People Analytics & HRIS Product Lead

Midea America

New Jersey

On-site

USD 95,000 - 130,000

Full time

4 days ago

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Benefits offered by this job

Comprehensive benefit package

Job summary

Midea America Corp. is seeking a Specialist, HR Operations – People Solutions, Analytics and Innovation to partner with the HR Operations leader to define HR products using data analytics and digital capability to enhance employee experience and support growth.

The role combines hands-on technical work with curiosity about users, focusing on building new internal products and maintaining data integrity, with a disciplined, design-minded approach to delivering practical, decision-ready insights

Qualifications

Bachelor's degree in Business Analytics, Statistics, HR or a related discipline.
Three or more years of combined experience across HR systems, HR operations, people analytics, or a comparable data or digital product role.
Demonstrated proficiency in SQL and advanced Excel, with ability to construct a data model and engage substantively with technical colleagues on integration design.
Working proficiency in Power BI, including dashboard development, data modelling and DAX, with examples of dashboards built.
Practical experience applying data governance principles, including access control, audit trails and handling of confidential personal and compensation data.

Responsibilities

Partner with the Head of HR Operations to define the operating model, standards and service scope for the people analytics and products capability, contributing to how the function is structured, prioritized and measured.
Translate workforce questions raised by HR and department leadership into defined analytical or product requirements, clarifying the underlying business need before proposing an approach.
Present findings and recommendations to HR leadership and Heads of Department in clear, non-technical terms, drawing out the practical implication of the analysis rather than presenting data alone.
Identify opportunities where improved data or better‑designed internal products would create measurable value, and prepare structured proposals outlining the problem, proposed approach and expected benefit.
Establish and maintain the people data map across SuccessFactors, UKG and supporting sources, documenting field definitions, ownership, source of truth and refresh cadence.
Investigate and document discrepancies between systems, supporting root-cause resolution and distinguishing definition issues from data entry and integration issues.
Apply and monitor data governance controls for sensitive information, including role-based access, audit logging, masking in non-production environments and appropriate handling of compensation data.
Produce recurring workforce reporting and KPI packs covering hiring, turnover, performance, succession coverage and workforce cost, with commentary that supports interpretation and decision-making.
Design, build and maintain dashboards and reporting in Power BI, including data modelling and DAX measures, delivering outputs that are clear, interpretable and decision-ready for HR leadership and Heads of Department.
Develop self‑service reporting capability that improves access to workforce data and reduces the manual reporting burden across the HR function.
Partner with Information Technology on the design and specification of the HR data integration layer and reporting environment, providing requirements, testing support and validation.
Maintain documentation and standards for all key HR datasets, so that definitions, changes and decisions are captured accurately and remain auditable.