Key Responsibilities

HR Data Strategy & Leadership

• Define and execute the enterprise HR data and people analytics strategy aligned to business priorities
• Act as the subject-matter expert for HR data, metrics, and analytics across the organization
• Lead and mentor HR data analysts and reporting teams (directly or via matrix)
• Partner with HR leadership to embed data-driven decision-making into HR processes

Data Governance & Quality

• Own HR data governance, definitions, standards, and controls
• Ensure data integrity across core HR systems (e.g., HRIS, ATS, LMS, payroll)
• Establish data quality monitoring, audits, and remediation processes
• Ensure compliance with data privacy and regulatory requirements (e.g., GDPR, local labor laws)

Analytics & Insights

• Develop advanced workforce analytics, dashboards, and predictive models (e.g., attrition, workforce planning, skills demand)
• Translate complex data into clear insights and recommendations for senior leaders
• Support strategic initiatives including DEI, succession planning, performance management, and employee engagement
• Lead ad-hoc and deep-dive analyses for executive and board-level reporting

Systems & Technology

• Partner with IT and vendors to optimize HR data architecture and integrations
• Lead or support HRIS implementations, upgrades, and data migrations
• Drive adoption of analytics and visualization tools (e.g., Power BI, Tableau)
• Identify opportunities to automate reporting and improve data self-service

Stakeholder Engagement

• Act as the primary interface between HR, Finance, IT, and business leaders on workforce data
• Influence senior stakeholders using evidence-based insights
• Provide guidance and training to HR partners on data literacy and analytics usage