Job Description

The People Partner Reward, Data Governance & People Support is responsible for driving people data integrity, governance, reward compliance, and workforce analytics across BU Execution Americas within the NPE Division. This role acts as a strategic and operational partner to the business, ensuring that HR data in Workday is accurate, consistent, and aligned with organizational standards, while also safeguarding the proper application of corporate Reward & Benefits policies across the Business Unit.

The position plays a critical role in enabling sound decision-making through reliable staffing analysis, identification of data deviations, and strong HR data management practices. In addition, the role oversees key Reward processes for management positions, including job grading governance and the maintenance of salary structures, while promoting the use of AI-driven solutions to improve HR data quality, reporting efficiency, and decision support.

HR Data Accuracy & Governance

• Ensure high levels of accuracy, consistency, and integrity of organizational and employee data in Workday across BU Execution Americas.
• Act as the main focal point for HR data governance within the Business Unit, ensuring compliance with global standards, processes, and data quality requirements.
• Monitor, identify, and resolve data inconsistencies, structural deviations, and transactional errors impacting workforce information.
• Lead regular reviews and audits of HR data to proactively detect gaps, trends, and risks.
• Partner with HR Operations, People Partners, managers, and other stakeholders to ensure timely and accurate data maintenance in the ERP.

The People Partner Reward, Data Governance & People Support is responsible for driving people data integrity, governance, reward compliance, and workforce analytics across BU Execution Americas within the NPE Division. This role acts as a strategic and operational partner to the business, ensuring that HR data in Workday is accurate, consistent, and aligned with organizational standards, while also safeguarding the proper application of corporate Reward & Benefits policies across the Business Unit.

The position plays a critical role in enabling sound decision-making through reliable staffing analysis, identification of data deviations, and strong HR data management practices. In addition, the role oversees key Reward processes for management positions, including job grading governance and the maintenance of salary structures, while promoting the use of AI-driven solutions to improve HR data quality, reporting efficiency, and decision support.

HR Data Accuracy & Governance

• Ensure high levels of accuracy, consistency, and integrity of organizational and employee data in Workday across BU Execution Americas.
• Act as the main focal point for HR data governance within the Business Unit, ensuring compliance with global standards, processes, and data quality requirements.
• Monitor, identify, and resolve data inconsistencies, structural deviations, and transactional errors impacting workforce information.
• Lead regular reviews and audits of HR data to proactively detect gaps, trends, and risks.
• Partner with HR Operations, People Partners, managers, and other stakeholders to ensure timely and accurate data maintenance in the ERP.

Staffing Analysis & Workforce Insights

• Conduct regular staffing analyses to support organizational decision-making, workforce planning, and reporting needs.
• Analyze headcount movements, organizational changes, vacancy status, position structures, and other workforce-related metrics.
• Identify and investigate data deviations affecting staffing reports and organizational transparency.
• Provide clear insights and recommendations to business and HR leaders based on workforce data trends and findings.

Reward & Benefits Governance

• Act as the Business Unit’s key guardian of corporate Reward & Benefits policies, ensuring consistent application across North America and Latin America.
• Supervise and support the implementation of corporate reward frameworks, guidelines, and governance principles within the BU.
• Advise business and HR stakeholders on reward-related matters, ensuring alignment with internal policies and market positioning principles.
• Support salary review processes, compensation-related analysis, and reward decision-making for management populations when applicable.

Grading & Salary Structure Management

• Lead and coordinate the grading process for management positions within the Business Unit, ensuring consistency, internal equity, and compliance with corporate methodologies.
• Maintain and monitor salary structures for management roles, ensuring appropriate positioning and alignment with approved compensation frameworks.
• Partner with HR, business leaders, and relevant Centers of Expertise to evaluate positions and maintain robust job architecture governance.

Profile And Qualifications

Educational Background

Bachelor’s degree in Human Resources, Business Administration, Industrial Engineering, Data Analytics, Finance, or a related field.

Professional Knowledge and Experiences

• Solid experience in HR, with strong exposure to Reward, Compensation & Benefits, HR data governance, workforce analytics, and organizational management.
• Experience working with HRIS/ERP systems, preferably Workday .
• Proven experience in job grading, salary structure management, and application of corporate reward policies.
• Experience in regional or multinational environments, ideally covering multiple countries across the Americas.
• Exposure to AI, automation, or digital HR solutions is considered a strong advantage.

Other Skills & Competencies

• Strong knowledge of HR data management, data accuracy controls, and organizational governance.
• Strong analytical mindset with the ability to interpret workforce data and translate it into actionable insights.
• Sound understanding of compensation, benefits governance, grading methodologies, and salary structures.
• High attention to detail and strong problem-solving capabilities.
• Ability to manage sensitive and confidential information with discretion.
• Strong stakeholder management and communication skills, with the ability to work across countries, functions, and leadership levels.
• Proactive, structured, and solution-oriented approach.
• Advanced Excel and reporting skills; knowledge of dashboarding and analytics tools is an advantage.
• Fluency in English is required; Spanish and/or Portuguese are a plus.

The typical base pay range for this position at the start of employment is expected to be between $75,000 - $100,000 per year. GEA Group has different base pay ranges for different work locations within the United States.

The pay range is not a guarantee of compensation or salary. The estimated range is the budgeted amount for the position. Final offers are based on various factors, including skill set, experience, location, qualifications, and other job-related reasons. You may be eligible for additional rewards, such as discretionary bonus (based on eligibility) and/or equity awards.

GEA is an equal opportunity employer. Applicants will therefore receive consideration for employment without regard to age, sex, race, color, religion, world view, national origin, genetics, disability, gender identity, marital status, sexual orientation, veteran status or any other protected characteristic required by applicable law. Applicants with disabilities are welcome and will be given special consideration if they are equally qualified.

This position is based in the United States and does not offer visa or work sponsorship. Applicants must be authorized to work in the U.S. without current or future sponsorship.

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