• Maintain accuracy, consistency, and completeness of employee data across all HR systems, ensuring alignment with internal standards and data privacy regulations.
• Conduct regular audits, troubleshoot data discrepancies, and implement corrective actions to strengthen data quality.
• Support HRIS enhancements and upgrades by validating data and ensuring continuity of reporting outputs.

• Produce timely and accurate HR reports (monthly, quarterly, annual, and ad-hoc), covering headcount, recruitment KPIs, attrition, workforce trends, and other HR metrics.
• Develop and maintain dashboards using Excel, Power BI, or HRIS reporting tools to support strategic workforce planning and operational HR needs.
• Translate complex datasets into clear, actionable insights, visualizations, and narrative summaries for leadership and HR stakeholders.
• Establish and refine reporting methodologies, KPIs, and analytical frameworks to continuously improve insight generation.

• Serve as back-up for Total Rewards, including Performance Management and variable pay-out.
• Support recruitment activities.
• Assist with other HR functions as needed.

• Monitor and analyze recruitment pipeline metrics, providing insights that optimize time-to-hire, candidate quality, and process efficiency.
• Support workforce planning, organizational development, and talent management initiatives by supplying data-driven insights and scenario models.
• Contribute analytical inputs for compensation benchmarking, succession planning, performance trends, and employee experience indicators.

• Redesign HR processes and reporting frameworks using AI tools, identifying opportunities to retire legacy systems like Anchor in favor of advanced AI solutions.
• Conduct AI opportunity assessments across performance management, compensation benchmarking, benefits administration, and compliance (e.g., pay transparency).
• Pilot and scale AI-driven HR tools, ensuring ethical adoption, data privacy compliance (aligned with Philippine labor laws), and measurable ROI.
• Foster a culture of AI curiosity within HR through training, workshops, and cross-functional collaboration.
• Monitor AI trends, benchmark against high-performing organizations, and recommend integrations for efficiency gains.
• Collaborate with HR, IT, and cross-functional teams to enhance system capabilities, streamline data flows, and improve user experience.
• Identify opportunities to automate manual reporting processes and develop scalable analytics tools to increase efficiency.
• Drive continuous improvement efforts by evaluating current processes, recommending enhancements, and implementing best-practice analytics standards.

• Serve as the Super User for HR Anchor or other existing HR systems
• Serve as the HR reporting and analytics SME, providing technical guidance on data structures, reporting logic, and system functionality.
• Investigate and resolve reporting issues, escalating system-related concerns as required.
• Offer consultation to HR teams on data interpretation, metrics definitions, and analysis approaches.

• Provide analytics support for strategic HR initiatives, organizational development programs, and change management activities.
• Participate in cross-functional projects requiring workforce analytics, modeling, or data insights.
• Proactively identify emerging trends and opportunities that inform HR strategy and continuous improvement of people processes.

• Conduct deep-dive analyses to understand drivers of workforce behaviors (turnover, engagement, performance, hiring outcomes, etc.).
• Provide scenario modeling and data simulations to support strategic planning and executive decision-making.

• Bachelor’s degree 
• At least 5 years work experience as HR Generalist with focus on Total Rewards
• Served as a Super User for at least one (1) HR System (HR Anchor, Workday, SAP)
• Experience working in a matrix organization preferably with exposure to Scandinavian business environments 
• Detail-oriented, with a strong commitment to accuracy and data integrity
• Analytical and critical thinker, able to interpret complex datasets
• Proactive and solution-oriented, anticipating issues before they arise
• Curious and continuous learner, staying updated on HR analytics best practices
• Resilient and adaptable, able to manage changing priorities and deadlines
• Professional and trustworthy, especially when handling confidential data
• Gets stuff done. Takes initiative. Understands and aligns new initiatives to company strategy. Listens extremely well to uncover business requirements that will help the HR team add value to the business./ Works diligently, ensuring key stakeholders are aligned.
• Works well with others. Knows the nuances of when to let others speak, and when/how to insert oneself without ego and always remain focused on identifying and solving the business problems at hand. Understands that influencing requires winning both hearts and minds.
• Is not afraid to challenge the way things are done. Have a knack for looking at things from new or different perspectives. Willing to challenge how things are done and take the best of the past to build something new and better for the future.
• Identifies with Hoegh Evi’s values (and leadership principles when applicable)