Job Description

QSSU-LPD-PACS-PEOPLE ANALYTICS AND COMPLIANCE SPECIALIST

About this job
Q-Sourcing Limited trading as Q-Sourcing Servtec is a manpower management solutions firm operating in the East African Region in the countries of Uganda, Kenya, Tanzania, Rwanda, and South Sudan.

On behalf of our client in the manufacturing sector we are looking for a competent, skilled, and experienced People Analytics and Compliance Specialist to work in Mbarara.

Job Title: People Analytics and Compliance Specialist

Reports to: People Operations Manager

Location: Mbarara

Job Purpose

To serve as the organization’s technical architect of people data, process governance and compliance standards ensuring that workforce information is accurate, timely, and decision-ready across all markets.

The role is responsible for designing and embedding workforce data governance frameworks, standardising HR process documentation, establishing compliance mechanisms, and translating people data into evidence-based insights that enable sound Executive and operational decision-making. The Specialist partners with country HR teams defining the standards they execute while retaining direct ownership of analytics, reporting infrastructure, risk monitoring and process architecture across the organization.

Key duties and responsibilities

1. Workforce Data Governance & Administration

• Design and lead implementation of company-wide workforce data governance standards covering both direct and outsourced workforce environments across all markets.
• Establish and own standardized processes for data capture, validation, updates, storage and reporting to ensure data integrity across manual and automated systems company-wide.
• Coordinate periodic workforce data audits and reconciliation exercises (headcount, employee movements, attendance, leave utilisation, documentation completeness) across all markets.
• Lead implementation and operationalisation of automation initiatives (data management workflows, biometric attendance systems) and ensure integration of attendance insights into payroll governance and workforce analytics.
• Define the data ownership model across the company: establishing clear accountability for Line Managers, HRBPs, and Site HR teams as primary data actors and providing the governance framework within which they operate.
• Monitor data quality metrics and produce periodic data integrity reports for HR leadership.

1. Data Protection & Privacy Compliance

• Maintain working knowledge of applicable data protection and privacy legislation relevant to HR/People data and ensure HR processes are designed or updated to achieve and sustain compliance.
• Ensure that all workforce data governance frameworks, data collection processes and HR systems incorporate the principles of lawful basis for processing, data minimisation, purpose limitation, storage limitation and data subject rights.
• Partner with the HR team and Legal/Compliance functions to conduct periodic privacy impact assessments on HR processes that handle personal employee data (e.g., payroll processing, biometric data collection, attendance systems, employee mobility workflows).
• Establish and maintain an HR data register documenting categories of personal data processed, legal basis, retention periods and data flows, ensuring audit readiness at all times.
• Define and embed privacy-by-design standards into new HR process documentation, SOPs and system implementation projects (including HRIS and biometric systems) before go-live.
• Ensure that contracts and data sharing agreements with outsourced HR/manpower vendors include appropriate data processing clauses and that vendor data handling practices are audited periodically.
• Manage employee data subject access requests and privacy-related queries in coordination with HR leadership and Legal, within statutory timelines.
• Train and sensitise HR team members on data protection obligations relevant to their day-to-day handling of employee information.

1. Process Governance, Design & Documentation

• Own and maintain company-wide process governance for key HR processes including payroll, onboarding/offboarding, performance reporting, employee mobility and workforce transitions defining the standards that country teams implement.
• Develop and maintain process maps, workflows, SOPs, control checklists and documentation blueprints to standardise HR practices across all locations.
• Conduct process analysis and improvement reviews to identify inefficiencies, control gaps and opportunities for simplification including re-engineering support for HR system implementation.
• Design and document process frameworks within People-related transformation projects and system implementation initiatives, ensuring blueprints are completed and maintained before and after go-live.
• Ensure that all process documentation incorporates relevant data protection and compliance requirements as a design standard.

1. People Data Analysis, Storytelling & Reporting

• Produce structured people analytics dashboards highlighting workforce trends, risks, performance indicators and operational insights for HR leadership and the Executive team.
• Translate data into clear narratives and actionable insights that support Executive and leadership decision-making including Board-level workforce reporting.
• Maintain a single source of truth for KPI definitions, reporting templates and calculation methodologies across the company.
• Identify and surface emerging workforce patterns including attendance trends, turnover risks, workforce cost dynamics, outsourced workforce performance and compliance gaps.
• Consolidate workforce data across the company into unified reports, ensuring country-level inputs are consistent and reconciled.

1. HR Risk Management & Reporting

• Own design and maintenance of the HR Risk Register including risk identification, data analysis, trend monitoring and mitigation tracking.
• Develop reporting tools and heatmaps to monitor people-related operational, compliance and data protection risks across the organization.
• Coordinate periodic compliance reviews and ensure evidence documentation is maintained for internal and external audit readiness.
• Flag emerging people risks including data breach exposure, vendor non-compliance and labour law developments to HR leadership in a timely manner.

1. Project Enablement & Process Improvement

• Support implementation of People projects by developing tracking dashboards, milestone reports, readiness tools and documentation repositories.
• Provide analytics and process architecture support during workforce planning, HRIS implementation, payroll system rollout, process redesign and performance management adoption initiatives.
• Monitor project risks and ensure structured reporting on progress, milestones and outcomes is maintained throughout project lifecycles.

1. Vendor Reporting & Compliance Governance

• Design and own the company-wide standardised reporting framework for outsourced manpower agencies covering headcount, attendance, employee movements, payroll inputs and statutory compliance evidence.
• Build and maintain vendor performance dashboards and define the KPI framework against which agency performance is measured across the organization.
• Analyse vendor performance trends and flag systemic service delivery risks or compliance gaps to HRBPs and HR leadership for action.
• Ensure vendor data processing agreements align with data protection standards and that vendor compliance with these obligations is periodically reviewed.

1. Stakeholder Collaboration & Capability Building

• Work collaboratively with HRBPs, Site HR teams, Finance, Procurement, Legal, IT, Business Leaders, outsourced agencies and employee teams to ensure alignment on data standards, reporting requirements and process governance.
• Facilitate data-driven discussions and equip stakeholders to interpret workforce insights and act on them effectively.
• Build the data and process literacy of HR team members through targeted coaching, tools and reference documentation.

Requirements

Working relationships

Internal Relationships: People Operations Manager, HRBPs, Site HR Teams, Finance, Procurement, IT, Legal/Compliance, Business Line Managers, Executive/Board (reporting recipients)

External Relationships: Outsourced HR/Manpower Agencies, HRIS/Technology Vendors, External Auditors, Statutory Bodies (as required), Data Protection Authority

Knowledge, experience and qualifications required;

Experience and Knowledge:

• 3–5 years' relevant experience in people analytics, workforce data management, HR operations reporting, compliance tracking or process documentation within an FMCG, manufacturing or multinational organisation.
• Demonstrated experience working in environments with high operational complexity, multi-site or multi-country workforce structures, or outsourced manpower models.
• Hands-on experience in process re-engineering, workflow documentation and SOP development, preferably within an HR transformation or system implementation context.
• Demonstrated capability in advanced Excel data analysis (pivot tables, data modelling, lookups, PowerQuery); experience with BI/visualisation tools (e.g., Power BI, Tableau or equivalent) is an advantage.
• Working knowledge of data protection and privacy legislation applicable to HR data and practical experience applying these principles in HR process design.
• Experience developing analytics dashboards and presenting people insights to senior leadership or Executive audiences.
• Understanding of HR operational processes including workforce administration, attendance management, payroll inputs and employee lifecycle reporting.
• Exposure to HRIS or workforce automation initiatives (e.g., biometric systems, payroll systems) is an added advantage.

Qualifications:

• Bachelor’s degree in human resource management, Business Analytics, Statistics, Information Systems, Business Administration or a related discipline.
• Specialist or professional certifications in any of the following will be considered a significant advantage:

1. a)Data Analytics, Business Analytics or People Analytics
2. b)Process Improvement, Lean or Process Re-engineering
3. c)Project Management (PMP, PRINCE2, or equivalent)
4. d)HR Information Systems or Digital HR
5. e)Data Protection / Privacy (e.g., IAPP CIPP, CDPO or equivalent)

Competencies:

Technical Competencies

• Workforce data governance, integrity management and data quality controls
• Data protection & privacy compliance in HR contexts
• Process design, documentation and improvement methodologies (process mapping, SOPs, workflow architecture)
• People analytics, data visualization and executive storytelling
• Company-wide compliance framework design and risk reporting
• Vendor reporting governance and KPI framework development
• Project reporting, milestone tracking and performance monitoring
• HRIS and workforce technology awareness

Behavioural Competencies

• Analytical thinking with strong attention to detail
• Structured problem solving and practical execution
• Ability to communicate complex data insights clearly to non-technical audiences
• Collaboration across diverse stakeholders, functions and geographies
• Professional judgement, discretion and confidentiality in handling sensitive people data
• Accountability and consistent follow-through on deliverables
• Self-starting and continuous improvement mindset
• Comfortable operating in ambiguous, fast-moving environments with multiple concurrent priorities