Data Governance & People Support

GEA Group, founded in Germany in 1881, is a global leader in engineering solutions, serving industries such as food and beverage, pharma, dairy, and more. With over 18,000 employees worldwide and a strong U.S. presence since 1929, GEA combines the heritage of a well-established company with the innovation of a forward-thinking industry leader. At GEA, we’re not just building equipment, we’re building lasting careers with an average employee tenure range from 5 to over 11+ years, reflecting the strong culture, growth opportunities, and support we provide.

Responsibilities / Tasks

The People Partner Reward, Data Governance & People Support is responsible for driving people data integrity, governance, reward compliance, and workforce analytics across BU Execution Americas within the NPE Division. This role acts as a strategic and operational partner to the business, ensuring that HR data in Workday is accurate, consistent, and aligned with organizational standards, while also safeguarding the proper application of corporate Reward & Benefits policies across the Business Unit.

The position plays a critical role in enabling sound decision-making through reliable staffing analysis, identification of data deviations, and strong HR data management practices. In addition, the role oversees key Reward processes for management positions, including job grading governance and the maintenance of salary structures, while promoting the use of AI-driven solutions to improve HR data quality, reporting efficiency, and decision support.

HR Data Accuracy & Governance

• Ensure high levels of accuracy, consistency, and integrity of organizational and employee data in Workday across BU Execution Americas.
• Act as the main focal point for HR data governance within the Business Unit, ensuring compliance with global standards, processes, and data quality requirements.
• Monitor, identify, and resolve data inconsistencies, structural deviations, and transactional errors impacting workforce information.
• Lead regular reviews and audits of HR data to proactively detect gaps, trends, and risks.
• Partner with HR Operations, People Partners, managers, and other stakeholders to ensure timely and accurate data maintenance in the ERP.

     

Staffing Analysis & Workforce Insights

• Conduct regular staffing analyses to support organizational decision-making, workforce planning, and reporting needs.
• Analyze headcount movements, organizational changes, vacancy status, position structures, and other workforce-related metrics.
• Identify and investigate data deviations affecting staffing reports and organizational transparency.
• Provide clear insights and recommendations to business and HR leaders based on workforce data trends and findings.

Reward & Benefits Governance

• Act as the Business Unit’s key guardian of corporate Reward & Benefits policies, ensuring consistent application across North America and Latin America.
• Supervise and support the implementation of corporate reward frameworks, guidelines, and governance principles within the BU.
• Advise business and HR stakeholders on reward-related matters, ensuring alignment with internal policies and market positioning principles.
• Support salary review processes, compensation-related analysis, and reward decision-making for management populations when applicable.

Grading & Salary Structure Management

• Lead and coordinate the grading process for management positions within the Business Unit, ensuring consistency, internal equity, and compliance with corporate methodologies.
• Maintain and monitor salary structures for management roles, ensuring appropriate positioning and alignment with approved compensation frameworks.
• Partner with HR, business leaders, and relevant Centers of Expertise to evaluate positions and maintain robust job architecture governance.

Your Profile / Qualifications

Educational Background

Bachelor’s degree in Human Resources, Business Administration, Industrial Engineering, Data Analytics, Finance, or a related field.

Professional Knowledge and Experiences

• Solid experience in HR, with strong exposure to Reward, Compensation & Benefits, HR data governance, workforce analytics, and organizational management.
• Experience working with HRIS/ERP systems, preferably Workday.
• Proven experience in job grading, salary structure management, and application of corporate reward policies.
• Experience in regional or multinational environments, ideally covering multiple countries across the Americas.
• Exposure to AI, automation, or digital HR solutions is considered a strong ad