Sr. Analyst specializing in ERP implementations, data migration, and analytics across SaaS platforms. I turn complex system modernizations into clean, validated, production-ready data.
I specialize in the work that makes system modernization succeed: data mapping, cleansing, reconciliation, validation, and go-live execution. Most recently, I led an enterprise-wide UKG-to-Workday migration — owning data conversion for 500+ employees across Core HCM, Payroll, Benefits, and Time Tracking.
Prior to that, I designed enterprise reporting solutions — calculated fields, composite reports, matrix reports, and KPI dashboards — supporting data-driven decision-making for organizations up to 38,000 employees.
Currently pursuing CompTIA Security+ and expanding into identity & access management, where my expertise in enterprise systems and role-based access control design creates a natural bridge.
Bilingual: English & Spanish
Leadership requested a quarterly workforce analytics dashboard to replace ad-hoc reporting. Built using Workday composite reports, calculated fields, and Power BI visualizations. Designed to enable executive decision-making on retention strategy, compensation planning, and DEI initiatives.
Retail Ops and Customer Service account for 62% of total voluntary turnover. Combined with the 30% of workforce in the 0–1 year tenure band, this suggests onboarding experience and early-career retention programs should be the primary focus. Recommended: exit interview analysis by department, 90-day pulse survey implementation, and compensation benchmarking for high-turnover roles.
Migrating ~500 employees from UKG Pro to Workday HCM across Core HR, Payroll, Benefits, and Time Tracking modules. Framework ensures zero data loss, referential integrity, and regulatory compliance through a 5-layer validation approach aligned to SDLC phases.
| Layer | Validation Type | Method | Exit Criteria | Status |
|---|---|---|---|---|
| L1 | Record Count Reconciliation | Source vs. Target row counts by entity | 100% match | ✓ Pass |
| L2 | Financial Reconciliation | Aggregate salary, benefits, tax totals | Variance < 0.01% | ✓ Pass |
| L3 | Hash Total Validation | Checksum comparison on critical fields | 100% match | ✓ Pass |
| L4 | Referential Integrity | FK relationships across modules | Zero orphaned records | ⚠ 3 items |
| L5 | Business Rule Validation | Comp plans, benefit eligibility, org hierarchy | 100% compliance | ✓ Pass |
3 orphaned time-off balance records identified in L4 referential integrity check. Root cause: employees terminated in UKG during extraction window. Resolution: manual reconciliation with HR Operations, targeted for UAT Cycle 3. Does not block parallel payroll testing.
Pre-migration data quality audit of 4,200 employee records in a legacy HRIS system. Objective: profile data issues, quantify severity, and deliver a cleansed dataset ready for ERP migration. All queries written in SQL Server.
-- Identify potential duplicate employees by name + DOB match SELECT e1.employee_id AS original_id, e2.employee_id AS duplicate_id, e1.first_name, e1.last_name, e1.date_of_birth, e1.hire_date AS original_hire, e2.hire_date AS duplicate_hire, e1.status AS original_status, e2.status AS duplicate_status FROM employees e1 JOIN employees e2 ON UPPER(e1.first_name) = UPPER(e2.first_name) AND UPPER(e1.last_name) = UPPER(e2.last_name) AND e1.date_of_birth = e2.date_of_birth AND e1.employee_id < e2.employee_id ORDER BY e1.last_name, e1.first_name;
Result: 23 duplicate pairs identified. 18 were rehires with separate employee IDs (consolidated). 5 were true data entry duplicates (merged and archived).
-- Profile null/blank values in migration-critical fields SELECT 'SSN' AS field_name, COUNT(*) AS total_records, SUM(CASE WHEN ssn IS NULL OR ssn = '' THEN 1 ELSE 0 END) AS null_count, CAST(SUM(CASE WHEN ssn IS NULL OR ssn = '' THEN 1.0 ELSE 0 END) / COUNT(*) * 100 AS DECIMAL(5,2)) AS null_pct FROM employees WHERE status = 'Active' UNION ALL SELECT 'Work Email', COUNT(*), SUM(CASE WHEN work_email IS NULL OR work_email = '' THEN 1 ELSE 0 END), CAST(SUM(CASE WHEN work_email IS NULL OR work_email = '' THEN 1.0 ELSE 0 END) / COUNT(*) * 100 AS DECIMAL(5,2)) FROM employees WHERE status = 'Active' ORDER BY null_pct DESC;
| Field | Total Records | Null/Blank | Null % | Severity |
|---|---|---|---|---|
| Emergency Contact | 4,200 | 312 | 7.43% | HIGH |
| Manager ID | 4,200 | 28 | 0.67% | HIGH |
| Work Email | 4,200 | 14 | 0.33% | MEDIUM |
| SSN | 4,200 | 3 | 0.07% | CRITICAL |
| Cost Center | 4,200 | 89 | 2.12% | MEDIUM |
| Job Title | 4,200 | 0 | 0.00% | CLEAN |
| Field | Raw Value |
|---|---|
| Phone | (555) 123-4567 |
| Phone | 555.123.4567 |
| Phone | 5551234567 |
| State | New Jersey |
| State | NJ |
| State | N.J. |
| Dept | Mktg |
| Dept | MARKETING |
| Dept | Marketing Dept |
| Field | Standardized |
|---|---|
| Phone | (555) 123-4567 |
| Phone | (555) 123-4567 |
| Phone | (555) 123-4567 |
| State | NJ |
| State | NJ |
| State | NJ |
| Dept | Marketing |
| Dept | Marketing |
| Dept | Marketing |
After profiling, normalization, and remediation: overall data quality score improved from 76.3% to 98.7%, exceeding the 95% go-live threshold. 3 SSN records escalated to HR Operations for manual resolution.
Partnered with Total Rewards and Finance to deliver data-driven compensation analysis for the annual planning cycle. Analyzed salary band positioning, compa-ratio distribution, benefits cost trends, and pay equity metrics using SQL, Workday reports, and Power BI.
| Benefit Category | Employer Cost | Employee Cost | Total | % of Total Comp | YoY Change |
|---|---|---|---|---|---|
| Medical | $8,640 | $3,120 | $11,760 | 14.2% | +7.8% |
| Dental | $720 | $240 | $960 | 1.2% | +2.1% |
| Vision | $180 | $60 | $240 | 0.3% | +0.5% |
| 401(k) Match | $3,420 | — | $3,420 | 4.1% | 0% |
| Life/AD&D | $480 | $120 | $600 | 0.7% | +1.0% |
| Total | $13,440 | $3,540 | $16,980 | 20.5% | +6.2% |
Entry-level compa-ratio of 0.84 indicates market lag — recommended 5–7% targeted adjustment for retention-critical roles. Medical cost increase of 7.8% YoY warrants plan design review with broker for next renewal. Ethnicity pay ratio of $0.94 flagged for deeper regression analysis controlling for tenure, level, and geography.