Purpose of the Role:

The Senior Manager, HR Organizational Data & Governance is responsible for establishing, governing, and continuously improving the end-to-end HR organizational data model, with a particular focus on Organizational Assignments, hierarchies, and structural data across HR systems. Beyond ensuring data accuracy and compliance, this role owns the governance of how organizational data is defined, structured, approved, and evolved to reflect how the business truly operates.

This role is foundational to enabling scalable reporting and analytics, the creation of an enterprise HR data lake, and rapid execution of organizational and strategic changes. The Senior Manager ensures organizational data is intentional, standardized, reusable, and future-proof, avoiding proliferation of ad-hoc fields, local interpretations, and siloed decisions.

Key Accountabilities:

HR Organizational Data & Governance Strategy (Global):

• Define and maintain the global HR organizational data governance framework, including policies, standards, decision rights, and operating model.
• Establish clear data ownership, stewardship, and accountability for organizational, position, and assignment data domains.
• Ensure alignment with enterprise data governance, IT architecture standards, and business strategy.
• Serve as the design authority and escalation point for decisions impacting organizational structures and data models.

Organizational Assignments & Data Model Governance:

• Own governance of Organizational Assignments across HR systems.
• Design, document, and govern a standardized global organizational data model.
• Establish formal intake, evaluation, and approval processes for new organizational data elements.
• Define and enforce organizational data design principles.
• Lead impact assessments for reorganizations and structural changes.

Data Quality, Integrity & Lifecycle Management:

• Ensure accuracy, completeness, consistency, and auditability of organizational data.
• Define and monitor data quality metrics.
• Lead audits, root-cause analysis, and remediation.
• Govern the full lifecycle of organizational data.

Analytics, Reporting & Data Lake Enablement:

• Ensure organizational data is analytics-ready.
• Partner with HR Analytics, DT, and Enterprise Data teams to enable data lake integration.
• Translate business questions into stable, scalable data structures.

Security, Compliance & Audit:

• Partner with Security and Internal Audit to maintain audit-ready processes.

Stakeholder Collaboration & Decision Forums:

• Partner with HRBPs, COEs, Finance, IT, and Data teams.
• Establish and chair HR Organizational Data Governance forums.
• Act as a trusted advisor during reorganizations, M&A, and operating model changes.

Continuous Improvement & Change Enablement:

• Continuously evolve the organizational data model.
• Drive simplification, standardization, and automation.
• Maintain HR data dictionaries and governance documentation.

Experience & Qualifications:

• Bachelor’s degree in HR, Information Systems, Data Management, or related field.
• 8+ years of experience in HR Technology, HR Data Management, or Enterprise Data Governance roles.
• Demonstrated experience designing and governing organizational structures in global HR systems (e.g., Workday, SAP SuccessFactors).
• Proven ability to balance business flexibility with strong data discipline in complex organizations.
• Experience supporting reorganizations, workforce transformations, or operating model changes.