People Operations & Data Administrator in London

Music is Universal. It’s the passionate and dedicated team at Universal Music who help make us the world’s leading music company. From A&R to finance, legal to digital, sales to marketing, Universal Music is the place to grow and develop your career within a truly commercial and innovative business that leads in everything it does.

Everyone is welcome to apply for our roles, and we are determined to ensure that no applicant or employee receives less favourable treatment because of gender, race, disability, sexual orientation, religion, belief, age, marital status, background, pregnancy, or caring responsibilities. We also recognise the importance of diversity of thought within our teams and are fully committed to embracing the talents of people with autism, dyslexia, ADHD, and other forms of neurocognitive variation. We will always seek to make appropriate adjustments to recruitment, workplaces, and work processes to be fully inclusive to people with different needs and working styles. If you need us to make any reasonable adjustments for you from application onwards, including alternatives to the online form or to disclose a neurocognitive condition, please email.

The People Operations / HR Administrator is responsible for handling all workforce administration, ensuring all people/HR records are accurate and up to date, providing accurate accompanying paperwork, running data checks, answering queries in a timely manner and producing relevant reporting that drives efficiency across the team and supports improved decision-making. This role will work alongside our People Business Partners and Advisers and will be a key contributor to our People Operations, Data and Systems teams in the UK. Excellent communication, collaboration, attention to detail, discretion and customer service skills are essential for this role, as is a good knowledge of Workday.

A Day in the Life of a People Operations & Data Specialist

• You will provide Workday support to the People, Inclusion and Culture team and to employees based in the UK, including:
• Managing large volumes of transactions, including but not limited to: New Hires, Job Changes, Leaves of Absence, One-Time Payments and Leavers processes.
• Acting as the first point of contact for queries on Workday, such as navigation, transaction progress, automated reporting, holiday balances and organisation structure.
• Ensuring a seamless handover of new starters from Talent Acquisition Operations. This includes checking that onboarding paperwork is complete and right to work checks are completed and recorded. Work with the relevant People Adviser where necessary.
• Being responsible for the ServiceNow ticketing system, including responding in a timely manner, keeping employees up to date and managing the workload collectively.
• Calculating holiday allowances for relevant employee groups.
• Drafting, sending and electronically storing all paperwork for contractual changes post-day one, working closely with the relevant People Adviser.
• Working closely with the UK Payroll team to ensure accurate and timely transfer of Workday data to Payroll.
• Supporting the Annual Compensation Review process, including data audits ahead of the Advanced Compensation launch.
• Serve as a subject matter expert alongside the global People Operations and Data teams.
• Supporting the People Leadership Team, People Advisers and People Business Partners with accessing data in Workday for their reporting needs.
• Supporting PIC and the wider business by troubleshooting and resolving functional issues and providing direct support for Workday users when required.
• Creating and maintaining electronic file storage.
• Collaborating with the PIC team in the UK to drive continual process improvement and efficiencies.
• Demonstrating experience or knowledge of HR process mapping and management and reviewing processes where needed.

Data, Systems and Auditing

• Support the wider People Operations, Data and Systems functions by:
• Performing audits for data accuracy and integrity of UK data.
• Assisting in identifying and addressing opportunities for internal process improvement by eliminating unnecessary procedures, automating applicable tasks and simplifying actions wherever possible.
• Supporting the People Systems team by testing new system configurations when required.
• Developing an understanding of the relationship between systems, i.e., Workday, IT networks and Payroll.

About You

Skills/Abilities:

• Understanding of the employee life cycle and HR business processes.
• Strong time-management, organisational and interpersonal skills, including effective written and verbal communication.
• Excellent attention to detail, strong follow-through, analytical and problem-solving skills, and sound judgement.
• Ability to handle highly sensitive data with confidentiality and discretion, and to exercise appropriate judgment.
• Strong stakeholder-management skills and the ability to build effective relationships across the business.
• A team-oriented approach balanced with ability to work independently with minimal supervision.
• Experience working in cross-functional groups and across multiple countries.
• Confidence to ask questions, challenge existing practices and seek opportunities for improvement, demonstrating a proactive approach to continuous improvement.
• Ability to work effectively in a fast-paced environment and adapt to changing priorities.

Experience:

• Experience of initiating Workday business processes covering the full employee life cycle, from requisition creation and hiring through to job changes and terminations. Open to experience with other large enterprise HRIS systems.
• Proficient in MS Office, with strong Excel skills, and experience working in SharePoint.
• Experience of using ticketing systems such as ServiceNow or similar.

Just So You Know...

The company presents this job description as a guide to the major areas and duties for which the jobholder is accountable. However, the business operates in an environment that demands change and the jobholder's specific responsibilities and activities will vary and develop. Therefore, the job description should be seen as indicative and not as a permanent, definitive, and exhaustive statement.