Director, Workforce Data Management Strategy

About The Role

The Director of Workforce Data Management Strategy will be a critical leader responsible for establishing the vision, roadmap, and governance framework for all People / Workforce data across the enterprise. In the wake of our major Oracle HCM implementation (Project Omaha), this role is essential for transforming how we manage our core HR data—ensuring its accuracy, integrity, and security across all consuming systems (Payroll, Finance, Identity Access Management, etc.).

This leader will build and operationalize a formal

Master Data Management (MDM)

strategy for workforce data, partnering closely with Engineering, Compliance, and Business teams to maximize the value of our most critical asset : our people data. This is a strategic role focused on long‑term data sustainability, regulatory compliance, and architectural design.

What You'll Do

Strategy & Vision

Develop Global Data Strategy : Define and communicate a comprehensive 3‑year strategy and roadmap for Workforce Data Management, focusing on data governance, quality, standards, and architecture across the global HR technology ecosystem.

Analytics and Insights Strategy (Partner with PDnA) : Develop and implement a forward‑looking strategy for our predictive insights practice, focusing on the widespread accessibility of workforce data.

Establish Master Data Management (MDM) : Design and lead the implementation of the MDM framework for core employee records, ensuring a single source of truth for foundational data elements.

Data Architecture Partnership : Collaborate with Enterprise Architecture and People Technology Engineering to design scalable, secure, and compliant data flows between Oracle HCM and downstream systems (e.g., Financials, Compensation tools, Identity Management).

Governance & Operations

Establish Data Asset Management and the Enterprise Workforce Data Model template. Build the essential data elements “dictionary”. Ensure data quality operations are implemented within PeopleOps. Establish data architecture practice.

Lead Data Governance : Chair the formal People Data Governance Council, defining data policies, standards, ownership roles (Data Owners, Stewards), and formal change management processes for critical data elements.

Data Quality Management : Implement automated data quality monitoring tools and dashboards. Define and track key data quality metrics (completeness, accuracy, consistency) and drive initiatives to resolve systemic data issues.

Data Access and Identity Management : Partner with firm‑wide IIQ to industrialize our existing data access roles. Work to build HR access to HCM as provisioned by our enterprise RBAC toolset.

Data Product Rationalization : Work to limit the number of bespoke offerings from legacy PDNA. Build franchise products in the form of domain dashboards that can be reused and developed by key constituents. Work with People Partners to establish domain views that promote more efficient and consistent HR advise.

Regulatory Compliance : Partner with Legal and Privacy teams to ensure all data practices comply with global regulations (e.g., GDPR, CCPA, etc.) related to employee data privacy and retention.

Team Leadership & Influence

Build the Practice : Recruit, mentor, and lead a team of high‑performing data analysts, data stewards, and governance specialists.

Executive Influence : Act as the primary subject‑matter expert for workforce data, presenting findings, risks (including data quality risks impacting financial reporting), and strategic recommendations to senior leadership (VP / C‑Suite level).

Basic Qualifications

Bachelor’s degree in Computer Science, Information Technology, Business, or a related field.

10+ years of progressive experience in Data Management, Data Governance, or HR Technology Architecture.

5+ years of experience in a leadership role (Director or equivalent) managing strategic initiatives and cross‑functional teams.

Deep functional and technical understanding of Master Data Management (MDM) principles and their application within an HR domain.

Proven experience successfully defining and implementing data governance structures at a large, complex, and global organization.

Strong knowledge of enterprise‑scale HRIS platforms (Oracle HCM, Workday, SAP SuccessFactors).

Preferred Qualifications

Advanced degree (MBA or Master’s in Data Science, Information Systems).

Direct experience architecting data flows and governance for a major Oracle HCM or Workday implementation.

Expert‑level knowledge of global data privacy and security regulations relevant to workforce data.

Experience operating within a fast‑paced, high‑growth technology company with a globally distributed workforce.

Compensation

For San Francisco, CA‑based roles : the base salary range for this role is USD $230,000 per year – USD $255,500 per year.

You will be eligible to participate in Uber's bonus program, and may be offered an equity award and other types of compensation. You will also be eligible for various benefits. More details can be found at the following link [link].

About Uber

Uber's mission is to reimagine the way the world moves for the better. Here, bold ideas create real-world impact, challenges drive growth, and speed fuels progress. What moves us, moves the world – let’s move it forward, together.

Equal Opportunity Employment

Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing [this form].

Workplace Expectations

Offices continue to be central to collaboration and Uber's cultural identity. Unless formally approved to work fully remotely, Uber expects employees to spend at least half of their work time in their assigned office. For certain roles, such as those based at green‑light hubs, employees are expected to be in‑office for 100% of their time. Please speak with your recruiter to better understand in‑office expectations for this role.

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