P&C Operations, Masterdata Specialist - APAC

Role Summary
The Master Data Specialist protects the accuracy and integrity of workforce master data for their assigned region, as part of the Shared Service Center's Performance, Data and Reporting spine point. This role is central to the Manila migration — moving master data ownership from India into a co-located capability, with a dedicated, accountable owner for data quality, hierarchy integrity, and high-consequence data changes in each region.

Purpose
To protect the accuracy and integrity of workforce master data for the assigned region, delivering complex and high-consequence changes accurately and predictably, and ensuring the region has a dedicated, accountable data owner as capability consolidates into Manila.

Key Responsibilities
1. Master data execution
Own master data integrity and controls for the assigned region, including organisational hierarchy and structure changes.
Examples include:
• Triaging and executing workforce data changes, prioritising high-volume or high-consequence work
• Creating and maintaining external workforce records and associated data requirements
• Executing changes directly within SuccessFactors, the system of record for workforce master data
2. Quality assurance
Apply quality assurance, sequencing logic, and controls consistently, validating inputs, dependencies, and outputs against standards.
3. Cross-system reconciliation
Support cross-system reconciliation and handoffs for the region, notably at the People Ops-to-Payroll boundary.
Examples include:
• Managing downstream impacts and ensuring clean reconciliation
• Catching discrepancies before they reach Payroll
4. Data privacy support
Support data privacy readiness and safeguards for regional data, working with the Data Privacy Specialist on access and handling standards.
5. Regional partnership (Leadership)
Partner with regions to clarify requirements and ensure readiness, feeding regional data quality themes and integrity risks into the Weekly Regional Performance Review.
Examples include:
• Managing escalations constructively and setting clear expectations
• Applying operational judgement to identify misrouted or incorrect requests
6. Bridge-period knowledge transfer
Participate in the knowledge-transfer plan during the bridge period, working with the India-based predecessor role to ensure continuity before the bridge closes.
7. Continuous improvement contribution
Flag recurring data-quality issues into the Continuous Improvement pipeline rather than resolving the same issue repeatedly case by case.
Examples include:
• Contributing to templates, playbooks, and repeatable approaches

Skills, Knowledge and Experience
• Strong master data execution capability, including bulk changes and dependency management — with experience in HR master data management, workforce data administration, or HRIS data operations.
• High attention to detail with strong risk awareness, and comfort working with organisational hierarchy and structure data.
• Operational judgement to identify when requests require different processes.
• Continuous improvement mindset with ability to spot patterns - propose fixes or improvements.
• Familiarity with data privacy and compliance requirements relevant to workforce data.
• Ability to work independently on a regional book of work while contributing to a shared, standardised way of working across all four regions.
• Strong communication and stakeholder management skills, with the ability to engage, influence, and build credibility with senior stakeholders.
• Thrives in a fast-paced, complex environment — resilient and adaptable under shifting priorities, with a collaborative approach that drives results across teams.
• Experience in HR shared services preferred.
• SuccessFactors experience required. ServiceNow ticketing experience a plus.

Objectives
• 1. Accuracy: deliver complex changes accurately and predictably.
• 2. Risk reduction: reduce integrity risk and downstream disruption.
• 3. Efficiency: improve efficiency through repeatable templates and standard approaches.

What This Role Is Not
This role:
• Does not set data governance policy or sign off high-consequence changes outside standard thresholds — that sits with the Performance and Data Manager and Operational Control Governance
• Does not design standardised process itself — that is the Process Optimisation Specialist
• Not a people manager role. Instead, it executes region-specific master data work within standards set by the Performance and Data Manager, and feeds real-world issues upward for standardisation.

12-Month Key Shifts (Current to Future)
• From reactive fixes to changes triaged and actioned within agreed timeframes, with no backlog of unresolved risk
• From tribal, India-based knowledge to a clean, completed handover with knowledge-transfer milestones tracked
• From ad hoc approaches to clear templates and playbooks for repeatable change types
• From isolated regional practice to strong partnership with regions, with clean contracting and handoffs

How This Role Complements Others
• Performance and Data Manager: reports to and escalates through this role; receives standards and tiering rules from it.
• Regional Service Manager: partners closely on requirements, readiness, and regional data quality themes.
• Data Privacy Specialist: partners on access and handling standards for regional data.
• India-based predecessor role: works through structured knowledge transfer during the bridge period.

Our commitment to a fair hiring.


At Vestas, we evaluate all candidates solely based on their professional experience, education, and relevant skills. To support a fair recruitment process, we kindly ask that you remove any photos, dates of birth or graduation, gender pronouns, marital status, or other personal information not relevant to the role before submitting your CV/resume. Your CV/resume should focus on your professional and educational background, along with the necessary contact details (email and phone number). We train our hiring teams in inclusive evaluation and regularly review process outcomes to ensure fairness.

DEIB Statement

At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future.

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About Vestas

Vestas is the energy industry's global partner on sustainable energy solutions. We are specialised in designing, manufacturing, installing, and servicing wind turbines, both onshore and offshore.
Across the globe, we have installed more wind power than anyone else. We consider ourselves pioneers within the industry, as we continuously aim to design new solutions and technologies to create a more sustainable future for all of us. With more than 200 GW of wind power installed worldwide and 40+ years of experience in wind energy, we have an unmatched track record demonstrating our expertise within the field.
With 39,000 employees globally, we are a diverse team united by a common goal: to power the solution - today, tomorrow, and far into the future.
Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives. We also aim to give everyone equal access to opportunity.
To learn more about our company and life at Vestas, we invite you to visit our website at and follow us on our social media channels. We also encourage you to join our Talent Universe to receive notifications on new and relevant postings.