About Estee Lauder Companies
ELC (Estee Lauder Companies) is a global leader in prestige beauty that delights consumers with transformative products and experiences, inspiring them to express their individual beauty.
They are the only company focused solely on prestige makeup, skin care, fragrance and hair care with a diverse portfolio of 25+ brands sold in 150 countries.
Infused throughout their organization is a passion for creativity and innovation; a desire to push the boundaries and invent the unexpected.
From a position of strength, The Estée Lauder Companies (ELC), the leader in prestige beauty products, embarked on the Leading Beauty Forward program, chartered to fuel product innovation and enhance market agility.
A key element of this strategy was the design of a new way to support its suite of 30 brands globally. The company chose Panama as being best suited to establish its new OneSource operation center.
This new center will initially deliver Finance, Human Resources and Legal services to ELC employees across several geographies and time zones.
Through a new innovative service minded approach, this center will redefine service standards globally at ELC. This new team will provide a one-stop-shop solution for the ELC businesses, supported by new customer engagement insights, new systems, and new reporting.
In addition to delivering exceptional service to the ELC businesses each day, the team will also be responsible for continuously streamlining work in pursuit of growing its service offering in support of achieving ELC’s strategic and business objectives.
New site, new team, new opportunity.
The HR Data Management Senior Analyst will participate in the development, design, execution, communication, and governance of HR-related Data Standardization and Data Quality strategies, including but not limited to the global Oracle EBS environment, as they pertain to Estee Lauder’s business and HR functional objectives.
The overall Data Standardization and Data Quality programs will also include documenting and communicating new HR Data and information standards for use in making business decisions.
This primarily includes, but is not limited to, the Oracle EBS application environment. The incumbent must have a deep and thorough understanding of HR data elements (local and global) and underlying technologies used to capture and maintain HR data, as well as Master Data Management guiding principles and best practices.
The role also entails partnering with other HR (Compensation, Talent) and non-HR (Finance, Real Estate, IT / Enterprise Data Management) functions to ensure overall quality and governance and to deliver accurate and timely data and information as required.
The overall Data Management program will also include documenting and socializing data and information standards for use in making business decisions.
This incumbent will be a key stakeholder and leader in the process design for important master data attributes and will be directly involved with the ongoing maintenance of the master data control lists.
The individual will also be a vocal participate within various Data Management and Data Governance forums and campaigns, will need to focus on usage and quality measurement, and will also frequently lead and oversee the coordination of country / region specific data impacts and information needs, and other duties as assigned.
A second area of direct responsibility is developing expertise and deep understanding of the flow of HR information across all global HR and enterprise applications.
Additionally, the incumbent will participate in the fulfillment and continuous improvement of HR master data management best practices.
Currently the suite of global HR and enterprise applications primarily consists of Oracle EBS, including both view and self- service transactional capabilities, and the OBIEE reporting platform sourced from the HR Data Warehouse.
As the suite of applications and systems capabilities expands, so too will the scope of this area.
A third key responsibility is to participate in enterprise projects where HR data expertise is required (Reorganization and Restructuring, Post COVID Recovery, Acquisition Integrations, etc.).
Identifies the focus and defines where to play, how to win and what capabilities and management systems are required.
Learns equally from successes and failures.