HR Data & Automation Engineer (Project Based)

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for an HR Data & Automation Engineer (Project Based) based in Israel.

This is a project-based opportunity for a data and automation specialist to improve the accuracy, structure, and reliability of HR information. The role focuses on cleaning and reconciling employee master data and historical leave records across multiple sources. You will design streamlined, automated workflows for leave requests, approvals, and balance tracking while ensuring strong controls around sensitive HR information. The engagement combines data management, workflow automation, access governance, and process documentation. You will work independently and own the project from discovery through implementation, with limited IT and management touchpoints. The resulting solutions should be auditable, maintainable, and scalable across additional teams or country branches. This is an ideal opportunity for someone who enjoys turning complex, fragmented data and manual processes into reliable, automated systems.

Accountabilities

• Review existing employee and HR data sources to identify duplicates, inconsistencies, missing information, data-quality issues, and structural gaps.
• Define and implement a standardized employee master-data structure, including required fields, validation rules, ownership, and data-management standards.
• Aggregate, clean, reconcile, and verify historical leave records from multiple sources, including time-tracking systems, spreadsheets, and historical communications.
• Establish a reliable master baseline for employee and leave data that can serve as the foundation for ongoing HR operations.
• Design and implement a future-state leave management workflow covering leave requests, approvals, balance tracking, notifications, and record maintenance.
• Automate HR workflows using Google Workspace tools such as Google Forms and Sheets, or recommend and implement a stronger suitable alternative where appropriate.
• Establish appropriate ownership models, validation controls, role-based access permissions, and audit trails for sensitive HR data.
• Identify opportunities to reduce manual data entry, improve data accuracy, and strengthen the reliability and traceability of HR processes.
• Document data structures, workflows, controls, and maintenance procedures to support ongoing administration and potential replication across additional country branches.
• Work independently across the full fixed project scope, providing progress updates and engaging with IT or management when required.
• Prepare project deliverables in line with the agreed scope, methodology, timeline, estimated effort, and budget.
  
  

Requirements

• Strong experience cleaning, reconciling, and structuring complex or inconsistent datasets collected from multiple sources.
• Professional experience with HRIS platforms, employee master data, HR data management, or closely related operational data environments.
• Hands-on experience with Google Workspace automation, particularly Google Forms, Google Sheets, notifications, and related workflow capabilities.
• Strong understanding of data quality, validation, ownership, permissions, and governance principles.
• Experience designing access controls and audit trails for sensitive or confidential HR information.
• Ability to analyze fragmented processes and data sources, identify discrepancies, and develop practical solutions for improving accuracy and efficiency.
• Strong problem-solving, analytical, organizational, and documentation skills, with excellent attention to detail.
• Ability to work independently and manage a fixed-scope project from assessment and design through implementation and documentation.
• Experience with HR system-to-system synchronization or integration is highly desirable.
• Experience scaling HR data structures or workflows across multiple countries, branches, or business units is an advantage.
• Ability to prepare a detailed RFQ outlining the proposed approach, methodology, deliverables, exclusions, timeline, estimated hours, total cost, additional or recurring costs, dependencies, risks, limitations, and assumptions.
• A portfolio demonstrating relevant and comparable HR data, automation, workflow, or data-governance projects.
• Willingness to sign an NDA and Project Agreement before receiving detailed project information and credentials.
• Willingness to undergo a background check as part of the engagement process.
  
  

Benefits

• Fully remote, project-based engagement.
• Self-directed work environment with ownership of the end-to-end project scope.
• Flexible schedule, with timeline and estimated hours proposed by the successful candidate.
• Candidate-proposed compensation through an RFQ, allowing you to define your rate, estimated hours, timeline, and total project cost.
• Opportunity to work on meaningful HR data quality, automation, and workflow transformation initiatives.
• Exposure to employee master-data management, leave automation, audit controls, and HR process governance.
• Opportunity to design scalable solutions that can support additional teams and international branches.
• International and multicultural working environment.
• Collaboration with professionals across multiple countries and time zones.
• Limited meetings and management touchpoints, allowing for focused and autonomous execution.
  
  

How Jobgether Works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.