Historical Data Analyst/Coordinator

Job Description

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

Responsibilities

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• 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.
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• Partner with Legal, Compliance, and A&D PMO to ensure technical direction is allowable, viable, and funded.
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• Complete all internal process deliverables related to historical data transfer or exceptions for non-transferable data.
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• Partner with HR IT teams to communicate status, progress, and issues associated with historical data work.
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• Facilitate discussions with business and technology stakeholders to gather requirements, document decisions, and drive resolution of open items.
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• Maintain project documentation, including transfer strategies, decision logs, exception records, status reports, and data inventories.
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• Track milestones, risks, dependencies, and action items across multiple applications and workstreams.
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• Support data validation, reconciliation, and readiness activities to ensure successful execution of approved historical data strategies
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Desired Skills

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• Experience in Business Analysis, Project Coordination, Data Governance, Data Migration, or related disciplines.
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• Strong stakeholder management, communication, and facilitation skills.
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• Experience working with cross-functional business and technology teams.
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• Strong organizational and project tracking capabilities.
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• Proficiency with Microsoft Excel, PowerPoint, SharePoint, and reporting tools.
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• HR systems or HR data experience preferred.
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Top 3-5 must have skillsets:

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• 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.
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• 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.
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• 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.
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• Data governance documentation discipline , including data inventories, decision logs, exception records, and status reporting that will hold up under audit or legal review.
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• HR systems or HR data knowledge Workday plus strong Excel, Visio/Lucidchart, PowerPoint, and SharePoint skills. Awareness of employee data privacy rules such as GDPR is a strong plus.
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