Director, People Data & Analytics

Role Purpose

The Director, People Data & Analytics will define and lead the global People Analytics strategy, transforming HR from fragmented reporting to a predictive, insight-led capability that drives measurable business impact.

This role owns the people data and analytics agenda for HR, ensuring that workforce decisions are driven by trusted data, forward-looking insights, and aligned to enterprise priorities.

Working in close partnership with the Technology Data & Analytics (D&A) function, this role will define people analytics strategy, use cases, and insights, while leveraging enterprise data platforms and capabilities delivered by Tech.

Key Responsibilities

1. Build the People Analytics Strategy Aligned to Enterprise D&A Standards

• Define a multi-year People Analytics strategy aligned with enterprise D&A standards and data architecture
• Ensure HR’s people data strategy supports broader enterprise priorities such as digital transformation, supply chain optimisation, and global talent strategy.
• Create a maturity roadmap from descriptive reporting to predictive and prescriptive analytics for use cases such as attrition prediction, skills adjacency modelling, and workforce cost optimisation.
• Work with Tech D&A team to integrate external labour market data for competitive benchmarking and ensure measurable KPIs for analytics adoption and impact.

2. Establish HR’s data governance model in partnership with Tech, ensuring compliance with global privacy regulations (GDPR, cross-border).

• Collaborate with the Tech/D&A governance teams to define HR’s data stewardship model and accountability framework for people data, adopting enterprise standards on; data quality, data definitions, metadata management, data access & security, privacy & compliance (including cross-border data considerations)
• Work with AI Governance forum to define and embed Responsible AI principles and bias mitigation in predictive models.
• Represent HR in enterprise data councils and lead ethical data practices.
• Partner with Tech D&A and Finance to enable integrated workforce and financial forecasting

3. Rationalise, Standardise, and Modernise HR Dashboards & Reporting

• Ensure the right data is in place for monitoring the right KPIs, creating a single source of truth integrated with enterprise data lakes.
• Enable scalable self-service reporting and insight tools, available to all, using enterprise-standard tools (e.g., Power BI) and embed predictive insights.
• Ensure executive-ready narratives and reporting cadences aligned to business decision cycles.

4. Enable Data-Driven Decision Making Across HR and the Business

• In conjunction with Tech Capability team lead change management and people analytics culture adoption across HR and business leaders.
• Co -create a structured enablement programme for people data for HRBPs and Leaders, including certifications or learning paths in analytics literacy, data storytelling, and responsible data use.

5. Deliver High-Value Workforce Insights Across Bacardi’s Value Chain

Provide actionable insights that help Bacardi attract, develop, and engage talent for growth. Focus on:

• Deliver predictive workforce insights across the value chain, including skills forecasting, mobility analysis, diversity pipeline health, and succession risk modelling. Apply AI/ML and external market intelligence to optimise recruitment, retention, and workforce planning. Define KPIs for impact measurement.
• Translate insights into recommendations that enable Bacardi to stay competitive in the global spirits industry.

6. Build a Modern Employee Listening & Culture Insight Model

• Partner with Tech to ensure employee listening platforms integrate effectively with enterprise data architecture.
• Create a consistent approach to engagement, lifecycle surveys, pulse checks, and sentiment analysis.
• Combine qualitative and quantitative data and predictive analytics to understand culture drivers, leadership impact, and employee experience trends.

Skills & Experience

Experience

• Extensive knowledge of HR systems and data structures (Workday/SAP).
• Proven ability to build people analytics capability in low-maturity environments
• Experience with predictive modelling and machine learning in HR context
• Advanced data storytelling for executive audiences
• Strong change leadership and influencing skills.
• Ability to translate analytics into actionable business recommendations.
• Experience partnering closely with enterprise Technology or Data & Analytics teams.
• Experience in FMCG, spirits, manufacturing, or global multi-market environments is beneficial.

Technical & Behavioural Skills

• Strong understanding of enterprise data principles, governance, and architecture.
• Advanced analytics and visualisation capability (Power BI/Tableau).
• Strong stakeholder management, bridging HR and Tech.
• Excellent data storytelling, simplifying complex information.
• Comfortable building structure in ambiguity and setting long-term foundations

At Bacardi we care deeply about finding brilliant talent who can bring the following personal attributes to help elevate our 3Fs: Fearless, Family, Founder culture to the next level.
 

• Belonging: You have a strong capacity to create a culture of ‘Belonging’, where people feel appreciated for who they are, what they do, and who they can become

• Self-Awareness: You have high levels of self-awareness, are reflective and know yourself well, understanding both your own strengths and weaknesses and your impact on others

• People Agility: You bring a deep ability to understand and relate to people and navigate through tough situations to harness and multiply collective performance

• Results Agility: You demonstrate consistent delivery of results in first-time situations by inspiring teams, exhibiting a presence that builds confidence in yourself and others.

• Mental Agility: You can think critically to penetrate complex problems and expand the possibilities by making fresh connections. You think strategically whilst being execution focused and bring creativity to the challenges you’re presented with

• Change Agility: You have a deep natural curiosity, desire to experiment and ability to effectively deal with the heat of change. You have a growth and learning mindset: ready to test, stumble, learn and apply from experience

Disclaimer: Bacardi seeks talent from all backgrounds to bring diversity of thought, agility and capability to our organization across the globe. We promote a working environment where all employees are treated and rewarded fairly. We do not tolerate any form of discrimination that adversely affects individuals or groups on the basis of national origin, race, color, religion, sex, gender, sexual orientation, marital status, disability, age, and any other legally protected aspect of a person’s identity. 

U.S. applicants have rights under Federal Employment Laws.

Perks of Working for us

At Bacardi, we are committed to providing our Primos (employees) with a comprehensive Total Rewards package of compensation, benefits, incentives, allowances, well-being, and much more to meet the needs of themselves and their families. It goes beyond just Cash! The total rewards program is based on pay for performance, whereby the incentive programs are linked to company and individual performance.

• Competitive Pay Package

• Competitive Holiday/Paid Time Off, plus additional days offered ( i.e., volunteer day, allowing you to give back to the community)

• Retirement/Pension Plan

• Medical, Critical Illness, and Life Insurance

• Employee Assistance Programs

• Best-in-class, family-friendly, and inclusive leave policies

The benefits /perks may vary depending on the nature of your employment with Bacardi, your work location, and are subject to change.
Some benefits may be subject to an employee contribution.
Some benefits may be fully or partially subsidized. Incentive plans are linked to the nature of your employment and can vary based on region, market, function or brand.