Director, People Data & Insights

Your role at Clorox:

The Director, People Data & Insights is a strategic leadership role responsible for transforming Clorox’s People data into a competitive advantage through high-impact insights, robust governance, and AI-ready data foundations

.This role serves as the enterprise People Data Owner, accountable for the strategy, governance, and integrity of People data across all systems and use cases. The Director ensures that People data is trusted, connected, and scalable—enabling advanced analytics, powering AI capabilities, and underpinning critical enterprise transformations

.

Success in this role is defined by the ability to establish People data as a trusted, governed, and consistently leveraged asset across the enterprise. The ideal candidate will enable leadership to make scalable, data-driven decisions grounded in actionable insights, while ensuring that AI and automation capabilities are powered by high-quality, well-curated People data. This role will play a critical part in driving transformation programs that deliver measurable business outcomes, supported by strong and reliable data foundations. Ultimately, success means helping People& operate with a modern, scalable, and AI-ready data backbone that accelerates impact across the organizatio

n.

In this role, you wi

ll:

1. Enterprise Employee Listening, People Analytics, and Strategic Insi

• ghtsLead and develop a high-performing People Data & Insights
• teamOversee the enterprise employee listening strategy, including driving the strategic communications of survey themes to senior leadership and the broader organiza
• tionDefine and lead the enterprise People analytics strategy aligned to business priorities and People& transformation object
• ivesDeliver actionable, executive-ready insights that inform workforce, talent, and organizational decis
• ionsOversee development of enterprise dashboards, metrics, and predictive models (e.g., Talent Insights, workforce planning, TA effectiven
• ess)Partner with HRBPs, COEs, and business leaders to embed data-driven decision ma

king

2. People Data Ownership & Gover

• nanceServe as the single point of accountability for People data across the enter
• priseEstablish, manage, and continuously evolve a comprehensive People data governance framework, inclu
• ding:Data ownership and stewardship
• modelData quality standards and con
• trolsStandardized definitions (metrics, KPIs, taxo
• nomy)Data lineage and auditab
• ilityDefine and enforce system-of-record truth for core People data across platforms (e.g., Workday, Servic
• eNow)Ensure compliance with data privacy, security, and regulatory requirements in partnership with IT, Security, and
• LegalDrive enterprise adoption of consistent, trusted People data standards to reduce fragment

ation

3. AI Readiness & Data Enab

• lementLead AI readiness for People data, ensuring data is structured, accessible, and governed to support AI at
• scaleEstablish governance for AI-enabled use cases within People& (HR), including bias mitigation, transparency, and moni
• toringBuild and maintain a curated People data and knowledge layer to support Copilot, agents, and self-service capabi
• litiesDefine and track data readiness criteria required to scale AI across Peopl

e&

4. Transformation & Enterprise Program Lea

• dershipLead data and insights workstreams for critical enterprise initiatives, inc
• luding:Employee Experience Portal transfo
• rmationJob Architecture r
• edesignM&A activities/HCM data inte
• grationDefine measurement frameworks, success metrics, and reporting for each ini
• tiativeEnsure all transformation efforts are grounded in clean, consistent, and actionable Peop
• le dataEmbed insights into program governance, decision-making, and value realization t

racking

5. People Data Platform, Products & Capability Dev

• elopmentDefine the vision and roadmap for the People data and analytics ecosystem (Workday, ServiceNow HRSD, Microsoft Glint/Viva Insights, enterprise data wa
• rehouse)Partner with HR Technology to ensure scalable data architecture, pipelines, an
• d modelsOversee development of analytics products, including dashboards, predictive insights, and self-servi
• ce toolsDrive adoption of enterprise analytics tools and build data literacy across HR and business

leaders

6. Cross-Functional Leadership & Operating Model In

• tegrationPartner clos
• ely with:HR Technology (Workday, Se
• rviceNow)HR COEs (TA, TM, Total Rewards,
• L&D)HRBPs and busines
• s leadersIT, Security, an
• d FinanceInfluence senior leaders on data strategy, governance, and insights p
• rioritiesEmbed a product-oriented, AI-enabled operating model where data and insights are integrated into end-to-end People
• servicesAct as a key leader in shaping a future-ready, AI-first People&

function

What we

• look for:10 plus years of experience and deep expertise in people analytics, workforce insights, a
• nd HR data5 plus years of experience leading high-perfor
• ming teamsTechnical fluency in analytics, data visualization, and data architectur
• e conceptsDeep understanding of how to structure data architecture, modeling, tools, and governance to accelerate data readiness for AI app
• lications.Strong experience in enterprise data governance and data managemen
• t at scaleProven ability to lead cross-functional transformation programs and data i
• nitiativesStrong executive communication and storytell
• ing skillsHigh degree of judgment handling sensitive and confidential emp

loyee data

#LI-REMOTE

Wor

kplace

type:Remote

Our values-based culture connects to our purpose and empowers people to be their best, professionally and personally. We serve a diverse consumer base which is why we believe teams that reflect our consumers bring fresh perspectives, drive innovation, and help us stay attuned to the world around us. That’s why we foster an inclusive culture where every person can feel respected, valued, and fully able to participate, and ultimately able to thrive

. Learn more.

[U.S.]Additiona

l Information:At Clorox, we champion people to be well and thrive, starting with our own people. To help make this possible, we offer comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates’ unique needs. This includes robust health plans, a market-leading 401(k) program with a company match, flexible time off benefits (including half-day summer Fridays depending on location), inclusive fertility/adoption benef

its, and more.

We are committed to fair and equitable pay and are transparent with current and future teammates about our full salary ranges. We use broad salary ranges that reflect the competitive market for similar jobs, provide sufficient opportunity for growth as you gain experience and expand responsibilities, while also allowing for differentiation based on performance. Based on the breadth of our ranges, most new hires will start at Clorox in the first half of the applicable range. Your starting pay will depend on job-related factors, including relevant skills, knowledge, experience and location. The applicable salary range for every role in the U.S. is based on your work location and is aligned to one of three zones according to the cost of labo

r in your area.

–Zone A: $17

5,100 - $360,700–Zone B: $16

0,500 - $330,700–Zone C: $14

5,900 - $300,600

All ranges are subject to change in the future. Your recruiter can share more about the specific salary range for your location during th

e hiring process.

This job is also eligible for participation in Clorox’s incentive plans, subject to the terms of the applicable plan docum

ents and policies.

Please apply directly to our job postings and do not submit your resume to any person via text message. Clorox does not conduct text-based interviews and encourages you to be cautious of anyone posing as a Clorox recruiter via unsolicited texts during the

se uncertain times.

To all recruitment agencies: Clorox (and its brand families) does not accept agency resumes. Please do not forward resumes to Clorox employees, including any members of our leadership team. Clorox is not responsible for any fees related to

unsolicited resumes.

Our commitment to diversity, inclusion, and equal emp

loyment opportunity. We seek out and celebrate diverse backgrounds and experiences. We’re always looking for fresh perspectives, a desire to bring your best, and a nonstop drive to keep growing and learning. Learn more about our Inclusion, Diversity, Equity, and Allyship

(IDEA) journey here.

The Clorox Company and its subsidiaries are an EEO/AA/Minorities/Women/LGBT/Protected Veteran/Disabled employer. Learn mor

e to Know Your Rights.

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