Back to jobs
New

HR Reporting & Data Lead

NYC Global HQ

Who We Are

DoubleVerify is a leading software platform for digital media measurement, data, and analytics. DV's mission is to be the definitive source of transparency and data-driven insights into the quality and effectiveness of digital advertising for the world's largest brands, publishers, and digital ad platforms. DV's technology platform provides advertisers with consistent and unbiased data and analytics that can be used to optimize the quality and return on their digital ad investments. Since 2008, DV has helped hundreds of Fortune 500 companies gain the most from their media spend by delivering best-in-class solutions across the digital advertising ecosystem, helping to build a better industry. Learn more at doubleverify.com.

As the HR Reporting & Data Lead, you'll own HR reporting, data, and analytics end to end, building and automating the reports, dashboards, and data infrastructure that give HR and business leaders real visibility into how the workforce is performing. You'll be the go-to for HR Master Data Management, and all things reporting and analytics.  

This is a role for a self-starter with a passion for data, analytics, insights and story telling.  You'll partner with stakeholders at every level, including the CHRO. Reporting to the Senior Director, HR Technology & Operations, your responsibilities fall into these key areas:

What you'll do

As the HR Data and Reporting Lead, you will own HR reporting, data, and analytics building and automating the reports, dashboards, and data infrastructure that give HR and business leaders visibility into workforce performance. You will own HR Master Data Management.  This role reports to the Senior Director, HR Technology & Operations. Your responsibilities fall into these key areas:

Reporting & Analytics

  • Collect and compile HR metrics and data from a variety of sources and systems including Workday.

  • Create, design, develop, test, and manage reports, KPIs, and dashboards that give leadership visibility into company performance and critical employee metrics.

  • Develop and maintain routine and ad hoc reports and system queries that are reliable, accurate, and cross-referenced across data sources for consistency (e.g., weekly hiring report, quarterly people data including hiring, retention, etc.).

  • Oversee annual and quarterly reporting requirements, including compliance reporting such as EEO-1.

  • Analyze data and provide solutions with meaningful business impact.

  • Expand and enhance existing analytics capabilities; continuously improve processes and explore/adopt new tools.  

  • Create a quality assurance process to ensure the overall quality and continual improvement of HR analytics.

  • Identify opportunities to integrate databases and reporting tools to improve reporting and self-service; drive innovation and process improvement across the reporting/data analysis function.

  • Perform data benchmarking with peer institutions.

  • Develop and maintain standards and best practices for data, including reporting methodology and request intake.

  • Create and load data to Workday using EIBs and other methods for updates and testing purposes.

  • Create and maintain reports and dashboards in Workday.

  • Leverage AI and automation tools to streamline key reports, recurring processes, and data management tasks, reducing manual effort and improving turnaround time.

  • Support various stakeholders to complete ad hoc requests and surveys.

CHRO Support 

  • Support the CHRO with data, analytics, and insights

  • Prepare Board-level presentations and executive briefings.

  • Conduct data analysis and insights to support decision-making.

  • Respond to ad hoc requests for data, analysis, presentations, and visualizations..

  • Leverage AI to automate reporting, analytics, and insights.

HR Master Data Management 

  • Own core HR master data  - cost center, company, location, supervisory organization  - keeping Workday as the authoritative system of record.

  • Set data governance standards: definitions, naming conventions, allowed values, and mandatory fields, documented in a data dictionary with clear data ownership and stewardship.

  • Run data quality controls: exception reports and dashboards to catch missing, duplicate, invalid, or inconsistent records, plus recurring reconciliations of Workday data against downstream payroll/financial systems.

  • Maintain data lineage: partner with IT on how each data element flows from Workday to downstream systems.

  • Maintain the legacy data repository and support acquisition data transitions.

  • Function as the subject matter expert and data steward for HR-related data, representing HR on associated committees and governing groups.

Project & Testing Support

  • Actively participate in projects to understand/recommend reporting and data needs.  

  • Create reports to support processes and/or projects

  • Stage data as needed.

  • Support the bi-annual Workday release schedule, including testing and review of reporting and master data management.

SOX Compliance & User Access Reviews (Support)

  • Support coordination of periodic User Access Reviews (typically quarterly for high-risk/privileged access and at least annually for standard access) covering all SOX-relevant Workday security groups and role assignments. Evidence gathering for UARs is performed by IT; this role coordinates scheduling, tracking, and follow-up.

  • Support the annual SOX scoping exercise by helping identify which Workday processes, configurations, integrations, and reports are material to financial reporting and therefore in scope.

  • Partner with the HR Tech Leader and IT on materiality and risk to recommend inclusion or exclusion of processes from SOX scope, documenting the rationale for scoping decisions.

  • Participate/Lead Audit Walk-thrus for HR 

Who you are

  • A strong individual contributor who lives DV's values (passion, accountability, collaboration, and trailblazing). 

  • Strong interpersonal, communication, and relationship-building skills, as well as a strong collaborator who partners well with stakeholders at various levels in the organization.

  • You're endlessly curious and not afraid to experiment with AI to work smarter, whether that's using it to speed up data cleanup, generate draft dashboards and summaries, spot patterns across messy datasets, or turn raw numbers into a narrative in a fraction of the time. 

  • 5+ years of experience in an HR analytics or consulting role at a global company.

  • 5+ years of experience with Workday Reporting and Master Data Management.

  • Experience providing analytics for senior HR/CHRO-level stakeholders.

  • Experience with data warehouses, enterprise systems, and a variety of reporting, statistical, and analytical tools.

  • Demonstrated statistical and quantitative skills; ability to quickly analyze and integrate information from disparate sources with strong storytelling ability.

  • Exceptional attention to detail and project management skills.

  • Strong understanding of data governance, including GDPR.

  • Ability to present complex information in an understandable and compelling manner.

  • Demonstrated track record of partnering with executives, managers, and employees on change management and structured processes at a global level.

  • Proficiency in Tableau, Google Suite, Slack, Workday, and macOS highly preferred.

  • Workday Report certification is a plus.

The successful candidate’s starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role based on the qualifications set forth in the job description is between $100,000 to $163,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits. The range above is for the expectations as laid out in the job description; however, we are often open to a wide variety of profiles, and recognize that the person we hire may be more or less experienced than this job description as posted.

Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you’re not sure that you check every box, apply anyway!

Create a Job Alert

Interested in building your career at DoubleVerify? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Education

Select...
Select...
Select...
Select...
Select...

Let us know where you saw DV

Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in DoubleVerify’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.