Director, People Data and Reporting

Continue to make an impact with a company that is pushing the boundaries of what is possible. At NTT DATA, we are renowned for our technical excellence, leading innovations, and making a difference for our clients and society. Our workplace embraces diversity and inclusion – it’s a place where you can continue to grow, belong, and thrive.

Your career here is about believing in yourself and seizing new opportunities and challenges. It’s about expanding your skills and expertise in your current role and preparing yourself for future advancements. That’s why we encourage you to take every opportunity to further your career within our great global team.

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.