Background

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 at site.

Job Purpose

To strengthen People Operations effectiveness by establishing reliable workforce data governance, standardized HR process frameworks, and evidence-based compliance mechanisms across the organization.

The role will ensure that workforce data is accurate, timely, and usable for operational and strategic decision-making, support the design and documentation of key HR processes, and enable People-related projects through structured reporting, analytics, and process improvement initiatives.

Key duties and responsibilities

Workforce Data Governance & Administration

• Design and support implementation of workforce data governance standards across both direct and outsourced workforce environments.
• Establish standardized processes for data capture, validation, updates, storage and reporting to ensure data integrity across manual and automated systems.
• Coordinate periodic workforce data audits and reconciliation exercises (headcount, employee movements, attendance, leave utilization, documentation completeness).
• Support implementation and operationalization of automation initiatives (e.g., data management workflows, biometric attendance systems) and ensure integration of attendance insights into payroll governance and workforce analytics.
• Collaborate with HRBPs to ensure key stakeholders (Line Managers, HRBPs, Site HR teams) take ownership of workforce data responsibilities that support operational decision-making.

Process Governance, Design & Documentation

• Define governance structures for key HR processes including payroll, onboarding/offboarding, performance reporting and workforce transitions.
• Develop and maintain process maps, workflows, SOPs, control checklists, and documentation blueprints to standardize HR practices across locations.
• Conduct process analysis and improvement reviews to identify inefficiencies, control gaps, and opportunities for simplification.
• Support design and documentation of process frameworks within People-related transformation projects and system implementation initiatives.

People Data Analysis, Storytelling & Reporting

• Produce structured people analytics dashboards highlighting trends, risks, performance indicators and operational insights.
• Translate data into clear narratives and actionable insights that support Executive and leadership decision-making.
• Maintain a single source of truth for KPI definitions, reporting templates, and calculation methodologies.
• Identify emerging workforce patterns such as attendance trends, turnover risks, workforce cost dynamics, and compliance gaps.

HR Risk Management & Reporting

• Support maintenance of the Group HR Risk Register through data analysis, trend identification and mitigation tracking.
• Develop reporting tools and heatmaps to monitor people-related operational and compliance risks.
• Coordinate periodic compliance reviews and ensure evidence documentation for audit readiness.

Project Enablement & Process Improvement

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

Vendor Reporting & Compliance Governance

• Establish standardized reporting requirements for outsourced agencies including headcount, attendance, employee movements, payroll inputs and statutory compliance evidence.
• Analyze vendor performance trends and highlight service delivery risks or compliance gaps for action by HRBPs and leadership.

Stakeholder Collaboration

• Work collaboratively with HRBPs, Site HR teams, Finance, Procurement, Business Leaders, outsourced agencies and employee teams to ensure alignment on data standards, reporting requirements and process governance.
• Facilitate data-driven discussions and enable stakeholders to interpret workforce insights effectively.

Working relationships

• Internal Relationships: All departments
• External Relationships: Outsourced HR

Knowledge, experience and qualifications required

• 2–3 years’ relevant experience in people analytics, workforce data management, HR operations reporting, compliance tracking or process documentation within an FMCG, manufacturing or multinational organization.
• Demonstrated experience working in environments with high operational complexity, multi-site workforce structures or outsourced manpower models is desirable.
• Practical exposure to process improvement, reporting discipline, workforce data reconciliation or HR system implementation initiatives will be an added advantage.
• Demonstrated capability in advanced Excel data analysis (pivot tables, data modelling, lookups, PowerQuery preferred).
• Practical experience in process mapping, workflow documentation, and SOP development.
• Ability to design and implement data governance and compliance tracking mechanisms.
• Experience developing analytics dashboards and presenting insights to leadership.
• Understanding of HR operational processes such as workforce administration, attendance management, payroll inputs and employee lifecycle reporting.
• Exposure to HRIS or workforce automation initiatives (e.g., biometric systems) is an added advantage.
• Bachelor’s degree in human resource management, Business Analytics, Statistics, Information Systems, Business Administration or a related discipline.
• Specialist or professional certifications in areas such as: Data Analytics, Business Analytics, People Analytics, Process Improvement or Process Re-engineering, Project Management, HR Information Systems or Digital HR will be considered an advantage.

Competencies

Technical Competencies

• Workforce data governance and integrity management
• Process design, documentation and improvement methodologies
• People analytics, data visualization and story telling
• Compliance tracking and risk reporting
• Vendor reporting governance
• Project reporting and performance monitoring
• HRIS and workforce technology awareness

Behavioral Competencies

• Analytical thinking with strong attention to detail
• Structured problem solving and practical execution
• Ability to communicate complex data insights clearly
• Collaboration across diverse stakeholders and functions
• Professional judgement and confidentiality
• Accountability and follow-through on deliverables
• Self-starting and continuous improvement mindset

• Design and support implementation of workforce data governance standards across both direct and outsourced workforce environments.
• Establish standardized processes for data capture, validation, updates, storage and reporting to ensure data integrity across manual and automated systems.
• Coordinate periodic workforce data audits and reconciliation exercises (headcount, employee movements, attendance, leave utilization, documentation completeness).
• Support implementation and operationalization of automation initiatives (e.g., data management workflows, biometric attendance systems) and ensure integration of attendance insights into payroll governance and workforce analytics.
• Collaborate with HRBPs to ensure key stakeholders (Line Managers, HRBPs, Site HR teams) take ownership of workforce data responsibilities that support operational decision-making.
• Define governance structures for key HR processes including payroll, onboarding/offboarding, performance reporting and workforce transitions.
• Develop and maintain process maps, workflows, SOPs, control checklists, and documentation blueprints to standardize HR practices across locations.
• Conduct process analysis and improvement reviews to identify inefficiencies, control gaps, and opportunities for simplification.
• Support design and documentation of process frameworks within People-related transformation projects and system implementation initiatives.
• Produce structured people analytics dashboards highlighting trends, risks, performance indicators and operational insights.
• Translate data into clear narratives and actionable insights that support Executive and leadership decision-making.
• Maintain a single source of truth for KPI definitions, reporting templates, and calculation methodologies.
• Identify emerging workforce patterns such as attendance trends, turnover risks, workforce cost dynamics, and compliance gaps.
• Support maintenance of the Group HR Risk Register through data analysis, trend identification and mitigation tracking.
• Develop reporting tools and heatmaps to monitor people-related operational and compliance risks.
• Coordinate periodic compliance reviews and ensure evidence documentation for audit readiness.
• Support implementation of People projects by developing tracking dashboards, milestone reports, readiness tools and documentation repositories.
• Provide analytics support during workforce planning, HRIS implementation, process redesign and performance management adoption initiatives.
• Monitor project risks and ensure structured reporting on progress and outcomes.
• Establish standardized reporting requirements for outsourced agencies including headcount, attendance, employee movements, payroll inputs and statutory compliance evidence.
• Analyze vendor performance trends and highlight service delivery risks or compliance gaps for action by HRBPs and leadership.
• Work collaboratively with HRBPs, Site HR teams, Finance, Procurement, Business Leaders, outsourced agencies and employee teams to ensure alignment on data standards, reporting requirements and process governance.
• Facilitate data-driven discussions and enable stakeholders to interpret workforce insights effectively.

• Workforce data governance and integrity management
• Process design, documentation and improvement methodologies
• People analytics, data visualization and story telling
• Compliance tracking and risk reporting
• Vendor reporting governance
• Project reporting and performance monitoring
• HRIS and workforce technology awareness
• Advanced Excel data analysis (pivot tables, data modelling, lookups, PowerQuery preferred)
• Process mapping, workflow documentation, and SOP development
• Data governance and compliance tracking mechanisms design and implementation
• Analytics dashboard development and presentation of insights to leadership
• Understanding of HR operational processes (workforce administration, attendance management, payroll inputs, employee lifecycle reporting)
• Analytical thinking with strong attention to detail
• Structured problem solving and practical execution
• Ability to communicate complex data insights clearly
• Collaboration across diverse stakeholders and functions
• Professional judgement and confidentiality
• Accountability and follow-through on deliverables
• Self-starting and continuous improvement mindset

• 2–3 years’ relevant experience in people analytics, workforce data management, HR operations reporting, compliance tracking or process documentation within an FMCG, manufacturing or multinational organization.
• Demonstrated experience working in environments with high operational complexity, multi-site workforce structures or outsourced manpower models is desirable.
• Practical exposure to process improvement, reporting discipline, workforce data reconciliation or HR system implementation initiatives will be an added advantage.
• Demonstrated capability in advanced Excel data analysis (pivot tables, data modelling, lookups, PowerQuery preferred).
• Practical experience in process mapping, workflow documentation, and SOP development.
• Ability to design and implement data governance and compliance tracking mechanisms.
• Experience developing analytics dashboards and presenting insights to leadership.
• Understanding of HR operational processes such as workforce administration, attendance management, payroll inputs and employee lifecycle reporting.
• Exposure to HRIS or workforce automation initiatives (e.g., biometric systems) is an added advantage.
• Bachelor’s degree in human resource management, Business Analytics, Statistics, Information Systems, Business Administration or a related discipline.
• Specialist or professional certifications in areas such as: Data Analytics, Business Analytics, People Analytics, Process Improvement or Process Re-engineering, Project Management, HR Information Systems or Digital HR will be considered an advantage.