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
.

2. 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.

3. 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.

4. 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.

5. 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
.

6. 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.

7. 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
.

8. 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:

a)
Data Analytics, Business Analytics or
People Analytics

b)
Process Improvement, Lean or Process
Re-engineering

c)
Project Management (PMP, PRINCE2, or
equivalent)

d)
HR Information Systems or Digital HR

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

All candidates who meet the criteria outlined as
above are encouraged apply under the job vacancy “
Q