HR Data Scientist

This role partners with HRIS and HR teams to transform workforce data into predictive models, analytics, and actionable insights, enabling data-driven decisions on talent acquisition, retention, performance, and workforce planning, while ensuring data quality, privacy, and compliance across HR systems.

Predictive modeling: Design and deploy models to forecast attrition, internal mobility, hiring needs, and workforce trends.

Workforce analytics: Analyze HR data (headcount, turnover, engagement, performance, compensation) to identify patterns and deliver actionable insights.

Workforce planning: Support strategic workforce planning with scenario modeling and skills gap analysis.

Talent acquisition analytics: Measure and optimize recruitment funnels, time-to-hire, sourcing effectiveness, and quality of hire.

Dashboards and reporting: Build and maintain self-service dashboards and KPIs (e.g., Power BI) for HR leadership and business stakeholders.

Data quality and governance: Define and monitor data quality standards across HR systems, and work with HRIS teams to fix root causes of data issues.

Data integration: Collaborate with HRIS and IT teams to consolidate data from SuccessFactors and other HR platforms into a reliable analytics environment.

Privacy and ethics: Ensure that models and analyses comply with GDPR and internal policies, and apply responsible AI principles (bias detection, fairness, explainability).

Stakeholder partnership: Translate business questions from HR and business leaders into analytical approaches, and communicate findings in clear, non-technical language.

Innovation and continuous improvement: Identify opportunities for AI/ML and automation in HR processes, and promote a data-driven culture within the HR function.