Leveraging Data in Talent Development: Evidence-Based HR with Jig Ramji

On a recent episode of the Talent Development Hot Seat Podcast, host Andy Storch welcomed Jig Ramji, former Chief People Officer and Talent Officer at organizations like Bloomberg, LSEG, and Aviva. Jig brought a wealth of experience in talent, HR, and people analytics, sharing actionable advice for how HR and talent teams of any size can use data to drive evidence-based strategies, create business impact, and secure their seat at the table.

Here are the practical steps and insights you can apply to weave data and evidence into your talent development approach, no PhD required.

Make Data Your Language of Strategic Impact
Jig emphasized that HR often gets unfairly labeled as “soft” but leveraging data is how you demonstrate that HR and talent are critical, not just “nice to have.” Take a cue from finance by using robust, reliable people data to predict, track, and communicate your impact just as other business functions do. This elevates your function from supportive to essential: “If we can use data to validate and evidence the impact that we have for business success, that is a way that we communicate not only within our own kind of sphere, but across the corporate world.”

Begin with the Business’ Most Pressing Challenges
You don’t need enterprise-level resources to start. Jig suggests focusing on a specific business pain point, such as external hires struggling to succeed, and using it as a pilot. Map out the current state using available data, test your hypotheses, report your findings, and iterate. Starting small and with business buy-in demonstrates immediate relevance and builds confidence in a data-driven approach.

Consistency and Pragmatism Beat Complexity
“Rather than it being about only large corporate organizations... I think it’s more around discipline and HR functions collecting data in a consistent way.” Maintain consistency in what you track. Don’t change data points frequently so your trends are reliable and longitudinal analysis is meaningful. Store your data centrally, even if it’s just a spreadsheet to start, and gradually mature your systems as you grow.

Connect Data to Every Moment in the Employee Lifecycle
One of Jig’s proudest achievements was developing a longitudinal study to identify the most important predictors of leadership success. Once identified, these data points informed hiring, promotions, performance, and leadership development, providing rich, actionable insights on capability gaps and strengths across teams and geographies. This kind of holistic approach turns isolated HR activities into an integrated, strategic function.

Leverage Data for Leadership and Succession Planning
Data-driven insight isn’t just for reporting performance, it’s key for proactive succession planning and skills development. At LSEG, Jig used data to identify a gap of over 180 future leaders in Asia. By establishing a leadership acceleration program tied to these real numbers, the team could report progress, refine strategies, and fill roles internally, demonstrating true business value. “We created evidence-based strategies across the talent function in a way that we’ve never done before.”

Harness the Power of AI, But Start With Data Fundamentals
AI is accelerating HR capabilities, but Jig is clear: Your AI is only as good as your underlying data. Ensure that it’s high-quality, reliable, and centrally stored. Whether you’re using ChatGPT for research, experimenting with AI-powered coaching or language tools, or piloting skills-matching in career marketplaces, treat your data as the foundation of every tech-driven initiative.

Foster a Growth Mindset for Data and Analytics
The move to evidence-based HR can feel intimidating. Jig urges talent professionals to embrace the learning curve: “Some of this may be a learning opportunity or a growth opportunity, but it puts you in great standing for the future.” By adopting a data-driven mindset, you’ll become more confident, strategic, and prepared for future advances in HR tech and AI.

Use Data for Career Development and Opportunity
Talent marketplaces and skills-based approaches are evolving. Data can help surface adjacent roles and internal mobility paths employees may never have considered. By combining current skills analysis with predictive insights from AI, you empower employees to take bold steps in their careers, backed by evidence.

Adopting evidence-based HR isn’t just about technology or spreadsheets. It’s about mindset, discipline, and the courage to lead with facts. Jig Ramji’s example shows how even small teams can make a powerful impact, no massive budget or data scientist army required.

Be sure to listen to the full episode on the Talent Development Hot Seat Podcast!

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