• Partner with leadership to drive people strategy and align HR initiatives • Ensure alignment between business goals and HR initiatives • Lead talent management efforts, including performance management and career pathing • Act as a key resource for employee relations, providing guidance on conflict resolution • Implement programs that promote an inclusive work environment • Utilize HR analytics to track and measure the success of HR programs

• Partner with the HRBP Lead to support leaders and managers across assigned business groups. • Help prepare leaders for performance management, talent reviews, calibration sessions, and employee conversations. • Support organizational design and workforce planning initiatives. • Assist with change management efforts, team restructures, and organizational communications. • Help drive employee engagement survey administration, analysis, action planning, and follow-up. • Support employee listening strategies including focus groups, skip-level meetings, and pulse surveys. • Identify themes and trends across employee feedback and provide recommendations for improvement. • Partner with managers to create meaningful team-level action plans. • Support performance review cycles, talent assessments, calibration sessions, and succession planning initiatives. • Assist managers in creating development plans and growth opportunities for employees. • Help maintain consistency in performance management practices across the organization. • Support promotion and career development processes. • Partner on manager training and leadership development programs. • Help build scalable people programs that improve manager capability and organizational effectiveness. • Assist in developing resources, toolkits, and frameworks that help managers navigate people-related challenges. • Support workforce planning and headcount planning exercises. • Partner with the HRBP Lead on employee relations matters. • Assist with investigations, performance management processes, coaching plans, and employee concerns. • Track trends and recommend proactive interventions to improve team health and manager effectiveness. • Analyze people metrics and provide insights around engagement, retention, performance, turnover, and organizational health. • Build presentations and executive-ready summaries for leadership teams. • Use data to identify trends, risks, and opportunities within supported organizations.

• Act as an SAP HR functional consultant, responsible for analysis, configuration, and support of Human Resources modules. • Gather requirements from the client, propose solutions, and perform system parameterization in SAP. • Conduct tests, deliver training, and produce technical documentation. • Support the team and clients in resolving questions and issues related to SAP HR.

Role Description As the HR Reporting & Data Lead, you'll own HR reporting, data, and analytics end to end, building and automating the reports, dashboards, and data infrastructure that give HR and business leaders real visibility into how the workforce is performing. You'll be the go-to for HR Master Data Management, and all things reporting and analytics. This is a role for a self-starter with a passion for data, analytics, insights, and storytelling. You'll partner with stakeholders at every level, including the CHRO. Reporting to the Senior Director, HR Technology & Operations, your responsibilities fall into these key areas: What you'll do - Reporting & Analytics - Collect and compile HR metrics and data from a variety of sources and systems including Workday. - Create, design, develop, test, and manage reports, KPIs, and dashboards that give leadership visibility into company performance and critical employee metrics. - Develop and maintain routine and ad hoc reports and system queries that are reliable, accurate, and cross-referenced across data sources for consistency (e.g., weekly hiring report, quarterly people data including hiring, retention, etc.). - Oversee annual and quarterly reporting requirements, including compliance reporting such as EEO-1. - Analyze data and provide solutions with meaningful business impact. - Expand and enhance existing analytics capabilities; continuously improve processes and explore/adopt new tools. - Create a quality assurance process to ensure the overall quality and continual improvement of HR analytics. - Identify opportunities to integrate databases and reporting tools to improve reporting and self-service; drive innovation and process improvement across the reporting/data analysis function. - Perform data benchmarking with peer institutions. - Develop and maintain standards and best practices for data, including reporting methodology and request intake. - Create and load data to Workday using EIBs and other methods for updates and testing purposes. - Create and maintain reports and dashboards in Workday. - Leverage AI and automation tools to streamline key reports, recurring processes, and data management tasks, reducing manual effort and improving turnaround time. - Support various stakeholders to complete ad hoc requests and surveys. - CHRO Support - Support the CHRO with data, analytics, and insights. - Prepare Board-level presentations and executive briefings. - Conduct data analysis and insights to support decision-making. - Respond to ad hoc requests for data, analysis, presentations, and visualizations. - Leverage AI to automate reporting, analytics, and insights. - HR Master Data Management - Own core HR master data - cost center, company, location, supervisory organization - keeping Workday as the authoritative system of record. - Set data governance standards: definitions, naming conventions, allowed values, and mandatory fields, documented in a data dictionary with clear data ownership and stewardship. - Run data quality controls: exception reports and dashboards to catch missing, duplicate, invalid, or inconsistent records, plus recurring reconciliations of Workday data against downstream payroll/financial systems. - Maintain data lineage: partner with IT on how each data element flows from Workday to downstream systems. - Maintain the legacy data repository and support acquisition data transitions. - Function as the subject matter expert and data steward for HR-related data, representing HR on associated committees and governing groups. - Project & Testing Support - Actively participate in projects to understand/recommend reporting and data needs. - Create reports to support processes and/or projects. - Stage data as needed. - Support the bi-annual Workday release schedule, including testing and review of reporting and master data management. - SOX Compliance & User Access Reviews (Support) - Support coordination of periodic User Access Reviews (typically quarterly for high-risk/privileged access and at least annually for standard access) covering all SOX-relevant Workday security groups and role assignments. - Support the annual SOX scoping exercise by helping identify which Workday processes, configurations, integrations, and reports are material to financial reporting and therefore in scope. - Partner with the HR Tech Leader and IT on materiality and risk to recommend inclusion or exclusion of processes from SOX scope, documenting the rationale for scoping decisions. - Participate/Lead Audit Walk-thrus for HR. Qualifications - A strong individual contributor who lives DV's values (passion, accountability, collaboration, and trailblazing). - Strong interpersonal, communication, and relationship-building skills. - Endlessly curious and not afraid to experiment with AI to work smarter. - 5+ years of experience in an HR analytics or consulting role at a global company. - 5+ years of experience with Workday Reporting and Master Data Management. - Experience providing analytics for senior HR/CHRO-level stakeholders. - Experience with data warehouses, enterprise systems, and a variety of reporting, statistical, and analytical tools. - Demonstrated statistical and quantitative skills; ability to quickly analyze and integrate information from disparate sources with strong storytelling ability. - Exceptional attention to detail and project management skills. - Strong understanding of data governance, including GDPR. - Ability to present complex information in an understandable and compelling manner. - Demonstrated track record of partnering with executives, managers, and employees on change management and structured processes at a global level. - Proficiency in Tableau, Google Suite, Slack, Workday, and macOS highly preferred. - Workday Report certification is a plus. Requirements - The successful candidate’s starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. - The estimated salary range for this role based on the qualifications set forth in the job description is between $100,000 to $163,000. - This role will also be eligible for bonus/commission (as applicable), equity, and benefits. Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you’re not sure that you check every box, apply anyway!