HR Data Governance Lead at Johnson Controls summary:
As the HR Data Governance Lead at Johnson Controls, you will spearhead organization-wide HR data governance initiatives to enhance the quality and protection of sensitive employee data. Your role involves creating a comprehensive data governance framework, ensuring compliance with data sharing agreements, and collaborating with senior management on governance objectives. With a focus on continuous improvement and data-driven decision-making, you will play a critical part in shaping the future of human resources analytics within a global enterprise.
Build your best future with the Johnson Controls team
As a global leader in smart, healthy and sustainable buildings, our mission is to reimagine the performance of buildings to serve people, places and the planet. Join a winning team that enables you to build your best future! Our teams are uniquely positioned to support a multitude of industries across the globe. You will have the opportunity to develop yourself through meaningful work projects and learning opportunities. We strive to provide our employees with an experience, focused on supporting their physical, financial, and emotional wellbeing. Become a member of the Johnson Controls family and thrive in an empowering company culture where your voice and ideas will be heard – your next great opportunity is just a few clicks away!
What we offer:
Competitive salary and bonus plan
Paid vacation/holidays/sick time
Comprehensive benefits package including 401K, medical, dental, and vision care
On the job/cross training opportunities
Encouraging and collaborative team environment
Dedication to safety through our Zero Harm policy
What you will do:
Are you a continuous-improvement-minded data professional looking to take the driver’s seat empowering HR data-driven analytics at enterprise scale? We seek a curious, confident, and results-oriented professional who wishes to be part of an enterprise solution-based team. You will influence our HR data strategy, collaborate to advance our analytical practices, and govern our employee data to support our core values.
Johnson Controls seeks a Data Governance Lead, Human Resources to lead and manage organization-wide HR data governance activities related to HR data and will have responsibility for improving the quality and managing the protection of sensitive data and information assets. The position will focus on establishing and ensuring adherence to an enterprise data governance framework for data policies, standards and practices, both at the department and Business and Functional areas level, to achieve the required level of consistency, quality and protection to meet overall business needs.
How you will do it:
Frame and support an HR data governance roadmap and strategy.
Implement HR data governance framework focused on data quality and protection.
Define HR data governance roles, responsibilities, and accountabilities.
Ensure compliance with HR data sharing agreements and control processes.
Govern the master HR data catalog (Informatica Cloud Data Governance Catalog), definitions, employee segments, measures, and reference data.
Translate the policies for critical employee data attributes into data quality logic/ rules to identify defects and improve employee data quality.
Facilitate senior management HR Data Governance Councils on HR data governance objectives and issue resolution.
Drive and maintain low error/ defect rates for critical employee data attributes.
What we look for:
Required
Minimum of 3 years of experience with large-scale data or project management and oversight experience.
Minimum of 3 years of HR Data Governance experience with Workday or other enterprise HR application in a major organization.
Bachelors or Masters in Computer Science, MIS, or Information Management
Knowledge of data governance practices, business and technology issues related to management of enterprise information assets and approaches related to data protection.
Knowledge of data related government regulatory requirements and emerging trends and issues
Demonstrated consulting skills, with change management concepts and strategies, including communication, culture change and performance measurement system design
Knowledge of data management/governance architecture and technology solution Informatica
Preferred
Ability to build consensus, influence, negotiate to drive outcomes.
Ability to manage senior relationships across all the Business and Functional areas.
Collaborative team player orientation towards work relationships, strong culture awareness
Ability to get to the heart of the problem and make sound and timely decisions to resolve problems.
Strong grasp of translating HR/Financial policies into defect detection logic (SQL).
About the Manager:
After nearly twenty years in the field of People Analytics, I can confidently say that this dynamic and evolving discipline sits at the intersection of human resources, data science, and business strategy. It has been an exhilarating journey, one that has allowed me to leverage data to drive meaningful change in organizations and improve the working lives of countless individuals.
Why People Analytics Excites Me
1. Data-Driven Decision Making: People Analytics has revolutionized how organizations approach talent management. By harnessing the power of data, we can make more informed decisions about recruitment, retention, and employee development.
2. Continuous Innovation: The field is constantly evolving, with new technologies and methodologies emerging regularly. This creates endless opportunities for learning and growth.
3. Tangible Impact: There's nothing more rewarding than seeing how our analyses and recommendations directly impact employee satisfaction, productivity, and overall business performance.
4. Cross-Functional Collaboration: People Analytics brings together professionals from various backgrounds – HR, IT, business strategy, and data science. This diversity of perspectives leads to richer insights and more innovative solutions.
5. Ethical Considerations: As we work with sensitive employee data, there's always an important ethical dimension to consider. This adds depth and responsibility to our work, ensuring we're not just chasing numbers but genuinely improving people's work lives.
Looking Ahead
As we move into an era of increased automation and AI, the role of People Analytics will only grow in importance. We'll be at the forefront of understanding and shaping the future of work, helping organizations and employees alike navigate the challenges and opportunities that lie ahead.
For anyone considering a career in People Analytics, I can attest that it's a field rich with opportunities for growth, innovation, and meaningful impact. It's not just about crunching numbers – it's about using data to tell compelling stories about people and organizations, and using those stories to drive positive change.
NOTE: This is a virtual/remote position considering candidates who reside within the United States.
#LI-Remote
Keywords:
HR data governance, data strategy, employee data quality, data protection, HR data management, data governance framework, project management, analytics, Human Resources analytics
