managing People), and thank you for dropping by. My name is Brendan, and I’m the person behind this site. I’m an HR Practitioner with experience with multinationals, Government organisations, and the odd degree as well.

Probably the first thing you should know about me is that I’m not an expert, I tend to find that most HR experts are too busy leading HR for multinational companies, writing books, or lecturing, etc, to maintain websites. And the unfortunate truth is that this online scarcity of experts had been filled by those who are very happy to call themselves experts or guru’s etc. So if I’m not an HR expert, what am I? The fact is I’m lucky. Lucky that the university I initially enrolled in to study IT, happened to have some of the leading Organizational Psychologists in the country as academics, and that I changed to a Psych major in my second year. I’ve also been incredibly lucky with the managers and mentors that I’ve had right though my HR career, people who have been incredibly generous with their knowledge. There’s a common saying around employment that people join organisations and leave managers, my experience has been the polar opposite, I’ve stayed (and indeed joined organizations) because of my managers.

So that brings us to why this site, why do I spend time creating content and figuring out how to build a website? I actually feel an obligation to share the learning’s and insights that I’ve gained through opportunities I’ve enjoyed, and those amazing mentors and managers who taught me so much. And not all of it will work for you, some of it may have absolutely no relevance to your career or your journey, but that’s your decision to make, and I’m putting this information online so you can make that decision.

Brendan Lys
By Brendan Lys

Operating at the intersection of Human Resources and Data Science, I leverage extensive specialist experience within Human Resources, with the methodologies and approaches of Data Science. This focus on the discovery of actionable insights from data, has been applied to areas such as: remuneration & benefits, workforce planning, recruitment, health & safety, diversity, and training. But what does the application of data science to HR challenges and opportunities actually look like. Within an HR framework the data we work with typically comes directly from our HRMIS, an advantage of using data science methodologies is that we can bring in additional data either held within the organization or from external sources - data which is out of reach from a pure HR analytics approach. Consider for example position descriptions, these contain a wealth of data that we typically ignore as its not in a analysis ready format. A side project I'm working on currently (April 2019) is using text mining on job descriptions to provide insights into which job family the position may fit into. The insights of my work have been enjoyed by organizations across a diversity of sectors including: Government (Australia and New Zealand), ASX and NZX listed companies, utilities, not for profit and higher education.

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