Director, People Data & Insights

Clorox is the place that’s committed to growth – for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities, and teammates. Join our team. #CloroxIsThePlace

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 organization.

In this role, you will:

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

• Lead and develop a high-performing People Data & Insights team
• Oversee the enterprise employee listening strategy, including driving the strategic communications of survey themes to senior leadership and the broader organization
• Define and lead the enterprise People analytics strategy aligned to business priorities and People& transformation objectives
• Deliver actionable, executive-ready insights that inform workforce, talent, and organizational decisions
• Oversee development of enterprise dashboards, metrics, and predictive models (e.g., Talent Insights, workforce planning, TA effectiveness)
• Partner with HRBPs, COEs, and business leaders to embed data-driven decision making

2. People Data Ownership & Governance

• Serve as the single point of accountability for People data across the enterprise
• Establish, manage, and continuously evolve a comprehensive People data governance framework, including:
  • Data ownership and stewardship model
  • Data quality standards and controls
  • Standardized definitions (metrics, KPIs, taxonomy)
  • Data lineage and auditability
• Define and enforce system-of-record truth for core People data across platforms (e.g., Workday, ServiceNow)
• Ensure compliance with data privacy, security, and regulatory requirements in partnership with IT, Security, and Legal
• Drive enterprise adoption of consistent, trusted People data standards to reduce fragmentation

3. AI Readiness & Data Enablement

• Lead AI readiness for People data, ensuring data is structured, accessible, and governed to support AI at scale
• Establish governance for AI-enabled use cases within People& (HR), including bias mitigation, transparency, and monitoring
• Build and maintain a curated People data and knowledge layer to support Copilot, agents, and self-service capabilities
• Define and track data readiness criteria required to scale AI across People&

4. Transformation & Enterprise Program Leadership

• Lead data and insights workstreams for critical enterprise initiatives, including:
  • Employee Experience Portal transformation
  • Job Architecture redesign
  • M&A activities/HCM data integration
• Define measurement frameworks, success metrics, and reporting for each initiative
• Ensure all transformation efforts are grounded in clean, consistent, and actionable People data
• Embed insights into program governance, decision-making, and value realization tracking

5. People Data Platform, Products & Capability Development

• Define the vision and roadmap for the People data and analytics ecosystem (Workday, ServiceNow HRSD, Microsoft Glint/Viva Insights, enterprise data warehouse)
• Partner with HR Technology to ensure scalable data architecture, pipelines, and models
• Oversee development of analytics products, including dashboards, predictive insights, and self-service tools
• Drive adoption of enterprise analytics tools and build data literacy across HR and business leaders

6. Cross-Functional Leadership & Operating Model Integration

• Partner closely with:
  • HR Technology (Workday, ServiceNow)
  • HR COEs (TA, TM, Total Rewards, L&D)
  • HRBPs and business leaders
  • IT, Security, and Finance
• Influence senior leaders on data strategy, governance, and insights priorities
• Embed a product-oriented, AI-enabled operating model where data and insights are integrated into end-to-end People services
• Act 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, and HR data
• 5 plus years of experience leading high-performing teams
• Technical fluency in analytics, data visualization, and data architecture concepts
• Deep understanding of how to structure data architecture, modeling, tools, and governance to accelerate data readiness for AI applications.
• Strong experience in enterprise data governance and data management at scale
• Proven ability to lead cross-functional transformation programs and data initiatives
• Strong executive communication and storytelling skills
• High degree of judgment handling sensitive and confidential employee data

#LI-REMOTE

Workplace 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.]Additional 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 benefits, 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 labor in your area.

–Zone A: $175,100 - $360,700

–Zone B: $160,500 - $330,700

–Zone C: $145,900 - $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 the hiring process.

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