HR Data Intake Partner

Role Purpose Statement

The HR Data Intake Management serves as an operational interface between HR Business Partners (HRBPs) and HR Operations teams, ensuring seamless coordination and execution of HR service delivery. This role brings a good understanding of HRIS and data to enable seamless execution of HR transactions, ensures data quality, and drive process improvement. It combines advisory responsibility, understanding data needs, transaction coordination, stakeholder management, and query resolution to ensure accurate and timely delivery of HR operations services, while building a proactive service partnership model with HRBPs.

Main Accountabilities

1. Service Intake & Request Management

• Receive requests from HRBPs and initiate employee lifecycle transactions including new hire, job changes, global transfers, separations, position management, and organizational structure updates etc.
• Ensure accuracy and completeness of HRBP data transaction; highlight risks related to duplication or data inconsistencies, validate and enhance data for the request, ensure policy compliance to help pro-active decision-making.
• Categorize requests to ensure right prioritization, service levels, and triage to the appropriate teams / specialists within HR Ops Service delivery of One Bunge network.
• Monitor the end-to-end status of HR transactions, resolves queries and provide direction to the HR Ops. Service delivery teams.
• Answer queries on execution progress, proactively addressing and escalating delays, and collaborating with teams to resolve potential roadblocks.
• Regularly review HRIS (SAP SuccessFactors) to review the transactions, edit, update, and maintain urgent transactions (if needed)
• Develop knowledge of Bunge policies (regional / global) and organization to partner effectively with HRBPs.

2. Stakeholder Management

• Serve as escalation point for HRBPs, conduct regular touchpoints to address friction.
• Conduct regular check-ins to identify friction points and provide guidance on data management processes, data quality, SLAs, and service models to HRBPs and HR Ops. service delivery and the COEs (as applicable)
• Deliver dashboards and insights on service intake and resolution trends.

3. Continuous Improvement & Service Innovation

• Develop and maintain process SOPs, advise and test HRIS / CRM configurations, collaborate on knowledge article creation, support automation & catalogue updates.
• Analyse repeat issues and flag structural service gaps
• Recommend automation, process redesign, or pilot initiatives based on HRBP & HR Ops feedback and transaction data."

Knowledge and Skills

Behavior

Improve Bunge's outcomes by making data-driven decisions, keeping the customer at the forefront of all they do, and proactively gaining insight into the global strategy.

Collaborate, effectively communicate with others and take initiative to continually develop themselves.

Pursue opportunities to solve problems and take action while maintaining the ability to manage work, even in times of challenge or change."

Technical

• Timely logging, validation, and resolution of HR transactions within SLAs
• Accuracy and completeness of HR transaction data and record management
• Reduction in escalations and repeat queries through effective first-level resolution
• Stakeholder satisfaction scores from HR Business Partners and HR Operations teams
• Quality and timeliness of governance reporting and data insights provided to leadership
• Strong communication, stakeholder management skills, and ability to influence across diverse teams
• Analytical thinking and problem-solving orientation with attention to detail
• Time management, planning and resilience
• Operational discipline and commitment to quality and compliance
• Proactive escalation management and conflict resolution skills
• Adaptability to evolving processes and continuous improvement mindset
• Proficiency in HRIS and transactional HR operations
• Collaborative approach with ability to provide consultative guidance"

Education & Experience

• Minimum years of relevant experience: 3 years and Total years of experience: 5 Years
• Must have experience: HR Operations / HR Outsourcing / Business acumen / Strong Excel
• Technical experience: Must have SuccessFactors Employee Central and ServiceNow CSM experience, knowledge of data, automation, workflows is an added advantage.
• Languages: Good understanding of business communication in English, plus knowledge of Portuguese / Spanish for LatAm), and other European languages is a plus.
• Good to have experiences/skills (Can be trained for learning/on-the-job): Payroll management / Benefits management / Time & Attendance / Employee experience mindset."