Senior Director, Sustainability HR Data Transformation & Analytics

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

00% - 25%

Relocation Provided:

No

Job Posting End Date:

August 23, 2025

Shift:

Job Description Summary:

Overview: Mandatory human capital reporting is growing globally. We are seeking a strategic and collaborative leader for the position of Senior Director, Sustainability HR Data Transformation & Analytics to prepare us for Sustainability reporting requirements for HR data. As a key member of our team, you will be responsible for the development and implementation of our Sustainability reporting strategy for HR, enabling regulatory compliance and public reporting, and providing leadership and subject matter expertise for Sustainability measurement specifically for HR.

Reporting to VP, People Insights, this role is an individual contributor role that will work cross-functionally across HR and with other internal delivery teams. Key stakeholders for this role include Public Affairs, Communication & Sustainability, Legal, Finance, HR Shared Services, Data Privacy and more. The successful candidate will have strong business acumen and the ability to translate requirements to the business, influence without authority, and work across the organization with stakeholders to drive the company’s desired outcomes.

Our hybrid work schedule includes at least 3 in-person days at our global headquarters in Atlanta, Georgia.

Responsibilities:

Strategic Leadership:

• Set and develop strategic framework to respond to growing global requirements in mandatory and voluntary human capital compliance reporting with HR data (e.g., SEC, EU CSRD, Country-by-country reporting).

• Develop, align and implement a unified and consistent approach for Sustainability reporting standards specifically for HR data reporting.

• Partner with global Sustainability team to create strategies that will meet sustainability and business goals and objectives for HR.

• Provide thought leadership on human capital compliance reporting trends and stay externally connected with other organizations.

Change Management:

• Design and execute a robust change management plan to ensure delivery of compliance reporting for HR.

• Provide strategic guidance to leadership teams on navigating and leading through change related to compliance reporting.

Process Development:

• Design and implement global process for HR-specific data reporting for voluntary, regulatory and compliance reporting.

• Partner with various internal teams to understand and document their internal data generation processes (e.g., HR Shared Services) for audit and assurance purposes.

Integration and Connection:

• Conduct a materiality assessment in partnership with Sustainability to determine the right metrics to measure progress in HR.

• Work with external consultancy on reporting assurance requirements.

• Deliver project management across multiple areas of HR.

• Enable and deliver seamless cross-functional collaboration (e.g., PACS, HR, IT, Sustainability, Legal) to ensure delivery.

• Facilitate data-driven discussions within the HR leadership team on topics related to Sustainability HR data.

• Develop external relationships to benchmark progress and stay up-to-date with Sustainability trends in HR data.

HR Data Governance:

• Define, establish and implement data governance principles for the collection and reporting of Sustainability HR data.

• Regularly report progress to the executive team and board of directors, making data-driven recommendations for adjustments.

People Analytics, Metrics and Measurement:

• Responsible for internal scorecarding and external reporting (to include managing the third-party assurance of social and environmental metrics).

• Align workforce metrics with external Sustainability reporting standards. Monitor progress and adapt strategies as needed.

• Combine multiple sources of data, conduct analyses, and present the findings to senior leadership.

• Provide feedback to technology teams on how to effectively set up systems for HR data collection.

Skills and Capabilities:

• Data analysis

• Stakeholder engagement

• Negotiation and influence

• Diplomacy and conflict resolution

• Consulting

• Change management

• Analytical and critical thinking with ability to translate vision