Global Hr Digital Associate Director - Data & Analytics

Select how often (in days) to receive an alert:

Hungry for challenges? Join a group with innovation at its heart and contribute to the automotive revolution!

OPmobility is a world-leading provider of innovative solutions for a unique, safer and more sustainable mobility experience. Innovation-driven since its creation, the Group develops and produces intelligent exterior systems, customized complex modules, lighting systems, clean energy systems and electrification solutions for all mobility companies. With a €11.4 billion economic revenue in 2023, a global network of 152 plants and 40 R&D centers, OPmobility relies on its 40,300 employees to meet the challenges of transforming mobility.

Our ambition? Provide automakers with cutting-edge equipment and solutions to develop tomorrow’s clean and connected car.

This role is created in a context of major transformation, including a willingness to:

• Ensure global consistency while respecting local flexibility (regulatory or BG specificities).
• Strengthen the HR data culture throughout the organization.
• Accelerate the global HR digital & Analytics transformation.

Deploy, in close partnership with the Global HR Digital & Analytics Director, the global HR data strategy and provide regional operational support for digital HR solutions & Analytics.

This key role aims to ensure consistency, quality, and increase the value of HR data on a global scale
, while supporting regional digital and analytics teams in optimizing the digital HR tools and processes deployed.

This leader will play a critical role in shaping how data is used to inform strategic decisions, drive HR operational excellence, and strengthen business outcomes.

In the context of cross-functional strategic projects that involve several departments (such as finance, business controlling, or operations), the role of the Employee Data & Regional HR Digital and Analytics Support Associate Director will be central to :

• Translate strategic project requirements in terms of HR data (workforce, movements, skills, costs, forecasts, etc.) into HR functional project specifications (in relation with the global Data BPO).
• Ensure that HR data is reliable, accessible, well governed, and leveraged, i.e., properly integrated, interpreted, and used in an extended enterprise context on a global scale.
• Implement governance rules with your team to control the use of HR data in cross-functional tools and ensure the success of these strategic projects for the company.
• Work with corporate, regional, and local HR teams.
• Contribute to the feasibility study, design, modeling, and analysis of the different strategic data projects
• Identify barriers and drivers of adoption to maximize the project's impact.

HR data governance and shared reporting

• Implement the overall HR data governance strategy.
• Develop and implement a reporting/Dashboards maturity model, with service levels (standard, advanced, predictive) The goal is to improve the company's reporting capabilities at all levels and align the team's efforts with the ever-evolving needs of stakeholders.
• Structure methods and standards (reporting models, KPIs, BI tools, data governance).
• Co-define governance rules and standards for integrating HR data into shared analytical environments.
• Ensure the quality, security, and compliance of HR data (GDPR, internal audits, etc.).
• Collaborate with the Data Office, IT, Legal, and HR teams to guarantee data integrity.
• Define and advance the use of predictive and advanced analytics to improve people insights and support business planning.
• Oversee the development and maintenance of common (global) dashboards (+regional for Data Quality), reports, metrics to support HR and business decision-making.
• Ensure standardization and quality of recurring reports across key areas such as headcount, hiring, compensation, span of control, learning, Talent, DEI etc.
• Regional support management for digital solutions and HR analytics:
• Support regions in the deployment, training, and support of HR tools.
• Monitor regional performance indicators (SLAs) and ensure their consolidation at the global level.
• Monitor the regional management of…