At a Glance
- Tasks: Lead the design of HR governance practices and manage data privacy risks.
- Company: Join NIQ, a global leader in consumer intelligence and analytics.
- Benefits: Enjoy flexible working, volunteer time off, and professional development opportunities.
- Other info: Dynamic role with excellent career growth in a diverse and inclusive environment.
- Why this job: Make a real impact on responsible AI use and HR governance.
- Qualifications: Experience in governance, compliance, and strong stakeholder management skills required.
The predicted salary is between 63000 - 77000 £ per year.
Company Description
NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population.
Job Description
We are seeking an HR Governance Lead to establish and oversee governance practices across HR, starting with Talent Acquisition and expanding over time into broader HR governance. This role will help ensure that candidate and employee data, AI-enabled tools, and related decision processes are managed responsibly and in line with global legal, regulatory, ethical, and company standards covering privacy, retention, processing, access, fairness, transparency, and human oversight.
The role will act as a key partner across HR, Talent Acquisition, Legal, Privacy, Security, Procurement, and Technology to identify risks, strengthen controls, and enable compliant, practical ways of working. This is a high-visibility role requiring strong stakeholder management, structured project leadership, and sound judgment in navigating evolving legislation, emerging AI regulation, and operational change.
What this role will oversee:
- Governance of HR and Talent Acquisition data practices, with an initial focus on candidate data
- Governance of AI-enabled HR and TA processes, tools, and decision support practices
- Risk identification and mitigation related to data privacy, retention, processing, access, fairness, transparency, and human oversight
- Governance requirements across HR and TA tools, processes, and third-party vendors
- Cross-functional coordination on policy interpretation, controls, remediation, and readiness
- Ongoing monitoring of legislative and regulatory developments affecting HR data handling and AI-enabled people processes globally
Responsibilities:
- Lead the design and implementation of governance practices across HR, beginning with Talent Acquisition
- Define and embed governance standards for the responsible use of AI in HR and Talent Acquisition, including screening, matching, assessment, workflow automation, and decision support tools
- Identify and assess risks related to data privacy, data retention, lawful processing, data sharing, access management, and AI-related decision risk
- Partner with Legal, Privacy, Security, Procurement, Technology, HR stakeholders and suppliers to define governance standards, controls, decision rights, and escalation paths
- Review HR and TA processes, systems, and vendor arrangements to identify compliance gaps, operational risks, and AI governance concerns
- Establish practical controls for AI-related risk, including fairness, transparency, explainability, human oversight, documentation, and vendor accountability
- Drive governance-related projects and remediation plans, ensuring clear ownership, timelines, and stakeholder alignment
- Support the development and maintenance of retention requirements, processing standards, guidance, and governance documentation
- Translate legal, regulatory, and policy requirements into practical operating processes and guardrails for HR and TA teams
- Provide oversight and challenge on the implementation or use of HR and TA tools, with a focus on compliant and responsible data and AI practices
- Build reporting and governance updates for senior stakeholders to track risk, progress, decisions, and readiness
- Promote awareness and adoption of sound governance practices across HR and Talent Acquisition teams globally
A little bit about you:
You are credible with senior stakeholders, disciplined in project delivery, and confident translating regulatory, policy, or technical requirements into clear actions for teams. You take a pragmatic, solutions-oriented approach and know how to interpret guidelines in a way that enables progress rather than shutting it down. You are curious, comfortable working with data, and confident using evidence to spot patterns, challenge assumptions, and support areas such as bias reviews and audit activity. You bring strong AI fluency, not just awareness of the landscape, but the ability to engage critically with AI-enabled tools, ask the right questions, and help teams apply them safely, responsibly, and effectively.
Qualifications
Must have:
- Significant experience in stakeholder management across multiple functions and levels
- Strong project or program management experience, ideally across risk, compliance, governance, process, systems, or transformation initiatives
- Good understanding of data privacy, data retention, data processing, and access management principles
- Working knowledge of global legal, regulatory, and governance frameworks relevant to HR data and AI-enabled decision making, including GDPR, UK GDPR / Data Protection Act, the EU AI Act, automated decision-making considerations, and other applicable local privacy, employment, and AI-related requirements
- Awareness of global responsible AI expectations and practical governance considerations such as fairness, transparency, explainability, documentation, accountability, and human oversight
- Experience drafting, implementing, or overseeing policies, controls, governance frameworks, or operating standards
- Strong written and verbal communication skills, with the ability to simplify complex requirements for business audiences
Preferred:
- Experience in Human Resources, Talent Acquisition, HR Operations, Governance, Risk, Compliance, Data Privacy, or Responsible AI
- Experience working with Talent Acquisition or HR tools and related processes
- Exposure to vendor governance, risk assessments, audit activity, privacy reviews, or control frameworks
- Experience working in a global or multi-jurisdiction environment
- Familiarity with global AI governance frameworks or standards such as NIST AI RMF, ISO/IEC 42001, ISO/IEC 23894, or equivalent responsible AI approaches
Plus:
- Direct experience with Talent Acquisition tools, HR platforms, or implementation/change activity in HR systems
- Familiarity with candidate lifecycle data, consent, retention schedules, and vendor data processing considerations
- Experience supporting governance for AI-enabled hiring, assessment, matching, or workflow tools
Success measures:
- Governance framework established for Talent Acquisition, with a clear path to broader HR governance ownership
- Improved visibility of privacy, retention, processing, and AI-related risks across HR and TA
- Stronger controls and more consistent governance practices across systems, vendors, and processes
- Clear and timely remediation of identified risks or compliance gaps
- Effective stakeholder engagement and decision-making across HR and partner functions
- Practical governance standards in place for the responsible use of AI across HR and Talent Acquisition
Additional Information
Our Benefits
- Flexible working environment
- Volunteer time off
- LinkedIn Learning
- Employee-Assistance-Program (EAP)
NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review where permitted by law, please contact your local HR representative.
For more information, please visit NIQ’s AI Safety Policies and Guiding Principles.
Our commitment to Diversity, Equity, and Inclusion
At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact.
Associate Director - HR Governance employer: Nabla
Nabla is an exceptional employer that fosters a collaborative and innovative work culture, making it an ideal place for aspiring analysts. With a focus on employee growth, the Junior Insight Analyst role offers not only flexible working arrangements but also ample opportunities for professional development in the vibrant city of Oxford. Join us to make a meaningful impact while advancing your career in a supportive environment.
StudySmarter Expert Advice🤫
We think this is how you could land Associate Director - HR Governance
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
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Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Nabla.
We think you need these skills to ace Associate Director - HR Governance
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Nabla. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Nabla and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Nabla. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Nabla's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Nabla
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Nabla.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Nabla will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Nabla and how you would contribute to adapting HR strategies.
