Role Snapshot
The Data Governance & Analytics Specialist drives operational success of the enterprise data governance program by combining policy implementation with hands-on data analysis, bridging technology infrastructure and business requirements.
Key Responsibilities: Write queries, profile datasets, investigate data quality issues, map data lineage, build data quality dashboards, and ensure corporate data assets are trusted, secure, and compliant while translating technical data structures into business language.
Skills & Tools: Intermediate to advanced SQL skills (Snowflake, Databricks, SQL Server), proficiency in Power BI/Tableau/Looker, strong data warehousing and data modeling knowledge, problem-solving abilities, and high precision in technical documentation and policy drafting.
Qualifications: Working experience in data governance, data stewardship, technical data analysis, or data quality management combined with experience using data governance tools (Alation, Collibra, Purview, Informatica, DataGalaxy); DAMP CDMP certification (Associate or Practitioner level) or equivalent data governance/quality certifications preferred.
Compensation: $55K–$60K/yr
Job Description
Data Governance & Analytics Specialist
Below you will find the details for the position including any supplementary documentation and questions you should review before applying for the opening. To apply for the position, please click the Apply for this Job link/button.
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Please see Special Instructions for more details.
Along with the completed application, please attached your updated resume and cover letter.
Posting Details
Position Information
Role Title
Info Technology Specialist II
Role Code
39112
Pay Band
05
Posting Details
| Working Title | Data Governance & Analytics Specialist |
|---|---|
| Position Number | 01488A |
| Department | DATA INTEL & ANALYTICS |
| Location | Remote |
| Type of Position | Classified |
| Type of Job | Full Time |
| EEO Category | B Professionals |
| Job Description | The Data Governance & Analytics Specialist drives the operational success of the enterprise data governance program by combining policy implementation with hands-on data analysis. This role bridges the gap between technology infrastructure and business requirements. The ideal candidate does not just manage data policies from a high level, but actively writes queries, profiles datasets, and uses analytical tools to investigate data quality issues, map data lineage, and ensure corporate data assets are trusted, secure, and compliant. |
| Type of Recruitment | |
| Knowledge, skills and abilities |
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| Special licenses, registration or certification |
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| Education or training | |
| Level and type of experience |
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| Additional Considerations (supplemental knowledge, skills, abilities, education, experience, licensure, certification) |
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| Conditions of Employment | This is a remote position, requiring a traditional 40-hour work week. Computer equipment will be supplied for remote work; high-speed internet is the responsibility of the employee.
Should travel be required, budgetary constraints may limit where the successful candidate can reside. In addition, existing payroll limitations on locations a remote employee may work from could limit the selection of the final candidate. This position is designated as sensitive. A fingerprint-based criminal history check will be required of the final candidate. |
| Annual Salary/Hourly Rate | Salary range between $ - $55,000-$60,000 |
Posting Detail Information
Job Requisition Number
S03425
Job Open To
General Public
Open Date
09/21/2026
Close Date
10/02/2026
Open Until Filled
No
Special Instructions Summary
Along with the completed application, please attached your updated resume and cover letter.
Criminal Background Check
The final candidate is required to complete a criminal history check.
Equity Statement
It is the policy of Old Dominion University to provide equal employment, educational and social opportunities for all persons, without regard to race (or traits historically associated with race including hair texture, hair type, and protective hairstyles such as braids, locks, and twists), color, religion, sex or gender (including pregnancy, childbirth, or related medical conditions), national origin, gender identity or expression, age, veteran status, disability, political affiliation, sexual orientation or genetic information. Individuals from minoritized communities, women, veterans and individuals with disabilities are encouraged to apply.
Reasonable Accommodation Request
If you are an individual with a disability and require reasonable accommodation, please contact the Division of Talent Management and Culture at (757)683-3141.
Alternative Hiring Process
In support of the Commonwealth’s commitment to inclusion, we are encouraging individuals with disabilities to apply through the Commonwealth’s Alternative Hiring Process.
To be considered for this opportunity, applicants will need to provide their AHP Letter (formerly called a Certificate of Disability) provided by the Department for Aging & Rehabilitative Services (DARS), or the Department for the Blind & Vision Impaired (DBVI). Service-Connected Veterans may also apply via the AHP if they also provide an AHP Letter.
To request an AHP Letter, use this link: https://www.dars.virginia.gov/drs/cpid/PWContact.aspx or call DARS at 800-552-5019, or DBVI at 800-622-2155.
To be considered for this opportunity, applicants will need to provide their AHP Letter (formerly called a Certificate of Disability) provided by the Department for Aging & Rehabilitative Services (DARS), or the Department for the Blind & Vision Impaired (DBVI). Service-Connected Veterans may also apply via the AHP if they also provide an AHP Letter.
To request an AHP Letter, use this link: https://www.dars.virginia.gov/drs/cpid/PWContact.aspx or call DARS at 800-552-5019, or DBVI at 800-622-2155.
Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or © consistent with contractor’s legal duty to furnish information.