Littal Shemer Haim

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

Learning On The Job

Gaining the proper analytical mindset

People Analytics Mentoring - Why?

Your company strive to rely on state-of-the-art methodologies and bases its decision making about people on data. Your valuable contribution starts with the proper analytical mindset. 

The right guide in this journey is an expert in People Analytics, HR Data Strategy, and Organizational Research – the one who is there by your side, in every step of your re-skilling and up-skilling, making sure that you understand and leverage data science concepts and HR-tech solutions. 

Such a mentor will lead you to fulfill your role as an HR leader that is a real partner in improving business performance by informed decisions.


"Littal is a wonderful mentor who helped me enter the data analytics domain. She is patient, intelligent, and analytical. I learned a lot from Littal, both from the technical part and the business one. If you are looking for a great mentor to introduce you to the world of People Analytics - She's the perfect pick!"

Leah Gidberg, Director of Global HRIS & People Analytics at Guardicore


Support the development and execution of People analytics strategy and enable data-driven decisions across the entire employee lifecycle. Determine relevant approaches for diagnostic and advanced analytics, including data requirements, trade-offs in analytical methods, and interpretation of results.


Deliver answers to people analytics questions derived from business and HR executives, using research methods, and provide compelling data visualizations that transform data into meaningful insights. Develop the company’s practices of employee reviews, engagement surveys, productivity and training effectiveness.


Contribute to data-driven culture related to People. Train HR to support executives and managers in the areas of people metrics, reporting, and advanced analytics. Work with HR-tech and IT to structure and integrate data and to ethically expand the data universe.

Build The Value Chain

The mentoring program follows three key practices: working with your own data, psychological safety, and rituals. It covers sixteen themes, organized in four milestones that build the People Analytics value chain: Charger, Journey, Capability, Culture. This parsimonious structure serves as a road map. However, each theme stands on its own. This structure is also useful when setting KPIs and broadening your learning with additional resources.  

Is it theoretical or practical?

The mentoring sessions combine theoretical and practical content. You will acquire an analytical mindset that will enable you to support business questions with HR data. You'll learn the foundations, review case studies and tools, so hopefully, you'll apply some of it in your organization, in accordance with its maturity.

Will it help my Career in HR?

The future of work, and the future of HR, will be completely different: automated, technological, and data-driven. Expanding your skills via People Analytics mindset and practices will help you to save your future spot. It will enable you to contribute to your organization, which may lead to career opportunities and growth.

Do I need a certain software?

You don't need to have or to purchase in advance any software or tech solution. During the mentoring sessions you'll learn to distinguish between solutions, so eventually your voice will be heard better, in procurement decisions or in communication with your internal or external analytics provider.

Would my employer support it?

The mentoring sessions enable to understand how people processes are related to business results. Your employer would like you to contribute to improving the return on investment in people, and in developing a data-driven approach to people processes, using up-to-date technologies and methodologies.

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