Company Overview:
Cellebrite’s (Nasdaq: CLBT) mission is to enable its global customers to protect and save lives by enhancing digital investigations and intelligence gathering to accelerate justice in communities around the world. Cellebrite’s AI-powered Digital Investigation Platform enables customers to lawfully access, collect, analyze and share digital evidence in legally sanctioned investigations while preserving data privacy. Thousands of public safety organizations, intelligence agencies and businesses rely on Cellebrite’s digital forensic and investigative solutions—available via cloud, on-premises and hybrid deployments—to close cases faster and safeguard communities.
To learn more, visit us at www.cellebrite.com, https://investors.cellebrite.com/investors and find us on social media @Cellebrite.
About the Role
Our HR organization is building a central HR platform and data layer to serve HR at scale - and this is a new role at the center of it.
You will own two things that cannot be separated: the AI roadmap for HR — which agents, automations and self-service products get built, and in what order — and the single trusted HR data model beneath them, spanning HiBob, Snowflake and everything downstream. You will also be HR’s internal expert on building with AI.
This is a new, hands-on ownership role. You will build real solutions yourself, set the standards and guardrails that others in HR build within, and help embed AI into everyday HR workflows and decision-making.
What You’ll Own
AI roadmap and prioritization – decide what gets built next and make build-vs-buy and tool-selection calls across the stack.
Build and delivery – design, build and ship AI agents, automations and self-service data products; define agent behavior, data access and success criteria; set the standards other HR builders work within.
The single source of truth for HR data - own the governed HR data model and metric definitions, so headcount, attrition and org data are reported identically everywhere.
Data governance and access – define who can query what, ensure HR’s use of AI meets privacy, security and responsible-AI requirements, and maintain the audit trail.
HR’s internal AI advisor – be the go-to expert for anyone in HR who wants to build with AI, and raise AI fluency across the function through enablement and coaching.
The bridge to IT and BizApps – represents HR Tech in IT/BizApps prioritization, translate business needs into technical requirements, and partner with IT on architecture and security while owning HR’s data meaning.
Requirements
AI & Product Building Experience
Demonstrated success improving business processes through AI-powered products, automation, or self-service solutions, with ability to lead AI initiatives from concept to implementation, grounded in reliable, governed data.
Hands-on experience with modern AI technologies, for example LLM-based agents, Microsoft Copilot, Claude, Base44, or similar.
A builder mindset: personally designed, built, and launched data products, automations, or AI solutions with measurable business impact.
HR, Analytics & Data Expertise
6+ years of experience in People Analytics, HR Technology, Data Analytics, Business Intelligence, or similar fields with strong exposure to HR data; alternatively, significant experience leading HR data, analytics, or HR technology initiatives in complex organizations.
Experience with cloud-based data platforms (Snowflake preferred) and BI tools.
Strong understanding of HR systems, data structures and APIs; HiBob is an advantage.
Ability to translate business requirements into scalable data and AI solutions, bridging HR stakeholders and technical teams.
Mindset & Personal Attributes
Thrives in ambiguity; comfortable defining a new role with a high degree of autonomy.
Naturally curious and passionate about innovation and new technologies.
Proactive, resourceful, and action-oriented, with a strong "can-do" attitude.
Strong communication and influencing skills.
Fluent in both English and Hebrew.
Nice to Have
Automation and low-code platforms (Power Automate, Power Apps or equivalent).
Experience enabling and upskilling non-technical colleagues to build with AI tools.
Background in compensation, workforce planning or organizational data models.
Experience deploying AI in a regulated or privacy-sensitive data environment.
Experience working across global, cross-cultural teams and a distributed HR operating model.
Personal Characteristics
