I’m an HR Data Strategist. What do I do for Companies?

  • I’m an HR Data Strategist. What do I do for Companies? (Photography by Littal Shemer Haim)
Photo: Littal Shemer Haim ©

I’m an HR Data Strategist. What do I do for Companies?

People analytics is gaining speed in 2016. HR departments are becoming an important source of data in organizations, in which more people data are used to improve the business. While implementing more predictive analytics and sophisticated analytics, HR is becoming data-driven domain. Hence, new positions, requirements, job descriptions, and projects emerge. A prominent role nowadays is the HR Data Strategist.

As an HR Data Strategist, I bring Data Science into daily HR activities, to guide organizations to base decision-making about people on data. Basically, a person in this role can be an insider or consultant, who leads or participates in planning and managing the ways the company’s HR data is gathered, handled, used and protected. There are four major parts in this role:

1. Define and answer the right questions

The HR Data Strategist sees the big picture of data priorities for the company’s HR activities. This person highly understands the data strategy of the organization’s business, and particularly its implementation in the HR domain. Thus, she can lead HR managers to ask the right questions, determine what data are needed to answer those questions, and tactically assist in reaching the answers.

2. Define and apply ethical guidelines of data strategy implementation

The HR Data Strategist leads or participates in the implementation of data strategy within the organization. She is required to define business cases and manage technical projects around them. In regards to data, this person can be considered as the organizational ethical guide, being involved or in charge of, not only on data accuracy but also on data security and privacy policies.

3. Identify opportunities through data

Because of her unique relationship to data, the HR Data Strategist can discover new opportunities through data. She may recognize new values in HR data. She may also contribute to increasing revenue or decrease costs, in HR and the organization as a whole, based on information gained through data initiatives.

4. Lead and inspire for a data-driven culture

The HR Data Strategist is a new organizational leader, who inspires managers and employees for a data-driven culture. She convinces managers and employees of the importance and the business value of data. Since her activities influence the organization as a whole, it is naturally discussed at the C-level management.

The HR Data Strategist in a multidisciplinary role. This person must have both a technical background and a deep understanding of business and HR professions. In my activities in organizations, I offer my vast multidisciplinary experience, which particularly includes: statistical background, best practices and methodologies for organizational research, familiarity with data modeling and visualization techniques, experience in leading organizational projects with technical teams, business experience in the HR field, and strong communication skills at C- level.



About the author:

Littal Shemer Haim brings Data Science into HR activities, to guide organizations to base decision-making about people on data. Her vast experience in applied research, keen usage of statistical modeling, constant exposure to new technologies, and genuine interest in people’s lives, all led her to focus nowadays on HR Data Strategy, People Analytics, and Organizational Research.

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