People Data Governance Manager

The People Data Governance Manager is a key role within the HR function responsible for ensuring that people data is accurate, secure, and managed in line with regulatory requirements and Firm policies. Sitting within the Workforce Analytics team, this role shapes and maintains the HR data governance framework that underpins strategic workforce insights, operational excellence, and employee trust.

We are looking for a candidate with direct experience working within HR or in close partnership with HR functions, who understands the employee lifecycle, HR processes, and the importance of high-quality people data in decision-making. This role regularly partners with HR leaders, IT, Legal, Compliance, and business stakeholders, acting as the central point of expertise for people data governance across the Firm.

The role reports to the Senior Workforce Analytics Manager.

Key Responsibilities

• Data Governance & Strategy Develop and maintain HR data governance policies, standards, and processes that ensure consistent, compliant management of people data across the Firm.

• Data Quality Oversight Monitor, audit, and improve the accuracy and completeness of people data, implementing controls to proactively identify and resolve issues.

• Compliance & Risk Ensure HR data practices comply with GDPR, employment regulations, and internal Firm policies. Support or lead audits, privacy reviews, and risk assessments.

• Data Security & Access Management Oversee access to sensitive HR data and work with IT and InfoSec teams to maintain strong security controls and monitoring practices.

• Cross-Functional Engagement Act as a key liaison between HR, IT, Legal, Compliance, Risk, and business leaders, ensuring alignment on people data requirements, risks, and governance frameworks.

• Training & Data Stewardship Build data literacy and stewardship across HR by developing and delivering training for HR colleagues, data owners, and business users.

• Analytics Enablement Support the ethical, compliant use of people data for reporting, analytics, and strategic insights.

• Issue Management Investigate and resolve HR data issues or incidents, ensuring proper documentation, root-cause analysis, and continuous improvement.