Littal Shemer Haim

People Analytics, HR Data Strategy, Organizational Research – Consultant, Mentor, Speaker, Influencer

What do HR Data Strategists do for Companies?

An HR Data Strategist can be an insider or consultant who leads or participates in planning and managing how the company’s HR data is gathered, handled, used, and protected.
Photography by Littal Shemer Haim ©
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People analytics has been gaining speed since 2016. HR departments are becoming an essential source of data in organizations, in which more people’s data are used to improve the business. While implementing more predictive analytics and sophisticated analytics, HR is becoming a data-driven domain. Hence, new positions, requirements, job descriptions, and projects emerge. A prominent role nowadays is HR Data Strategist.

As an HR Data Strategist, I bring Data Science into daily HR activities to guide organizations to base decision-making about people on data. Basically, a person in this role can be an insider or consultant who leads or participates in planning and managing how the company’s HR data is gathered, handled, used, and protected. There are four major parts to this role:

1. Define and answer the right questions

The HR Data Strategist sees the big picture of data priorities for the company’s HR activities. This person highly understands the data strategy of the organization’s business, particularly its implementation in the HR domain. Thus, she can lead HR managers to ask the right questions, determine what data are needed to answer those questions, and tactically assist in reaching the answers.

2. Define and apply ethical guidelines for data strategy implementation

The HR Data Strategist leads or participates in implementing data strategy within the organization. She is required to define business cases and manage technical projects around them. In regards to data, this person can be considered as the organizational ethical guide, being involved or in charge of, not only data accuracy but also data security and privacy policies.

3. Identify opportunities through data

Because of her unique relationship with data, the HR Data Strategist can discover new opportunities through data. She may recognize new values in HR data. She may also contribute to increasing revenue or decreasing costs in HR and the organization as a whole based on information gained through data initiatives.

4. Lead and inspire a data-driven culture

The HR Data Strategist is a new organizational leader who inspires managers and employees to a data-driven culture. She convinces managers and employees of the importance and the business value of data. Since her activities influence the organization as a whole, it is naturally discussed at the C-level management.

The HR Data Strategist in a multidisciplinary role. This person must have both a technical background and a deep understanding of business and HR professions. In my activities in organizations, I offer my vast multidisciplinary experience, which mainly includes: statistical background, best practices and methodologies for organizational research, familiarity with data modeling and visualization techniques, experience in leading organizational projects with technical teams, business experience in the HR field, and strong communication skills at C- level.

Littal Shemer Haim

Littal Shemer Haim

Littal Shemer Haim brings Data Science into HR activities, to guide organizations to base decision-making about people on data. Her vast experience in applied research, keen usage of statistical modeling, constant exposure to new technologies, and genuine interest in people’s lives, all led her to focus nowadays on HR Data Strategy, People Analytics, and Organizational Research.

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