Director, People Data and Reporting

Metrics & Reporting

• Own the global people metrics catalogue: definitions, calculation logic, and ownership for headcount, attrition, hiring, mobility, diversity, and related measures.
• Lead the move from custom report requests to self-serve reporting, rationalising legacy reports into a small set of governed master reports with role-based access.
• Own management and executive reporting for People & Culture leadership, the Senior Leadership Team, and Finance, on a consistent monthly and quarterly cadence.
• Define the reporting dimensions that must hold across every layer: organisation structure, job classification, location, supervisory hierarchy, and grade.
• Ensure historical trends survive organisation restructures and employee ID changes.
• Put export guardrails and access controls in place, reducing reliance on uncontrolled data extracts.

Data Governance & Quality

• Establish and run the people data governance framework: decision rights, data ownership, stewardship, and a clear RACI across People Analytics, HR process owners, IT, and Finance.
• Own the semantic layer standards and data dictionary for people data.
• Lead monthly headcount reconciliation with Finance and resolve differences between HR and Finance figures at source.
• Build a data quality programme with measurable rules, scorecards, root-cause fixes, and accountable owners in the HR process teams.
• Work with Data Protection and Legal on GDPR and local privacy requirements, including access, retention, and cross-border data use.
• Maintain documentation, lineage, and change control for reports, metrics, and data pipelines.

Leadership and partnership

• Lead and develop a distributed team across both functions, setting clear priorities and standards.
• Act as the senior counterpart to HRIS, IT data engineering, and Finance on reporting and data decisions, including HRIS programme milestones.
• Prioritise demand transparently and say no to requests that duplicate governed reporting.
• Partner with the Analytics and AI teams so advanced analytics builds on governed, reusable data rather than one-off extracts.
• Build a regular interlock with business and functional leaders to understand their decisions, agree the measures that matter, and turn governed reporting into insight.

What you'll bring

• [15+] years in people analytics, HR reporting, workforce data, or enterprise data management, with at least [5] years leading teams.
• Global ownership of HR or workforce reporting in a large multinational, ideally at 50,000+ employees.
• Proven delivery of a data governance framework: decision rights, stewardship, data dictionaries, and data quality measurement.
• Hands-on understanding of HR data models, including organisation hierarchies, effective dating, and handling restructures without breaking trends.
• Strong experience with SAP SuccessFactors reporting, plus a data lake or warehouse and a BI tool such as Power BI, Tableau, or Qlik.
• Experience working with SAP Business Data Cloud BDC, SAP Analytics Cloud SAC, and Snowflake.
• Extensive hands-on experience with Microsoft Fabric, including data engineering, lakehouse, and semantic models.
• Proven ability to work through disparate data sets from HR, Finance, and other enterprise systems, and bring them into a single, governed semantic layer.
• Strong business interlock: experience partnering with business and functional leaders to frame questions, agree measures, and turn reporting into insight that drives decisions.
• Experience reconciling workforce data with Finance, including headcount and cost definitions.
• Track record of rationalising a report estate and moving users to self-serve.
• Working knowledge of GDPR and data protection requirements for employee data.
• Ability to influence senior stakeholders in HR, IT, and Finance, and to hold a line on standards.
• Experience leading distributed teams across regions and time zones.
• Bachelor's degree in a quantitative, information systems, or business discipline.

Nice to have

• Master's degree in analytics, information management, or an MBA.
• Data governance certification such as DAMA CDMP, or familiarity with DAMA-DMBOK.
• Experience with an HRIS migration or consolidation, including post-merger integration.
• Experience with data catalogue or lineage tools such as Collibra, Alation, or Microsoft Purview.
• SQL skills and familiarity with semantic modelling in Power BI or similar.
• Experience defining metrics to external standards such as ISO 30414.
• Experience working with works councils on employee data use.