HR Data Architecture & Governance Lead - 12-24 Month Project
Sumitomo Mitsui Banking CorporationAbout the role
SMBC Group is a top-tier global financial group. Headquartered in Tokyo and with a 400-year history, SMBC Group offers a diverse range of financial services, including banking, leasing, securities, credit cards, and consumer finance. The Group has more than 130 offices and 80,000 employees worldwide in nearly 40 countries. Sumitomo Mitsui Financial Group, Inc. (SMFG) is the holding company of SMBC Group, which is one of the three largest banking groups in Japan. SMFG’s shares trade on the Tokyo, Nagoya, and New York (NYSE: SMFG) stock exchanges.
In the Americas, SMBC Group has a presence in the US, Canada, Mexico, Brazil, Chile, Colombia, and Peru. Backed by the capital strength of SMBC Group and the value of its relationships in Asia, the Group offers a range of commercial and investment banking services to its corporate, institutional, and municipal clients. It connects a diverse client base to local markets and the organization’s extensive global network. The Group’s operating companies in the Americas include Sumitomo Mitsui Banking Corp. (SMBC), SMBC Nikko Securities America, Inc., SMBC Capital Markets, Inc., SMBC MANUBANK, JRI America, Inc., SMBC Leasing and Finance, Inc., Banco Sumitomo Mitsui Brasileiro S.A., and Sumitomo Mitsui Finance and Leasing Co., Ltd.
The anticipated salary range for this role is between $169,000.00 and $210,000.00. The specific salary offered to an applicant will be based on their individual qualifications, experiences, and an analysis of the current compensation paid in their geography and the market for similar roles at the time of hire. The role may also be eligible for an annual discretionary incentive award. In addition to cash compensation, SMBC offers a competitive portfolio of benefits to its employees.
Role Description
The HR Data Architecture & Governance role sits within the Human Resources Information Systems function.
This role is accountable for defining and governing the structure, standards, and usability of HR data to ensure people data is trusted, well-controlled, and fit for downstream consumption across enterprise platforms, analytics environments, and regulatory use cases.
Role Objectives
Provide leadership and accountability for HR data architecture, data governance, and data quality, ensuring people data is structured, standardized, and governed to support compliant, scalable, and consistent downstream consumption.
HR Data Architecture
- Define and maintain the HR enterprise data architecture, including conceptual, logical, and business data models for core people data domains (employee, organization, job, position, compensation, talent, contingent workforce).
- Establish and govern canonical HR data models that serve as the authoritative foundation for downstream consumption across enterprise platforms.
- Define system-of-record, system-of-maintenance, and system-of-consumption designations for HR data elements, ensuring clarity of ownership and accountability.
- Maintain standardized HR data structures, hierarchies, and reference data (e.g., org structures, job families, cost centers, location codes) to ensure consistency across consuming systems.
- Ensure HR data architecture aligns with enterprise data models and supports cross-functional use cases with Finance, Risk, Compliance, and enterprise analytics teams.
Downstream Data Consumption & Design
- Design and govern HR data to be consumption-ready, ensuring it can be reliably used by downstream systems such as enterprise data platforms, analytics tools, planning systems, and regulatory processes.
- Define and maintain data contracts for HR data outputs, specifying structure, definitions, granularity, refresh frequency, permissible use, and data quality expectations.
- Ensure HR data is modeled at the appropriate level of detail and aggregation to support multiple downstream use cases without rework or local reinterpretation.
- Establish standards for derived, calculated, and enriched HR data elements, ensuring consistent logic and transparency for downstream consumers.
- Partner with enterprise data and analytics teams to ensure HR data integrates cleanly into semantic layers, curated data sets, and enterprise data products.
- Ensure privacy, confidentiality, and data minimization principles are embedded into HR data structures to support compliant downstream use, including role-based access and sensitivity classification.
- Act as the escalation point for downstream data consumption issues related to definition mismatches, structural inconsistencies, or inappropriate use of HR data.
- Partner and contribute to data migration
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