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