Automated HR Data Governance That Actually Holds Up

Generative AI raises the cost of bad HR data. This session shows an operating pattern for automated governance across Workday – Snowflake – BI: RBAC parity, record and field reconciliation, anomaly detection that matters, and evidence-ready lineage. You’ll see alerting routes, SLOs and an adoption model HR Ops can run – a practical template to deploy with your existing stack. Aligned to PAWorld editorial standards.

• Role-based access parity across Workday, Snowflake and BI, with automated drift tests.
• Daily feed reconciliation at record and field level, with SLAs and escalation.
• Anomaly detection that catches temporal, referential and distribution outliers, and routes fixes upstream.
• Audit trail, lineage and evidence packs for Privacy, Legal and Works Councils.
• Operating model metrics: SLOs, exception dashboards, monthly review patterns; AI and M&A readiness checks.

• Mirror Workday RBAC downstream and validate parity with a simple test harness.
• Stand up record/field reconciliation and diff reports with clear SLAs and owners.
• Configure anomaly patterns that reduce pager fatigue while surfacing real risk.
• Evidence regulatory trust with lineage, access logs and exceptions, and prove AI/M&A readiness.

Sunil Meharia

Senior Manager, People Data Science · Discover Financial Services

HR data now underpins pay, regulatory reporting and AI use-cases. Boards and regulators expect traceable controls, while business users demand speed. With fragmented stacks and frequent M&A, keeping entitlements, freshness and correctness aligned across systems is a material risk and cost issue – solvable through operationalised governance.