Global HR Data Analyst

is an individual contributor position within the global total rewards & HRIS team as the main day-to-day counterpart. Key Responsibilities

1. 01

   Data modelling and data quality · Support to build and maintain HR data models (dimensions, facts, slowly changing dimensions, headcount and movement logic, etc.) across core HR, compensation, recruiting data, and other required data;

• Support to define and document metric definitions in the global HR data dictionary, and enforce consist use from global to regions;

• Profile, cleanse, and reconcile data from multiple sources, design and develop data validation rules and monitor data quality on an ongoing basis;

• Partner with total rewards and HR data manager to keep the semantic layer as the signle source of truth for all reporting.

2. 02

   Analysis and partnership · Deliver analysis on workforce cost, attrition, compensation positioning, and org structure that informs decisions, not just describes them;

• Work with regional total rewards and HRIS teams to consolidate local

into global solutions rather than one-off reports;

• Contribute to roadmap discussions with evidence: what is feasible, what it costs, what it replaces

3. 03

   Dashboards and data analytics · Build and continuously improve dashboards for global audiences, with the right metrics, granularity, and accessibility, and share the best practices to regional and local in a consistent way;

• Translate ambiguous business questions into clear analytical structures and visual designs that stakeholders can read in under a minute;

• Automate recurring reporting, phase our manual workbooks, and duplicate reports;

• Ensure data privacy and access controls are correctly applied in every deliverable.

4. 04

   BI and AI enablement · Use AI-assisted tools (e.g., AI coding assistants, natural language query, automated insight generation) to accelerate analysis and dashboard delivery;

• Partner with HRIS team to identify and prototype AI use cases that improve the employee and manager experience, e.g. policy Q&A, self-service data lookup, automated compensation approval process, automated data explanation, etc. · Support BI platform development and administration, including data refreshes, performance tuning, and user enablement with proper accessibility and in a compliant way. · Train HR users, where necessary. Reporting Line: · As individual contributor, this position will report directly to Sr. Manager, Total Rewards & Data Analytics Requirements: The must-have list is deliberately narrow: modelling depth and BI delivery capability are non-negotiable, while HR domain knowledge can be acquired on the job.

1. 01

   Must have · 3+ years in HR analytics, people analytics, or a data analyst role working with HR data · Strong SQL; comfortable with complex joins, window functions, and performance tuning · Hands-on data modelling experience — star schema, dimensional design, and the judgment to know when not to normalise · Proven experience building dashboards in a mainstream BI tool (Power BI, Tableau, or similar), including data model design, not only report layout · Working knowledge of SuccessFactors or a comparable enterprise HCM system, and an understanding of how HR data is structured (employee, position, org, job, compensation) · Ability to explain analysis to non-technical stakeholders in plain language, in writing and in person · Fluent English; additional languages an advantage given our regional footprint

2. 02

   Nice to have · Experience with AI-assisted development or LLM-based tools in a production or pilot context · Python or R for data preparation and analysis · Exposure to compensation and Total Rewards data · Experience in a multi-country, multi-entity environment with local data privacy requirements (GDPR, PDPA, and similar) Education & Experience： · Bachelor's degree in Statistics, Data Science, Computer Science, Information Systems, Business Administration or a related field;

• Minimum of 3 years of progressive experience in data analytics, business intelligence, HR analytics, or a related analytical function. · Experience in a manufacturing environment is preferred, with a solid understanding of workforce data, operational metrics, and organizational structures within a complex, global business setting. Skills: · Proficiency in data visualization and business intelligence tools (e.g., Power BI, Tableau), advanced Excel capabilities, and working knowledge of SQL. · Excellent analytical thinking, and stakeholder management skills. · Strong knowledge of HR processes and workforce analytics, including key HR metrics and KPIs · Ability to work effectively in a global, matrixed environment, with flexibility to support stakeholders across multiple time zones. Strong understanding of HR data governance, data quality management, and compliance with applicable data privacy and protection regulations.