Automated HR Data Governance That Stands Up to Scrutiny

Generative AI raises the cost of poor HR data. This session shows how to run automated governance across Workday – Snowflake – BI without new tools: consistent access rules, daily person and field level checks, high value alerts, and clear ownership. See the control points, what is logged, how issues are routed and resolved, and the metrics that keep HR, Legal and Finance confident.

• Keep access rules consistent from Workday into the data warehouse and BI, with automatic checks that flag any mismatches.
• Reconcile daily updates at person and field level so what arrives downstream matches Workday, with time targets and clear owners.
• Detect issues that matter – impossible dates, broken reporting lines, unusual spikes – and route fixes to the right team with context.
• Log what changed, who accessed what, and how data moved, so Privacy, Legal and Works Councils can review evidence quickly.
• Run and measure the operation – roles, cadences and metrics – plus readiness checks before enabling AI or integrating acquisitions.

• Keep the same access rights across systems and prove they match with simple tests.
• Set up person and field level reconciliation and difference reports with named owners and time targets.
• Design high precision alerts that cut noise and surface real risk for HR to action.
• Produce an evidence pack – data journey, access logs and exceptions – that satisfies audit and privacy teams.
• Apply a practical readiness checklist before switching on AI or M&A use cases.

Sunil Meharia

Senior Manager, People Data Science · Discover Financial Services

HR data drives pay, regulatory reporting and AI use cases. Leaders need speed without losing control, while auditors demand a clear record of who saw what, when, and why. Fragmented systems and frequent organisational change make errors costly – turning data governance into a core business risk.