HR Data Analyst

Claymore Solutions; Taguig; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

Claymore Solutions is seeking an HR Data & Analytics Lead to drive people analytics, data governance, and HR tech initiatives across the organization. You will own data pipelines, reporting, and dashboards supporting talent reviews and development planning, while coordinating with IT, Finance, and HR leads to deliver scalable, secure solutions.

The role emphasizes governance, automation, and stakeholder collaboration, with a focus on building a robust training and data ecosystem that informs

Qualifications

• Experience in people analytics, HR systems, and operations analytics.
• Data governance and secure handling of confidential people data.
• End-to-end HR tech procurement (RFPs, integrations, data migration) encouraged.

Responsibilities

• Develop, govern, and optimize the People Data Network for HR lifecycle data.
• Deliver scheduled and ad hoc reporting, dashboards, and packs with adoption tracking.
• Design, build, and optimize scalable HR tech workflows and apps.
• Collaborate with IT/Engineering and Finance to provide usable insights and automation.

Skills

People analytics

HR systems

Operations analytics

Data governance

Survey design

Dashboarding

Google Apps Script

Data architecture

Vendor management

Education

Bachelor's degree in HR/IT/Business

Tools

Google Apps Script

Sheets/Forms pipelines

Data visualization tools

SOP/runbook development

Job description

RESPONSIBILITIES:

People Program & Operations

• Operate and support PM cycles with timely completion, calibration coverage, and high-quality outputs; build and publish PM reporting packs with correction cycles and defect controls; implement and optimize the PM system.
• Provide analytics for talent reviews, development planning, and succession.
• Maintain role/skill libraries and skills-to-role mappings; enable career paths and development tracking.
• Build and maintain the Development Plan system, its performance-cycle-linked workflows, and progress reporting. Build, maintain, and automate the training system end-to-end; maintain L&D dashboards; track training effectiveness; keep skills-gap coverage reporting current.
• Co-create the employee voice survey framework with L&D and Total Rewards, draft and refine survey items, and translate results into organizational insights.

Data Governance, Reporting & Analytics

• Develop, build, maintain, and govern the People Data Network linking lifecycle HR datasets.
• Develop and execute data-gathering strategies and tools for every HR touchpoint; consolidate, organize, and standardize people data with definitions, controlled inputs, and clean masterfiles.
• Ensure integrity, accuracy, confidentiality, access control, and version control; monitor data quality and resolve incidents with root-cause fixes.
• Deliver scheduled and ad hoc reporting, build and maintain SLA-based dashboards and insight packs, and conduct exploratory and predictive analysis with tracked adoption and impact.

Systems Design, Automation & HR Tech

• Design, build, implement, configure, and optimize scalable people-program systems. Assess, recommend, monitor, and implement HR tools, technology, and workflows.
• Establish SOPs, runbooks, templates, and standards. Monitor system health and coordinate fixes with IT/Engineering.
• Lead vendor sourcing and implementation end-to-end and own post–go-live hypercare and steady-state operations.
• Create, build, and maintain Apps Script workflow automations and measure their impact and run reliability.

Stakeholder Partnership

• Partner continuously with HR Leads (PM, TM, L&D, TA, Engagement, TR) to clarify needs, prioritize enhancements, and deliver usable tools and insights.
• Collaborate with IT/Engineering on reporting infrastructure, integrations, access controls, and reliability.
• Present insights and recommendations in a concise, decision-ready format to stakeholders and leadership. Provide data, analytics, and workflow automation support for Total Rewards in coordination with TR owners and Finance under secure handling controls, and support continuity actions through role risk cards and mitigation tracking.

REQUIREMENTS:

Experience: People analytics, HR systems, and operations analytics. Data governance and secure handling of confidential people data. Full vendor implementation lifecycle including UAT, go-live, and hypercare. Training system operation and effectiveness measurement. Survey design and insight translation.

Technical: Google Apps Script and Sheets/Forms pipelines; dashboarding and data visualization; system design and data architecture; HR tool/technology assessment; SOP and runbook development; incident and root-cause management.

Stakeholder: Multi-HR-workstream partnership; translates ambiguous needs into scalable systems; IT/Engineering and Finance/Total Rewards collaboration; co-creation with peer supervisors; concise, decision-ready presentation to leadership.

Preferred: End-to-end HR tech procurement (RFP scoring, integrations, data migration). Risk/continuity framework design. Software engineering hygiene (versioning, testing, peer review).