HR Analytics & Data Gov Cons II– Talent Acquisition

Bank of America•Charlotte, NC

2d•Onsite

About The Position

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day. Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve. Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us! This job is responsible for delivering workforce reporting and analytic solutions through advanced consultation, while ensuring effective data governance of worker data aligned to Enterprise standards. Job expectations include engagement, adoption, satisfaction and delivery of the reporting and analytics products and services for their client group, while ensuring rigorous governance around Human Resources (HR) data. Role will support HR Analytics & Data for Talent Acquisition line of business.

Requirements

5+ years’ experience in a role requiring strong data/technology background
Working across the enterprise, partnering with data related Process Owners, operations and technology teams and data users to facilitate the efficient provisioning of data meeting data quality needs, including provisioning to other (downstream) data teams
Must have prior experience in a role requiring strong project management skills; prioritize the work, manage the delivery, scheduling, follow up, etc.
Previous experience developing concise and effective presentations, assimilating complex data into a results based story and effectively presenting the results
Proficiency in MS Office applications, Word, PowerPoint, intermediate + Excel skills (ability to query for data extraction, mining and manipulation)
Ability to identify risk by asking the right questions, developing a comprehensive understanding of business issues and priorities and using expertise to analyze/diagnose problems and give recommendations
Must have excellent communication skills both oral and written, including the ability to articulate recommendations and results at a level that resonates across many different audiences
Proven experience managing multiple competing priorities simultaneously, strong prioritization and time management skills, self directed and results oriented
Excellent team collaborator in addition to being able to work independently
Ability to demonstrate strategic thinking, facilitation, influence, teamwork and collaboration

Nice To Haves

Strong experience with SQL, Alteryx and Tableau
Workday experience is a plus

Responsibilities

Supports a variety of Line of Business (LOB) or functional area needs for Human Resources (HR) analytics, reporting, and data governance to assist senior leaders and business partners in making effective business decisions
Identifies and resolves employee data related issues within the business, minimizing risk to the organization
Liaisons between the business and technology to create strategic reporting solutions and monthly reports/dashboards
Manages, creates, and enhances standard reporting deliverables to present to LOB partners and stakeholders, developing high-impact presentations and analysis
Manages operational metrics used by HR leaders to optimize resource efficiencies
Develops and enhances data management tools, queries, and processes including automation of data mining and analytics supporting HR reporting
Evolves current analytical framework to refine the ability of their stakeholders to identify new or emerging risks from HR data