HR Data Management Analyst - GBS Americas

HR Data Management Analyst - GBS AmericasFull-timeCompany DescriptionSGS is the global leader in inspection, testing and certification, setting the international benchmark for quality and integrity. Through GBS by SGS, we centralize essential services such as Finance, Human Resources, IT and Procurement to drive efficiency and innovation. Our GBS Americas hub in Bogotá supports transformation across Latin America and North America, enabling smarter operations and delivering exceptional value to our clients worldwide.Job Description1. Job InformationFunction: HR Services & Operations (HRSO)Organization: GBS Americas – LATAMReporting Line: HR Services & Operations Lead – LATAMLocation: GBS Bogotá (Regional LATAM Scope)Business Model: Global Business Services (GBS)2. Role PurposeThe 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 Responsibilities3.1 HR Data Governance & Data Quality ManagementOperate 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 fieldsGolden sources by systemData validation rules and quality standardsHR data dictionary and standardized definitionsMonitor 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 ConsistencyOversee 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 rulesNo reactivation of completed workflows or approvalsFull traceability, documentation, and audit evidenceClearly differentiate between operational data corrections and formal data updates, escalating the latter through appropriate processes.3.3 Payroll Stability, Readiness & Analytics EnablementEnsure 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 & ComplianceExecute operational controls related to:Information securityPrivacy and sensitive employee data handlingCompliance with internal policies and local regulationsSupport internal and external audits by providing:Audit evidence packsControl and integration logsException tracking with SLA monitoringParticipate 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 ImprovementOperate under a clear accountability model:CoE: define governance frameworks, policies, and standardsGBS: operate, monitor, and enforce complianceCountries: input data and retain final accountability for qualityCollaborate closely with:Country HR Operations LeadersHR Ops & Services GBS teamsHRIS / IT Integration teamsExternal 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.Qualifications4. Education & ExperienceEducationProfessional, technical, or technologist degree in Engineering, Information Systems, Data, Statistics, Business Administration, Economics, or related fields.Experience2 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 SkillsAdvanced Excel skills (reconciliations, validations, Power Query).Reporting and visualization tools (Power BI, Tableau, or similar).Solid knowledge of:Data quality managementHR data governance and operational controlsSystem integrations and interface validations6. LanguagesSpanish: NativeEnglish: Minimum B2 level (ability to operate effectively in a regional and global environment)Portuguese considered a plus.7. Key CompetenciesStrong analytical skills and attention to detailHigh ownership and accountability mindsetAbility to balance risk, control, and operational efficiencyStructured communication and solution‑oriented approachResilience and prioritization during critical payroll periodsPreventive mindset and continuous improvement orientation8. Strategic Importance of the RoleThe 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.By clicking the link above or any third-party link within this posting, you are leaving this site and going to a third-party website where the third-party website's terms and privacy policy applyJob LocationGoogle Maps requires functional cookies to be enabledI'm interestedI'm interestedPrivacy Notice