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; StandardsDefine a multi-year People Analytics strategy aligned with enterprise D&A; standards and data architectureEnsure 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 forecasting3.
Rationalise, Standardise, and Modernise HR Dashboards & ReportingEnsure 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 BusinessIn 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 ChainProvide 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 general spirits industry.6.
Build a Modern Employee Listening & Culture Insight ModelPartner 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 & ExperienceExperienceExtensive knowledge of HR systems and data structures (Workday/SAP).
Proven ability to build people analytics capability in low-maturity environmentsExperience with predictive modelling and machine learning in HR contextAdvanced data storytelling for executive audiencesStrong 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 SkillsStrong 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 foundationsleadership agilityAt Bacardi we care dee

📌 Director, People Data (España)
🏢 Bacardi
📍 España