Director, People Data and Reporting

NTT America, Inc.; Pune District; Hybrid; INR 9,000,000 - 13,000,000; Full time

Job summary

NTT DATA is seeking a senior leader in People Analytics to own global HR reporting, data governance, and governance-driven analytics. You will guide a distributed team across regions and partner with HRIS, IT data engineering, and Finance to deliver governed, insightful metrics.

Key responsibilities include defining master reports, ensuring data quality, and driving GDPR-compliant data practices while enabling self-serve access for stakeholders.

Qualifications

• 15+ years in people analytics, HR reporting, or workforce data; at least 5 years leading teams.
• Global ownership of HR reporting in a large multinational (50,000+ employees).
• Delivery of a data governance framework with decision rights, stewardship, data dictionaries, and data quality metrics.
• Hands-on understanding of HR data models, including organisation hierarchies and restructuring impact.
• Strong experience with SAP SuccessFactors reporting, plus a data lake/warehouse and BI tools.
• Experience with SAP BD Cloud, SAP Analytics Cloud, and Snowflake.
• Hands-on with Microsoft Fabric, data engineering, lakehouse, and semantic models.
• Ability to bring disparate HR, Finance datasets into a single governed semantic layer.
• Strong business interlock with leaders to turn reporting into actionable insight.

Responsibilities

• 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 Governed master report set with RBAC.
• Own management and executive reporting for People & Culture leadership, the Senior Leadership Team, and Finance on a monthly/quarterly cadence.
• Define reporting dimensions that hold across every layer: organisation structure, job classification, location, supervisory hierarchy, and grade.
• Ensure historical trends survive 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.
• 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.
• 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 distributed team; partner with HRIS, IT data engineering, and Finance on reporting and data decisions.
• Prioritise demand transparently and say no to duplicative reporting requests.
• Partner with Analytics and AI teams so advanced analytics builds on governed, reusable data.
• Interlock with business leaders to turn governed reporting into insight that informs decisions.

Skills

People analytics

HR reporting

Data governance

Leadership

Cross-functional

Business partnering

GDPR knowledge

Team building

Stakeholder mgmt

Stakeholder influence

Education

Bachelor's degree

Tools

SAP SuccessFactors

Power BI

Tableau

Qlik

Snowflake

SAP Analytics Cloud

Microsoft Fabric

Collibra

Alation

Purview

Job description

Make an impact with NTT DATA

Join a company that is pushing the boundaries of what is possible. We are renowned for our technical excellence and leading innovations, and for making a difference to our clients and society. Our workplace embraces diversity and inclusion – it’s a place where you can grow, belong and thrive.

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.

Workplace type

Hybrid Working

About NTT DATA

NTT DATA is a $30+ billion business and technology services leader, serving 75% of the Fortune

Global 100. We are committed to accelerating client success and positively impacting society through

responsible innovation. We are one of the world’s leading AI and digital infrastructure providers, with

unmatched capabilities in enterprise-scale AI, cloud, security, connectivity, data centers and

application services. Our consulting and industry solutions help organizations and society move

confidently and sustainably into the digital future. As a Global Top Employer, we have experts in more

than 70 countries. We also offer clients access to a robust ecosystem of innovation centers as well as

established and start‑up partners. NTT DATA is part of NTT Group, which invests over $3 billion each

year in R&D.

Equal Opportunity Employer

NTT DATA is proud to be an Equal Opportunity Employer with a global culture that embraces diversity. We are committed to providing an environment free of unfair discrimination and harassment. We do not discriminate based on age, race, colour, gender, sexual orientation, religion, nationality, disability, pregnancy, marital status, veteran status, or any other protected category. Join our growing global team and accelerate your career with us.