Specialist, HR Technology and Analytics, APEC

JOB SUMMARY

The Specialist, HR Technology and Analytics, APEC supports the reliable and effective operation of regional HR technology, payroll technology, data, reporting, and governance processes. The role provides hands-on system administration and user support, resolves and escalates complex issues, executes access, data-integrity, audit, and compliance controls, and supports recurring workforce and talent reporting. Working closely with hotel and Above Property HR teams, global technology teams, the role contributes to system implementations, enhancements, hotel transitions, and change adoption. The position also develops practical guidance, training, and process documentation that strengthens user capability, operational continuity, and data-driven decision-making across APEC.

CANDIDATE PROFILE

Education and Experience

Required

• Bachelor’s degree in business administration, Human Resources Management, Information Systems, Statistics, Data Analytics, or a related discipline from an accredited university preferred.
• One to two years of experience in HR technology, HR operations, payroll technology, reporting, data analytics, or a related field.
• Demonstrated ability to analyze data, investigate issues, maintain accurate records, and manage confidential employee information with appropriate discretion.
• Strong written and verbal communication skills, with the ability to translate technical or data-related matters into practical guidance for users and stakeholders.

Preferred

• Experience in the hospitality industry or a related field.
• Experience administering HR technology and supporting system implementations, enhancements or operational issue resolution.
• Proficiency in Microsoft Excel and experience with Power BI or equivalent reporting and data-visualization tools.
• Experience preparing user guides, process documentation, and training materials, and facilitating virtual learning or user-support sessions.
• Demonstrated ability to coordinate multiple stakeholders, manage competing priorities, and apply structured problem-solving and root-cause analysis.

CORE WORK ACTIVITIES

• Projects and Change Adoption: Contribute to regional and global HR technology initiatives and manage assigned workstreams, deliverables, risks, issues, and dependencies. Support change-impact assessment, stakeholder readiness, communications, training, and adoption activities to enable effective implementation and sustained use
• HR Technology Operations and User Support: Provide timely, practical support to hotel and Above Property users. Investigate complex systems, access, employee-record, talent-profile, and transaction issues; identify root causes; coordinate resolution; and escalate systemic or unresolved matters to global technology teams, service centers, or external providers as appropriate.
• Drive Employee Self-Service Knowledge Base: Partner with various stakeholders to build and maintain a structured knowledge base library that enables associates and HR Teams to obtain guidance through self-service channels.
• Training, Communication, and Knowledge Management: Keep users informed of system releases, outages, known issues, process changes, and required actions. Develop and maintain user guides, standard operating procedures, job aids, control documentation, FAQs. Plan and facilitate office hours, briefings, and virtual learning sessions.
• HR Analytics and Recurring Reporting: Produce, refresh, validate, maintain, and enhance regional workforce, talent, and HR operational reports and dashboards. Identify trends and exceptions, translate findings into clear insights that support business and HR decision-making.
• Data Integrity and Employee Lifecycle Support: Monitor recurring data-integrity measures and system exceptions, investigate incomplete, late, or inaccurate transactions, and work with local HR teams to complete corrective action. Provide guidance to employee lifecycle processes, global transfers, mass hiring, and hotel acquisition, conversion, or transition activities.
• Governance, Audit, and Compliance Controls: Execute recurring HR data, security, and compliance controls, including sample selection, source-document validation, exception investigation, evidence retention, and control sign-off. Support internal, external, corporate, and regulatory reporting or audit requirements and ensure that confidential employee data is handled in accordance with applicable policies and controls.
• System Optimization and Enhancements: Identify opportunities to improve HR technology, reporting, controls, and operational processes. Document business requirements, assess impacts, support solution design and testing, coordinate user acceptance activities, and monitor implemented enhancements to confirm that expected outcomes are achieved.