Human Resources Data and Project Manager

Job DescriptionThis role combines advanced workforce data analytics, HR project management, and high-level administrative support to the VP HR Americas Region and their HR Leadership Team. The position is responsible for turning HR data into strategic insights, ensuring the on-time delivery of HR projects, and providing specialized administrative support for confidential personnel matters, policy development, and executive initiatives.This role requires a strong analytical mindset, proficiency in data analysis tools, and the ability to translate complex HR data into meaningful reports and presentations. Be an architect, not just finding the data, but building the analyses and reports that make it useful. Understand business challenges and respond through various analytics products (e.g., data storytelling briefings, executive presentations, reports, and dashboards).Ambition and aspiration to develop into an HR Business Partner/Center of Expertise practitioner. This role will report directly to the VP HR Americas Region. Vertiv Americas comprises 15,000 employees and is growing in Canada, Mexico, Brazil, Colombia, Chile, Peru, and the United States.Key ResponsibilitiesHR Data Analysis & Reporting: (50%) Provides strategic and operational insights from analyzing employee data to providing actionable recommendations to leadership, e.g., identifying drivers of turnover and evaluating performance trends. Collects, validates, analyzes, and interprets workforce data from HRIS, payroll, recruiting, benefits, and performance systems to track trends in recruiting, headcount, and engagement. Develops and maintains HR dashboards and recurring reports to support data-driven decisions. Project Management: (30%) Leads or supports HR initiatives (e.g., system implementations, employee surveys, process improvements) from initiation through implementation. Identifies project risks, tracks milestones, and manages documentation.Executive Administrative Support: (20%) Provides confidential administrative assistance to VP HR Americas. They will manage executive calendars, coordinate meetings, prepare presentations, and drafts correspondence.Data Integrity & Process Improvement: Audits HR data to ensure accuracy and consistency. Identifies bottlenecks in HR workflows and recommends automated, data-driven solutions to improve efficiency.Compliance & Records Management: Ensures compliance with data privacy regulations (e.g., GDPR, equal employment reporting). Maintains confidential personnel records, employment contracts, and departmental forms. Key DutiesCensus Strategy & Data GovernanceHCM & ORC Stewardship: Maintain absolute data integrity within HCM and ORC, ensuring the system of record reflects the region's operational structure.Taxonomy & Audits: Lead critical audits for Business Taxonomy, organizational and financial reporting alignment, drives cost code accuracy, and validate billable vs. non-billable salaried headcount.Data Mobilization: Coordinate mass data uploads with HRIS for reorganizations or program shifts to ensure zero-loss transitions.Workforce Planning & Financial StewardshipForecast Accuracy: Review workforce plans for financial reasonability against regional budget targets.Run Rate & TA Synergy: Sync regional growth run rates with Talent Acquisition bandwidth to ensure hiring speed matches business needs.Cost Accountability: Monitor budgeted inactive requisitions and incentive plan (VIP/OIP) tracking to prevent regional cost overruns.Ad-Hoc Analysis & Investigative InsightsRapid Response Analytics: Provide high-speed, deep-dive analysis on "emergency" queries—such as sudden attrition trends, regional labor cost spikes, or diversity metrics.Problem Solving: Act as the "investigator" to find the root cause of data discrepancies between HR, Finance, and TA.Strategic Scenarios: Build "What If" models for the AMER HRVP to evaluate the impact of potential reorganizations or shifts in hiring strategy.Regional Accountability & Executive SupportThe "Accountability Engine": Surface performance and data outliers across the AMER HR team to drive a culture of precision.Executive Narratives: Synthesize complex census and financial data into clean, executive-level decks and briefings for global leadership.Specific ActivitiesCollect and analyze HR data from various sources, including HRIS, employee surveys, performance evaluations, and other relevant systems.Clean, transform, and validate HR data to ensure accuracy, consistency, and data integrity.Use data analysis techniques to identify trends, patterns, correlations, and insights related to HR metrics and key performance indicators (KPIs).Develop and maintain HR dashboards, reports, and visualizations to effectively communicate HR data and insights to stakeholders.Conduct statistical analyses and predictive modelling to support HR initiatives and identify potential risks or opportunities.Collaborate with HR stakeholders to understand data requirements and develop customized reports and analytics to meet their needs.Provide HR data-driven insights and recommendations to support strategic decision-making and drive HR initiatives.Monitor HR data to identify data anomalies, outliers, and data quality issues, and take corrective actions as necessary.Stay updated with HR trends, industry benchmarks, and best practices to enhance HR data analysis capabilities.Participate in HR projects and initiatives related to data analytics, including HR system implementations, process improvements, and automation.Partner with the corporate HR Data and Insights and/or Finance teams to drive data accuracy and ensure alignment.Required SkillsExperience: 3+ years in HR project coordination or analytics, with familiarity in employee lifecycle processes.Technical Skills: Advanced proficiency in Microsoft Excel (pivot tables, VLOOKUP) and data visualization tools (e.g., Power BI, SQL, Tableau). Experience with HRIS systems like Workday, SAP SuccessFactors, or Oracle HCM.Analytical Abilities: Strong capacity to interpret complex data and turn it into actionable insights.Confidentiality & Communication: Ability to manage highly sensitive and confidential information. Excellent written and verbal communication skills for presenting findings to executive stakeholders.QualificationsProven experience as an HR Data Analyst or similar role, with expertise in HR data analysis, minimum 3 years.In-depth knowledge of HR processes, metrics, and KPIs.Strong analytical and problem-solving skills, with the ability to extract insights from complex HR data sets.Proficiency in using data analysis tools and programming languages, such as Excel, R, Python, SQL, or other statistical software.Experience with data visualization tools, such as Tableau, Power BI, or similar platforms, to create compelling dashboards and reports.Familiarity with HRIS systems and their data structures, including data extraction and manipulation.Strong understanding of statistical analysis techniques, including correlation analysis, regression, and predictive modeling.Excellent attention to detail and accuracy in handling and analyzing HR data.Excellent communication and storytelling skills to effectively communicate data insights to both technical and non-technical stakeholders.Strong organizational and time management skills to handle multiple projects and meet deadlines.Ability to work independently and collaboratively in a team environment.Continuous learning mindset to stay updated with HR data analysis trends, tools, and best practices.Bachelor’s degree in HR, Data Science, Statistics, or a related field is advantageous.HR certifications or additional training in data analysis or statistics is a plus.Experience in the HR domain or working closely with HR stakeholders is preferred.About The TeamWork AuthorizationNo calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.Equal Opportunity EmployerWe promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability.