Director, People Data and Reporting

In brief

**Overview** This role at NTT is for a Director, People Data and Reporting. The position is responsible for overseeing the global strategy and execution of people metrics, reporting, and data governance. It involves driving the shift from custom requests to self-service reporting, establishing data quality and compliance, and leading a distributed team to provide insightful data to senior leadership and key partners across the organisation. **What you will do** * 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. * 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. * 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. **Requirements (from the original advert)** * 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. **Who should apply** The ideal candidate is a highly experienced professional with over 15 years in people analytics, HR reporting, workforce data, or enterprise data management, including at least 5 years in a leadership capacity, managing global and distributed teams within a large multinational (preferably 50,000+ employees). They should have a strong track record in establishing and implementing data governance frameworks, a deep understanding of HR data models, and extensive hands-on experience with SAP SuccessFactors reporting, data lakes/warehouses, BI tools (Power BI, Tableau, Qlik), and specific technologies like SAP BDC, SAC, Snowflake, and Microsoft Fabric. The candidate must demonstrate the ability to integrate disparate data sets, perform headcount reconciliation with Finance, rationalise report estates to promote self-service, and possess strong business acumen to translate reporting into actionable insights. A working knowledge of GDPR and data protection for employee data, coupled with the ability to influence senior stakeholders, is essential. A Bachelor's degree in a relevant quantitative or business discipline is required. A Master's degree, data governance certification (DAMA CDMP), experience with HRIS migrations, data catalogue/lineage tools, SQL skills, defining metrics to external standards (e.g., ISO 30414), or engaging with works councils would be advantageous. **Deadline** Not specified **Reference** Original posting: https://www.myjobmag.co.za/job/director-people-data-and-reporting-ntt-global-networks Source: myjobmag

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At a glance

• SQL
• Power BI
• Tableau
• SAP

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