Head of People Data & Transformation

Responsibilities

• Build and maintain a global People Data Warehouse that brings HR data from different systems into one place
• Own HR Tech roadmap, integrating AI tools, Copilots, and low-code automations to eliminate manual processes and maximize software ROI
• Build executive dashboards and predictive models to drive data-backed strategic decisions
• Design multi-year workforce capacity and headcount forecasting models
• Improve and standardize HR processes across teams
• Manage the department budget, lead vendor vendor selection and procurement, and negotiate optimal global contracts and SLAs

Requirements

• 3+ years of management experience, including team leadership and cross-functional project coordination
• Strong background in HR with a good understanding of HR processes
• Experience integrating data from HRIS, ATS, payroll, and LMS systems
• Strong experience in People Analytics and BI tools such as Power BI, Tableau, or Looker
• Experience with statistical and predictive modeling using Python or R
• Experience working with system integrations, APIs, webhooks, automation tools, and AI/Copilot solutions
• Experience with workforce planning, headcount forecasting, skills gap analysis
• Expertise in Lean/Six Sigma methodologies, process mapping, RACI matrix design, and establishing audit-ready Standard Operating Procedures (SOPs) before system automation
• Strong commercial mindset to translate complex data and tech initiatives into ROI-driven business cases, understanding P&L impacts, org-design metrics
• Upper-Intermediate level of English

Will be a plus

• Knowledge of international data protection requirements, RBAC, data categorization, and auditing of sensitive HR data

We offer

• 20 paid vacation days per year
• 10 paid sick leave days per year
• Public holidays as per the company’s approved Public holiday list
• Medical insurance
• Opportunity to work remotely
• Professional education budget
• Language learning budget
• Wellness budget (gym membership, sports gear and related expenses)

Role mission

To ensure maximum predictability and efficiency of the HR function through strategic workforce planning and global process automation; to minimize infrastructure risks and company data security threats by building a data-driven ecosystem and implementing end-to-end digital transformation.

Requirements hard skills

1. People Data Architecture & DWH Design: Deep expertise in architecting People Data Warehouses, establishing ETL pipelines, data modeling, and creating a Single Source of Truth by integrating ATS, HRIS, Payroll, LMS, and financial systems.
2. Advanced & Predictive People Analytics: Mastery of BI tools (Power BI, Tableau, Looker) and statistical modeling (Python/R) to build executive dashboards, predictive retention/flight-risk models, DEI/Pay Equity analyses, and L&D/recruitment ROI frameworks.
3. HR Tech Stack Architecture & AI Integration: Hands-on capability in designing enterprise HR Tech roadmaps, API/Webhook integrations, low-code automation tools, and Generative AI/Copilot deployment.
4. Strategic Workforce Planning & Headcount Financial Modeling: Advanced capability in designing multi-year (1–3 years) workforce capacity models, headcount forecasting, skills gap analysis, and budget synchronization with Finance (FP&A P&L modeling).
5. Data Governance, GDPR & Information Security: Comprehensive knowledge of international data privacy laws, role-based access control modeling, data categorization, and audit frameworks for sensitive HR data.
6. Process Re-engineering & SOP Methodology: Expertise in Lean/Six Sigma methodologies, process mapping, RACI matrix design, and establishing audit-ready Standard Operating Procedures (SOPs) prior to system automation.
7. Business & Financial Acumen: Strong commercial mindset to translate complex data and tech initiatives into ROI-driven business cases, understanding P&L impacts, org-design metrics.

Requirements soft skills

1. Leadership & Strategic Vision: Ability to set a compelling vision for HR digital transformation, align C-suite stakeholders around data-driven strategies, and lead a high-performing multi-disciplinary team (Data, Tech, Process, Planning).
2. Change Management & Organizational Influence: Exceptional skill in leading large-scale cultural and technological change, overcoming internal resistance to new tools, and driving high system adoption across all business units.
3. Cross-Functional Collaboration: Talent for bridging the gap between HR, Engineering, IT/Security, Finance, and Legal to execute seamless integrations and cross-departmental SLAs.
4. Problem-Solving & Systems Thinking: Advanced analytical mindset to break down complex organizational bottlenecks, identify root causes of operational inefficiency, and design scalable, long-term technical solutions.
5. Data-Driven Storytelling: Capability to simplify complex statistical data and technical concepts into clear, actionable narrative insights for executive leadership and the Board.

Responsibilities

1. People Data Architecture & Governance: Design and maintain a global People Data Warehouse (DWH) as a Single Source of Truth, ensuring strict GDPR compliance, access security, and high data quality.
2. People Analytics & Predictive Modeling: Build executive dashboards and predictive models (retention, burnout, recruitment/L&D ROI) to drive data-backed strategic decisions.
3. Global HR Tech Strategy & AI Transformation: Own the 1–3 year HR Tech roadmap, integrating AI tools, Copilots, and low-code automations to eliminate manual processes and maximize software ROI.
4. Strategic Workforce Planning & Headcount Modeling: Design multi-year workforce capacity and headcount forecasting models fully synchronized with Finance budgets (FP&A) and business growth targets.
5. Process Excellence & SOP Standardization: Build a standardized, audit-ready SOP and RACI framework across all HR teams, re-engineering workflows before technical automation.
6. Strategic Vendor Management: Manage the department budget, lead vendor selections/procurements, and negotiate optimal global contracts and SLAs.
7. Team & Stakeholder Leadership: Lead a cross-functional matrix team (Data, Tech, Planning, SOPs) and partner with C-Level executives, Finance, IT, and HR leaders to drive organizational efficiency.