HR Data Management Analyst - GBS Americas

SGS 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.
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.