HR Data Management Analyst GBS Americas

1. Job Information

• Function: HR Services & Operations (HRSO)
• Organization: GBS Americas LATAM
• Reporting Line: HR Services & Operations Lead LATAM
• Location: GBS Bogotá (Regional LATAM Scope)
• Business Model: Global Business Services (GBS)

2. Role Purpose

The HR Data Management Analyst is responsible for operating and sustaining the regional HR data management control and governance model acting as a control tower for workforce data across LATAM.

The role aims to ensure data quality consistency traceability and compliance across integrated HR systems safeguarding payroll stability reliability of reporting and analytics and endtoend auditability while maintaining an efficient GBS operating model.

The position centralizes validations controls and permitted data corrections within GBS without removing country ownership and accountability for data quality operating under a clearly defined COE GBS Country governance framework.

3. Key Responsibilities

3.1 HR Data Governance & Data Quality Management

• Operate the regional HR data governance framework defined by the LATAM CoE ensuring consistent execution across countries.
• Act as regional data steward for critical data domains (Employee Organizational and payrollcritical data).
• Define document and maintain:
  • Countryspecific critical data fields
  • Golden sources by system
  • Data validation rules and quality standards
  • HR data dictionary and standardized definitions
• Monitor ongoing data quality indicators (completeness accuracy timeliness) identifying risks and deviations.
• Manage remediation plans with clear ownership and SLAs ensuring timely and effective closure.
• Prepare and publish monthly data quality scorecards and country heatmaps at regional level.

3.2 Data Flow Management Corrections & System Consistency

• Oversee and validate endtoend HR data flows across:
  • Workday (System of Record MySGS)
  • Payroll platforms (ADP Celergo BoB GlobalView)
  • Time & Attendance tools (GeoVictoria)
  • ERP and connected platforms (e.g. Leena AI)
• Execute critical reconciliations (Workday ADP T&A ADP) and standardized integration controls.
• Monitor interface health analyze data rejects and exceptions and coordinate resolution with HRIS IT and vendors.
• Perform authorized data corrections ensuring:
  • Compliance with governance rules
  • No reactivation of completed workflows or approvals
  • Full traceability documentation and audit evidence
• Clearly differentiate between operational data corrections and formal data updates escalating the latter through appropriate processes.

3.3 Payroll Stability Readiness & Analytics Enablement

• Ensure data readiness prior to payroll windows validating cutoffs integrations and critical exceptions.
• Produce and maintain the Payroll Data Readiness Statement as a formal input to payroll processing.
• Prevent payroll defects retroactive adjustments and reprocessing through preventive and detective controls.
• Ensure regional reports dashboards and executive presentations rely on certified and trusted data.
• Enable clean stable datasets for People Analytics and advanced reporting initiatives.
• Support automation and standardization of recurring reports and control artefacts.

3.4 Controls Audit & Compliance

• Execute operational controls related to:
  • Information security
  • Privacy and sensitive employee data handling
  • Compliance with internal policies and local regulations
• Support internal and external audits by providing:
  • Audit evidence packs
  • Control and integration logs
  • Exception tracking with SLA monitoring
• Participate in periodic access reviews and control effectiveness assessments.
• Contribute to preventive actions derived from audit findings and control gaps.

3.5 Stakeholder Management Training & Continuous Improvement

• Operate under a clear accountability model:
  • CoE: define governance frameworks policies and standards
  • GBS: operate monitor and enforce compliance
  • Countries: input data and retain final accountability for quality
• Collaborate closely with:
  • Country HR Operations Leaders
  • HR Ops & Services GBS teams
  • HRIS / IT Integration teams
  • External vendors (ADP T&A providers)
• Facilitate rootcause analysis (RCA) sessions and track preventive actions.
• Promote training and awareness initiatives on the impact of accurate data entry at source.
• Identify continuous improvement opportunities across processes controls standards and tool usage.

Qualifications :

4. Education & Experience

Education

Professional technical or technologist degree in Engineering Information Systems Data Statistics Business Administration Economics or related fields.

Experience

• 2 to 4 years of experience in HR Operations HR Data Management People Analytics or GBS / Shared Services environments.
• Handson experience working with Workday or other HCM platforms as systems of record.
• Experience supporting multicountry payroll processes and integrated HR systems.
• Experience engaging with regional stakeholders and external vendors.

5. Technical Skills

• Advanced Excel skills (reconciliations validations Power Query).
• Reporting and visualization tools (Power BI Tableau or similar).
• Solid knowledge of:
  • Data quality management
  • HR data governance and operational controls
  • System integrations and interface validations

6. Languages

• Spanish: Native
• English: Minimum B2 level (ability to operate effectively in a regional and global environment)
• Portuguese considered a plus.

7. Key Competencies

• Strong analytical skills and attention to detail
• High ownership and accountability mindset
• Ability to balance risk control and operational efficiency
• Structured communication and solutionoriented approach
• Resilience and prioritization during critical payroll periods
• Preventive mindset and continuous improvement orientation

8. Strategic Importance of the Role

• The HR Data Management Analyst is a critical enabler of the HR GBS LATAM model.
• The role functions as the quality gate for payroll reporting analytics and employee experience.
• Without controlled and reliable HR data the regional service model cannot scale sustainably.

Remote Work :

No

Employment Type :

Full-time