HRIS & Analytics

Specialist, HR Operations – People Solutions, Analytics and Innovation

Midea America Corp. is a U.S. subsidiary within Midea Group, the Fortune 500 giant known for making life easier for millions around the globe. As the world’s top maker of home appliances, Midea is proud of its 166,000+ employees and presence in 200+ countries, including here in the U.S.

Headquartered in Parsippany, N.J., with an innovation hub in Louisville, Kentucky, Midea America is dedicated to providing practical innovations that surprise and delight, creating moments to cherish at home.

Midea's lineup of appliances - from refrigerators to air conditioners, laundry solutions and floor care - are high quality, reliable, and affordable. By thoughtfully engineering performance, convenience, and design into every product, Midea delivers on the promise of every appliance to make your life a little easier.

This position will partner with HR Operations leader to define and establish HR products and solutions, utilizing data, analytics and digital capability to improve employee experience and enable the people and business growth.

The successful candidate will bring hands‑on technical capability alongside genuine curiosity about the people who use what they build. This role suits someone who is energized by establishing something new rather than administering something established, who is disciplined about data integrity, and who brings creative perspective to how internal products can better serve people and the business.

• 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 Success Factors, 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,…