Historical Data Analyst/Coordinator
Data transformation/data migration/Data movement experience and good to have Workday Exp
6-month duration until May 2027. Preferred candidate will report to New Brunswick, NJ office – hybrid attendance: 3 days a week in office, 2 remote.
$60/hr AI on C2C
Do you have the right skills and experience for this role Read on to find out, and make your application.
Responsibilities
- Partner with TPOs to define HR system historical data transfer strategy. This will determine which data can/should/will be conveyed to the new separating company.
- Partner with Legal, Compliance, and A&D PMO to ensure technical direction is allowable, viable, and funded.
- Complete all internal process deliverables related to historical data transfer or exceptions for non-transferable data.
- Partner with HR IT teams to communicate status, progress, and issues associated with historical data work.
- Facilitate discussions with business and technology stakeholders to gather requirements, document decisions, and drive resolution of open items.
- Maintain project documentation, including transfer strategies, decision logs, exception records, status reports, and data inventories.
- Track milestones, risks, dependencies, and action items across multiple applications and workstreams.
- Support data validation, reconciliation, and readiness activities to ensure successful execution of approved historical data strategies
Desired Skills
- Experience in Business Analysis, Project Coordination, Data Governance, Data Migration, or related disciplines.
- Strong stakeholder management, communication, and facilitation skills.
- Experience working with cross-functional business and technology teams.
- Strong organizational and project tracking capabilities.
- Proficiency with Microsoft Excel, PowerPoint, SharePoint, and reporting tools.
- HR systems or HR data experience preferred.
Top 3-5 must have skillsets:
- Building decision frameworks or decision trees that drive data disposition, migration, or scoping decisions. The candidate should be able to turn ambiguous “should this data move?” questions into a structured, repeatable path that ends in a documented outcome.
- Data migration, retention, or disposition on a divestiture, carve-out, spin-off, or M&A integration. The candidate should have direct involvement in deciding what data moves, not only executing a lift-and-shift.
- Facilitating decisions with application or product owners, Legal, and Compliance, including running working sessions that end with clear, documented outcomes, and handling exceptions when the business wants data that can’t move.
- Data governance documentation discipline, including data inventories, decision logs, exception records, and status reporting that will hold up under audit or legal review.
- HR systems or HR data knowledge Workday plus strong Excel, Visio/Lucidchart, PowerPoint, and SharePoint skills. xxzpjkt Awareness of employee data privacy rules such as GDPR is a strong plus.