The Data Domain Manager for People Data is the leader responsible for developing, defining, measuring, and continuously driving the quality of people master, meta and reference data. The objective is trusted and fit-for-purpose people data in the Global Connectivity Platform (GCP) and across the system landscape.
The role is the strategic link between HR and IT to ensure people data continuously meets all downstream and upstream business and system requirements.
Key stakeholders are global, divisional and local HR as well as, Finance, Operations, and Legal functions. Within IT this role collaborates closely with the GCP, Data Governance, Enterprise Data Architecture and Business Architecture.
Key Responsibilities:Understand and Co-Own People Data End-to-End
* Understand and record end-to-end people data processes (CRUD) from cradle to grave (candidate, employee, leavers, externals etc.) in collaboration with Business Architecture.
* Benchmark effectiveness and efficiency of these processes and identify best practices with the help from HR sponsors and Business Architecture. Agree common best practice processes (and their variations) with the HR sponsors.
* Define data roles and responsibilities in these processes with HR sponsors and downstream data consumers (Finance, Operations etc.) in collaboration with Data Governance.
* Continuously collect, document and agree people data requirements from data consumers with HR sponsors and filter, prioritize and manage change.
Drive the Implementation of the Common Information Model for People Data
* Ensure together with the HR sponsors that people data is consistently represented across all systems (for ex. Finance, HR and Operations) in alignment with the Common Information Model.
* Collect, filter and manage data model change requests from the business and involve Enterprise Data Architecture to generate impact analyses and update schedules of the CIM.
* Track and oversee the implementation of such changes in collaboration with the HR sponsor. (Upcoming: job hierarchies, -families and -levels)
Manage Fit-for-Purpose Data Quality
* Measure and report on compliance of people data in the GCP and other core systems against the CIM people data model.
* Analyze root causes for poor data quality and develop action plans with the HR sponsors to remediate defects and remove root causes.
* Develop training material and provide support to individuals who take over people data roles (new HR staff etc.)
* Collaborate with Privacy, Compliance, and Security to ensure data practices meet legal and regulatory requirements.
Manage the People Data Service
* Develop and agree V1 of Service Artefacts (Service Description, Process Summary, Operating Model, etc.)
* Create effective communication channels with different stakeholder groups for business-as-usual and initiative specific updates.
* Agree and execute engagement model with key stakeholders including regular reviews to discuss data quality, remedial action plans etc.
* Develop, agree and maintain a roadmap of people data improvement initiatives.
Change Management & Communication
* Communicate data standards, governance procedures, and changes clearly across HR and the business.
* Provide training, guidance, and support to ensure consistent data entry and stewardship.
* Promote adoption of new data processes that reduce manual work and improve data reliability.
Analytical Skills
* Strong ability to investigate data issues, identify root causes, and recommend improvements.
* Strong experience working in complex technological environments and heterogeneous business set-ups.
Leadership & Communication
* Strong influencing skills to drive alignment across HR and business stakeholders.
* Ability to facilitate governance discussions and communicate complex topics in simple terms.
HR & Business Knowledge
* Good experience working through HR processes and employee lifecycle data.
* Familiarity with organizational design and job hierarchy concepts.
Data Governance & Modeling Expertise
* Experience with master data management, metadata governance, and enterprise data models.
* Ability to translate business requirements into data definitions and model changes.
* Experience with HRIS platforms (e.g., Workday, SuccessFactors, Oracle HCM) and data governance or MDM tooling.
Success MeasuresImproved People Data Quality
* Higher accuracy and consistency of key people data, including reporting lines, organizational units, and employee attributes.
* Reduction in recurring data issues and manual correction needs.
Reduced Manual Effort for HR and Leaders
* Noticeable decrease in time spent maintaining spreadsheets, fixing data, or reconciling conflicting information.
* Leaders and HR can access reliable people data without additional manual validation.
Single Digital Source of Truth Established
* Consolidated, accurate and aligned people data in the Data Connectivity Platform and in the system landscape in general.
Clear & Adopted Data Standards
* Agreed, documented, and actively used master data definitions for people, positions, reporting lines, and organizational structure.
* HR teams operate with aligned data standards across functions.
Effective Data Governance Operating Model
* Regular data governance forums established and functioning.
* Clear ownership and accountability for all major HR data elements.
What we offer:
At Securitas, we are committed to doing the right thing—and doing it well—for both our customers and our employees. Our employees come from diverse backgrounds, bringing a wide range of talents, perspectives, and experiences. We strive for inclusive representation across the company and are committed to equal pay, safe working conditions, gender balance, and an inclusive environment that fosters growth, skill development, and career opportunities.
If this resonates with you, don’t wait - apply today! #J-18808-Ljbffr