HR Data Governance Lead

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 salaryand bonus plan

• Paid vacation/holidays/sicktime

• 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 continuousimprovementmindeddata professional looking to take the drivers seat empowering HR datadriven analytics at enterprise scale We seek a curious confident and resultsoriented professional who wishes to be part of an enterprise solutionbased 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 organizationwide 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:

• Proactively network internally to identify and engage data stewards in support of the HR data governance framework.

• 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 largescale 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/governancearchitecture and technology solution Informatica

• Curious persistent selfstarter who is energized engaging people building connections encouraging involvement and asking probing questionsto navigate complex scenarios and uncover key insights.

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) or Excel.

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. DataDriven 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: Theres nothing more rewarding than seeing how our analyses and recommendations directly impact employee satisfaction productivity and overall business performance.

4. CrossFunctional 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 theres always an important ethical dimension to consider. This adds depth and responsibility to our work ensuring were not just chasing numbers but genuinely improving peoples 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. Well 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 its a field rich with opportunities for growth innovation and meaningful impact. Its not just about crunching numbers its 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.

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