Overseas HR Analytics Manager - #1171580

Our company's overseas business is in a phase of rapid expansion. Currently, the overseas HR system lacks a unified metrics framework and data standards. HR data across regions is scattered across multiple systems (HRIS, recruitment systems, payroll systems, etc.), with inconsistent metric definitions, making it impossible to effectively support management's workforce decisions. We are looking for a candidate with hands-on experience in building an HR metrics library from scratch to lead the planning, design, and implementation of the overseas HR metrics framework.

Key Responsibilities

1. Building the Metrics Library from Scratch (Core, ~60% workload)

● Build and continuously iterate a comprehensive overseas HR data metrics system covering recruitment, compensation, performance, training, employee relations, labor costs, organizational effectiveness, etc., unifying metric definitions, data dimensions, and statistical standards.

● Establish and maintain a unified HR Data Dictionary and KPI framework to ensure consistent, cross-comparable metric definitions across regions and subsidiaries.

● Work closely with HR module owners and business stakeholders to understand key measurement needs, translating business questions into quantifiable, trackable metric definitions.

● Establish a regular update and iteration mechanism for metrics, continuously optimizing the metrics library based on business changes and strategic adjustments.

2. Data Governance and Standards (~20% workload)

● Lead overseas HR data governance, unifying data standards for employee master data, compensation, attendance, performance, etc., and standardizing data entry, update, and archiving processes.

● Establish data quality validation and anomaly monitoring mechanisms, troubleshooting and fixing abnormal, missing, and duplicate data to ensure accuracy, completeness, and compliance of core HR data.

● Participate in HR system data architecture design, ensuring smooth data integration between the metrics library and existing HRIS (e.g., Workday, SAP SuccessFactors, etc.).

3. Data Analysis and Visualization Dashboards (~15% workload)

● Design and build HR data dashboards based on the metrics system, covering core scenarios such as headcount, turnover rate, recruitment efficiency, labor costs, and workforce productivity.

● Regularly produce monthly/quarterly/annual HR data analysis reports, identifying trends, risks, and optimization opportunities.

● Quickly respond to ad-hoc data requests from management and business departments, providing data support and decision-making recommendations.

4. Cross-functional Collaboration and Enablement (~5% workload)

● Work closely with HRBPs, recruitment, compensation, finance, and other teams to drive the application of metrics in various business scenarios.

● Gradually enhance the data literacy and self-service analysis capabilities of the HR team, promoting a data-driven decision-making culture.

Requirements

● Education: Bachelor's degree or above, preferably in Statistics, Data Science, Computer Science, Information Management, Human Resources, or related fields.

● Experience: 5+ years of experience in HR data analysis, People Analytics, or HRIS analysis, including at least 1 year of overseas or multi-region HR data management experience.

● From-scratch experience: Proven experience leading or deeply participating in building an HR metrics system from 0 to 1, with the ability to clearly describe the methodology, challenges, and outcomes.

● Tools: Proficient in SQL for data querying and cleaning; skilled in at least one mainstream BI tool (Tableau, Power BI, FineBI, etc.) for report development and visualization.

● HR business acumen: Familiar with the business logic of all HR modules, proficient in the calculation definitions and business implications of core HR metrics.

● Language: Fluent in both Chinese and English, able to independently produce and present analysis reports in both languages.

Preferred Qualifications

● Experience with data management in mainstream HRIS systems such as Workday or SAP SuccessFactors.

● Proficiency in Python or R for data analysis is a plus.

● Experience in People Analytics or HR data consulting projects at consulting firms (e.g., Mercer, WTW, Deloitte).

● Familiarity with labor regulations and data privacy compliance requirements (e.g., GDPR) in major overseas regions (e.g., Southeast Asia, Europe, North America).