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The People Data Integrity & Reporting Controls Lead will build and operate the business-side validation and reporting-control capability required for the global SuccessFactors implementation. The role will create a repeatable control engine that validates people data, reconciles reporting outputs, identifies exceptions, and gives EDx and business owners confidence that SuccessFactors data and reporting can be trusted before go-live, during hypercare, and in steady-state operations.

Over time, the role will also oversee basic system reporting and operational reporting enablement, ensuring business teams can self-serve appropriate data extracts while EDx maintains consistent controls over metric definitions, reporting duplication, source-of-truth integrity, and readiness evidence.

Key Responsibilities:

·       Design the validation-rule library for HRIS people data, implementation extracts, migration outputs, reporting datasets, and operational process data.

·       Build repeatable checks that identify defects, exceptions, missing dependencies, mismatched hierarchies, stale data, unapproved values, and reconciliation breaks.

·       Produce clear exception outputs that business owners, GPOs, HRIS, IT, and implementation partners can act on.

·       Maintain control evidence for UAT, SIT, cutover rehearsals, go-live readiness, hypercare, and production stabilization.

Reporting Integrity And Source-Of-Truth Control

·       Create a working inventory of basic system reports, data extracts, operational reports, and analytics outputs.

·       Document report purpose, audience, owner, frequency, source fields, metric logic, security model, and retirement or migration path.

·       Identify duplicate metrics, conflicting calculations, unclear definitions, and reporting outputs that create competing sources of truth.

·       Partner with People / Talent Analytics and GPOs to confirm metric definitions and align reporting logic across SuccessFactors, Power BI, Snowflake, and other platforms.

Operational Reporting Enablement

·       Translate operational business questions into data requirements, metric logic, validation rules, and reporting outputs.

·       Support HR process owners and business teams with reliable reports that help them monitor process health, throughput, exceptions, and operational performance.

·       Help define which reports should be self-service, which require controlled production, and which belong in enterprise analytics rather than SuccessFactors-native reporting.

Governance And Partner Interlock

·       Work with P&C EDx, P&C Product Line, GPOs, and People / Talent Analytics, Global People Technology & Operations to keep data and reporting controls aligned.

·       Provide business-side evidence into Platform of Record synthesis, platform readiness reviews, data-quality reviews, and reporting governance forums.

·       Escalate material reporting conflicts, data-quality defects, source-of-truth breaks, and metric-definition ambiguity through the appropriate governance path.

Core Skills And Capabilities

The People Data Integrity & Reporting Controls Lead requires a balanced mix of business,

HR technology, data governance, and hands-on technical capability. This role is not simply a

reporting analyst or dashboard developer. It is a control-oriented role that ensures people data,

reporting outputs, operational measures, and business readiness evidence can be trusted

across implementation, cutover, hypercare, and steady-state operations.

The individual must be technical enough to interrogate data, structured enough to build

repeatable controls, and business-aware enough to understand which data issues create

meaningful HR, payroll, reporting, adoption, compliance, or trust risk.

The most critical skills and capabilities for this role include:

1. People Data Governance

Ability to define and manage ownership, standards, controls, source-of-truth discipline, and

stewardship expectations for HR data and reporting. The role must help ensure people data is governed consistently across systems, teams, regions, and reporting channels.

2. Data Quality & Validation

Hands-on capability to profile, reconcile, validate, and monitor people data across

implementation, cutover, hypercare, and steady-state operations. This includes identifying

missing values, duplicates, hierarchy issues, inconsistent fields, invalid values, and source-to

target breaks before they create business or reporting risk.

3. HRIS / HCM Data Management

Practical understanding of HR data structures, employee lifecycle data, organizational

hierarchies, jobs, positions, manager relationships, effective-dated records, security roles, and

downstream dependencies. The role should understand how HR data is created, changed,

consumed, and trusted across an enterprise HR technology landscape, including platforms such

as SuccessFactors, Workday, SAP HCM, and comparable HR ecosystems.

4. Reporting Governance & Metric Definition

Ability to manage report inventories, metric definitions, calculation logic, access controls, reporting ownership, and reporting lifecycle governance. The role must help prevent duplicated reporting, conflicting metrics, unclear definitions, dashboard sprawl, and competing versions of truth across operational reports, analytics dashboards, enterprise reporting solutions, and local extracts.

5. Business Process Analysis

Ability to translate HR process requirements into data rules, reporting logic, validation checks,

exception outputs, and control evidence. The role must work effectively with Global Process

Owners, HR Operations, Payroll, HRIS, Analytics, IT, Regional Leads, and Product Line teams

to determine which data defects matter, what business impact they create, and what corrective

action is required.

6. Data Querying & Data Interrogation

Strong capability to interrogate data directly using SQL or comparable data-querying methods. This includes joins, aggregations, exception logic, duplicate detection, missing-value analysis, hierarchy validation, reconciliation routines, and source-to-target verification. The individual does not need to be tied to a specific technology stack but must possess sufficient technical depth to independently inspect, validate, and challenge data outputs.

7. Data Controls, Reconciliation & Automation

Ability to design and implement repeatable validation routines, reconciliation processes,

exception reporting, data-quality scorecards, and automated control frameworks. The role

should continuously reduce dependency on manual spreadsheet-based validation by creating

scalable, auditable controls that support implementation readiness, cutover validation,

hypercare stabilization, and ongoing operational governance.

Additional Technical and Professional Capabilities

·       Strong data engineering and data-control practices, including validation-rule design, reconciliation logic, exception management, and control monitoring.

·       Experience working with enterprise reporting, analytics, and data platforms such as Power BI, Snowflake, Azure, SAP reporting, ServiceNow, Phenom, or comparable technologies.

·       Ability to work effectively across business and technical teams, translating business questions into data logic without losing the process, governance, and people context.

·       Strong understanding of data governance, reporting risk management, source-of-truth management, auditability, and data access controls.

·       Clear communication skills with the ability to explain data-quality issues, reporting ambiguity, governance risks, and remediation requirements in business terms appropriate for both technical and non-technical stakeholders.

Experience Profile

The preferred profile is a Data Engineer, Data Controls Lead, or similar practitioner with HR transformation experience, rather than a pure dashboard developer. Candidates should have a minimum of 5 years of demonstrated experience in HR technology, HRIS implementation, people data, reporting, or transformation delivery roles, with clear evidence of partnering across business and technical teams in complex enterprise environments.

Experience should include hands-on responsibility for HR data quality, validation, reconciliation, reporting governance, metric definition, and source-to-target controls across implementation, cutover, hypercare, and steady-state operations. The individual should be comfortable building and enforcing controls, interrogating data, challenging unclear definitions, and navigating situations where stakeholders use the same reporting terminology differently.

Success in this role requires sufficient technical depth to design, build, or direct validation and control logic, alongside strong business judgment to determine which defects materially impact decision-making, which reports require governance controls, and where reporting requests may introduce data integrity, compliance, or governance risk. The individual must be able to bridge the gap between technical teams and business stakeholders, ensuring that reporting outputs remain trusted, auditable, and aligned to agreed business definitions.

Workplace type:

Hybrid Working

About NTT DATA
NTT DATA is a $30+ billion business and technology services leader, serving 75% of the Fortune

Global 100. We are committed to accelerating client success and positively impacting society through

responsible innovation. We are one of the world’s leading AI and digital infrastructure providers, with

unmatched capabilities in enterprise-scale AI, cloud, security, connectivity, data centers and

application services. Our consulting and industry solutions help organizations and society move

confidently and sustainably into the digital future. As a Global Top Employer, we have experts in more

than 70 countries. We also offer clients access to a robust ecosystem of innovation centers as well as

established and start-up partners. NTT DATA is part of NTT Group, which invests over $3 billion each

year in R&D.

Equal Opportunity Employer
NTT DATA is proud to be an Equal Opportunity Employer with a global culture that embraces diversity. We are committed to providing an environment free of unfair discrimination and harassment. We do not discriminate based on age, race, colour, gender, sexual orientation, religion, nationality, disability, pregnancy, marital status, veteran status, or any other protected category. Join our growing global team and accelerate your career with us. Apply today.

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