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 end‑to‑end 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 payroll‑critical data).
• Define, document, and maintain:
  • Country‑specific 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 end‑to‑end 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 cut‑offs, 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 root‑cause 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.

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.
• Hands‑on experience working with Workday or other HCM platforms as systems of record.
• Experience supporting multi‑country 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 solution‑oriented 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.