Quanta Services, Inc.

Sr. HRIS Data Analyst Consultant

CURRENT PROJECT - Started April 1, 2025

Industry: HR Data Integration and Compliance
Collaborating with Quanta Services to centralize employee data from multiple acquired companies’ HR systems, improving data accuracy and operational efficiency across the organization. Streamlining confidential employee data from Qaunta's centralized system into Fidelity for proper administration of 401(k) and benefits. 

Using:
SQL | ETL Workflows | Data Governance | Cross-Departmental Collaboration | Stakeholder Communication

Key contributions:
• Developing standardized frameworks for reviewing and reconciling retirement data, enhancing audit readiness and governance across all business units.
• Driving automation initiatives to streamline repetitive tasks within the Total Rewards function, reducing manual workload and improving reporting efficiency.
• Identifying and implementing process improvements to elevate operational effectiveness within the Total Rewards team and across Quanta’s broader HR ecosystem.
• Collaborating cross-functionally with payroll, benefits, and HRIS teams to optimize data flows, improve transparency, and support a scalable rewards infrastructure.


#SR #TOTAL #REWARDS #DATA #ANALYST #CONSULTANT #HR #DATAINTEGRATION #SQL #ETL #GOVERNANCE

Sr Total Rewards Analyst

Sr. HRIS Data Analyst Consultant

CURRENT PROJECT - Started November 2024

Industry: HR Data Integration and Compliance
Collaborating with Quanta Services to centralize employee data from multiple acquired companies’ HR systems, improving data accuracy and operational efficiency across the organization.

Using:
SQL | ETL Workflows | Data Governance | Cross-Departmental Collaboration | Stakeholder Communication

Key contributions:
• Spearheaded the integration of employee data, achieving a 40% improvement in data accuracy through meticulous design and execution of SQL queries to identify discrepancies and streamline data cleanup.
• Resolved 35% of critical issues by troubleshooting production support challenges and optimizing ETL workflows for enhanced data integrity.


#SR #DATAANALYST #CONSULTANT #HR #DATAINTEGRATION #SQL #ETL #GOVERNANCE

HRIS Data Analyst

General Dynamics

Sr. Data Analyst

Previous role - August 2023 to August 2024

Industry: Aerospace Manufacturing | Data Analytics

Utilized:
Power BI – Real-time Dashboards | SQL – Data Integrity Checks

Key contributions:
• Data Optimization: Enhanced data retrieval processes using advanced SQL techniques, achieving a 40% improvement in retrieval speed.
• Automation: Automated manual reporting processes, reducing effort by 50% and improving accuracy significantly.
• Cross-Functional Collaboration: Established consistent KPI definitions and data standards, fostering cohesive decision-making across departments.

#LeadDataAnalyst #DataVisualization #SQL #Automation #BusinessIntelligence #KPIs #Manufacturing #Aerospace

Sr. Data Analyst

Providge Consulting

Sr. Business Analyst

Role duration - March 2022 to March 2023

Industry: Medical Device and Regulatory Compliance. Worked with an innovative medical technology company to drive operational efficiency and ensure regulatory compliance across data and reporting processes.

Utilized:
JIRA – Agile Workflow Management | Confluence – Documentation | Power BI – Real-time Dashboards | SQL – Data Integrity Checks

Key contributions:
• Gathered and translated stakeholder requirements into actionable technical specifications, enabling streamlined software development.
• Led offshore teams in creating software test cases and user stories, ensuring robust testing processes and successful software launches.
• Collaborated with regulatory teams to develop accurate testing reports, achieving 100% compliance during audits.

#SrDataAnalyst #DataIntegrity #Dashboards #BI #Compliance #Automation #StakeholderEngagement

Sr. Business Analyst

Business Analyst 

Role duration - February 2021 to March 2022

Industry: Medical Device and Regulatory Compliance. Worked with an innovative medical technology company to drive operational efficiency and ensure regulatory compliance across data and reporting processes.

Utilized:
Testing & Debugging Tools – Bug tracking and resolution | Data Analysis – Trend identification and issue prediction | Stakeholder Communication – Enhanced transparency and accountability

Key Contributions:
• Designed and implemented a pre-release checklist, reducing release errors by 30%.
• Conducted meticulous data analysis, resulting in a 20% improvement in issue detection.
• Improved testing efficiency by 15% through process optimization and documentation.
• Ensured regulatory compliance, achieving zero non-conformities in audits.

#DataAnalyst #SoftwareTesting #QualityAssurance #MedicalTechnology #RegulatoryCompliance #ProcessImprovement

Business Analyst

Tata Consultancy Services

Quality Engineer

Role Duration - June 2018 to March 2021

Industry: Medical Devices, Post-Market Surveillance

Utilized:
Risk analysis | Salesforce - Production Support | EU MDR Regulations | Data Analysis

Key Contributions:
• Compiled Post-Market Surveillance Reports in compliance with EU MDR standards, maintaining a flawless audit track record.
• Conducted statistical analysis to identify trends, leading to a 25% reduction in reported defects and enhanced product quality.
• Collaborated with cross-functional teams to update and validate critical quality documents, ensuring regulatory alignment.
• Implemented data integrity checks, reducing reporting errors by 20% and improving data reliability.
• Identified and implemented process improvements, streamlining quality documentation and creating more efficient workflows.

#SR #DATA #ANALYST #QUALITY #ASSURANCE #MEDICALDEVICES #POSTMARKET #SURVEILLANCE #EUMDR

Quality Engineer

Quality Engineer

Role duration - Dec 2016 to May 2018

Industry: Medical Devices (Artificial Body Part Measurement Systems)

Utilized:
Citrix (Infinity QS) - Digital Documentation Platform | Regulatory Compliance Auditing | Cross-Functional Team Collaboration

• Spearheaded the digital transformation of documentation processes, transitioning from paper-based systems to Citrix (Infinity QS), improving data accuracy by 35% and enhancing regulatory compliance.
• Validated digital processes to ensure adherence to regulatory standards, reducing documentation errors by 20%.
• Streamlined data entry and validation workflows, improving reporting reliability and transparency across departments.
• Collaborated with cross-functional teams to implement digital systems, ensuring seamless compliance alignment and operational efficiency.

#DigitalTransformation #MedicalDevices #QualityAssurance #DataAccuacy #RegulatoryCompliance #ProcessImprovement

Procter & Gamble

Quality Engineer (Co-op)

Role duration - Jan 2013 to Aug 2015

Industry: Manufacturing – Consumer Goods

Utilized:
PlantSim - Supply Chain Simulation | VPIX - Virtual Plant Tours

Key contributions:
• Developed simulation models for smart bottle-cap testing, reducing waste by 15%.
Executed real-time variable titration using simulation data, enhancing production efficiency by 12%.
• Collaborated with cross-functional teams to standardize testing protocols, achieving consistent and reliable results.
• Conducted in-depth analysis of testing data to identify trends, improve product quality, and enhance performance.
• Led initiatives to standardize and streamline testing processes, increasing accuracy and consistency.

#DATAANALYST #QUALITYCONTROL #MANUFACTURING #SIMULATIONMODELING #PRODUCTQUALITY #EFFICIENCYIMPROVEMENT

Quality Engineer (Co-op)

Most mid-market companies lose revenue every day because sales and operations teams are buried in manual work.
Leads aren’t followed up fast enough. Inbound calls slip through the cracks. CRM updates are inconsistent.

That’s where I come in.

I run the AI-Powered Business Ops Accelerator, a done-for-you program that helps $5M–$50M companies automate lead generation, sales calls, and workflow processes in just 90 days — without adding headcount.

With my background as a Senior Business Analyst and Data Quality Leader (P&G, Zimmer Biomet, Medtronic, Canary Medical, Quanta Services), I combine deep data governance expertise with hands-on AI agent development. My systems cut admin time by up to 40% and increase conversions by ensuring no lead goes untouched.

📌 What we deliver:
→ AI agents for lead gen email campaigns, inbound/outbound calls, and CRM updates
→ Automated reporting and data governance workflows
→ Done-for-you setup, training, and 90-day ROI guarantee

If you’re leading sales or operations at a mid-market company and want to scale without scaling payroll, DM me “AI” here on LinkedIn.

Ogechukwu Okoh
Founder | AI-Powered Business Ops Accelerator
📍 Houston, TX | Working with clients globally

#AI #Automation #SalesOps #BusinessAnalysis #DataGovernance #RevenueEnablement

Most companies don’t have a hiring problem.
They have a vision problem.

If a candidate:
1. Has discipline and hunger to grow,
2. Asks smart questions,
3. Learns fast,
4. Takes initiative without being told,
5. Genuinely cares about results

You’re not “taking a risk” by hiring them.
You’re investing in potential before the market catches on.

I’ve seen too many leaders miss out on top performers because they’re fixated on checklists.

Experience is important, but mindset determines trajectory.

Hire for attitude.
Train for skill.
And you’ll build a team that outpaces everyone else.

Stop filtering candidates by where they’ve been.
Start hiring based on where they’re capable of going.

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Ogechukwu Okoh

Applying AI-driven Strategies to Optimize Business Processes.

I got promoted twice in 18 months. Then I crashed.

Not because I couldn't handle the work.
Because I didn't know how to lead without burning out.

I was the "fix-it" guy. If something was broken, I jumped in. 
I worked weekends. 
I said yes to everything.

My managers loved it.
My body didn't.

One Sunday night, I sat in my car outside the office and realized: I can't keep doing this.

That's when I learned the hardest leadership lesson:
Your value isn't in how much you can carry. It's in how well you can build systems that carry themselves.

I started documenting processes. Training teammates. Automating repetitive work. Saying no to tasks that weren't mine to own.

Within 6 months, my team's output doubled and I was working 20% less.

Leadership isn't about being the hero.
It's about making yourself less necessary.

The best leaders don't do more. 
They multiply what's already working.

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I once watched a VP spend 6 hours this week doing work a $20/month AI tool could've done in 8 minutes.

Here's what I've learned after helping 50+ leaders automate their operations:
The biggest barrier to AI adoption isn't the technology.
It's the identity wrapped up in being "busy."

We wear exhaustion like a badge of honor. 
We glorify the grind. 

We say we want freedom, but we're terrified to let go of the work that makes us feel needed.
So we stay stuck.

Manually building reports. 
Copying data between systems. 
Scheduling meetings one by one.

Meanwhile, AI sits idle, waiting to give you back 10–15 hours a week.

The companies winning right now aren't working harder.
They're questioning every manual task and asking: "Could AI do this?"

Your competitive advantage isn't how much you can do. 
It's how much you can delegate to people AND to technology.

DM me "AI" if you want to identify the low-level work draining your team's time.

Before I built systems that automate business operations with AI,
I had no idea how powerful automation really was.

Before I led analytics teams across multiple industries,
I didn’t even know what data storytelling meant.

Before I created multiple websites,
I didn't know a single line of code.

And before I started posting consistently on LinkedIn,
I wasn’t sure anyone would care about what I had to say.

But I did it anyway.

Now, I’ve helped companies reclaim hundreds of hours, turn chaos into clarity,
and grow teams that actually have time to think strategically again.

You don’t become qualified before you start.
You become qualified because you start.

Growth doesn’t come from waiting until you’re ready.
It comes from doing what feels uncomfortable and learning as you go.

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The person with 5 years of experience in the job?
Not always the one who’ll move your team forward.

I’ve seen it too often: companies gravitate toward someone with “perfect background,” only to miss out on high-potential candidates who don’t check every box.

Someone who has ambition, curiosity and grit can often outperform someone with flawless credentials because they learn faster, adapt better, and invest more in growth.

Hiring the “safe” choice often means missing the growth choice.

When a team member cares more about where they’re going than where they’ve been, your business gains someone who scales with you, not just performs for today.

Train them in the job.
Coach them in the culture.
Reward them for contribution.
And you’ll create a team that’s built for tomorrow, not just built to fill a seat.

Stop filtering candidates by where they’ve been.
Start hiring based on where they’re capable of going.

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Want to reclaim hours in your business without hiring or adding tools?
Try this 5-minute habit.

Every morning, I spend 5 minutes reviewing the previous day’s tasks with one simple question:
“What did I spend time on that didn’t move the needle?”

It sounds small. It is small.

But what happens is you stop doing what doesn’t matter. You keep focus on what does.

Your team doesn’t just get busier, they get smarter.

Most workflow chaos comes from tasks that feel urgent but aren’t important. Those tasks hijack your time, your team’s energy and your strategic momentum.

When you identify and eliminate them consistently, productivity skyrockets without more people or more bells & whistles.

Make it a habit.
Ask the question daily.
Review the answers weekly.
And watch your calendar clear, your focus sharpen and your team stretch into higher performance.

Productivity isn’t about doing more.
It’s about doing less of the wrong things and more of the right ones.

I used to think saying yes to everything made me indispensable.
The long hours. The extra projects. The constant “I got it.”

I thought it proved I was a team player.
But really, it proved I didn’t know my limits.

Here’s what I learned the hard way:
Burnout doesn’t happen when you work hard.
It happens when you work hard without boundaries.

You can’t pour from an empty tank.
You can’t lead from exhaustion.

The most effective professionals I’ve met aren’t the ones doing the most.
They’re the ones doing what matters most consistently.

Saying no isn’t laziness.
It’s leadership.

The best hires don’t always have the most experience.
Sometimes, they just have the most drive.

If a candidate:
1️⃣ Shows up early and asks great questions
2️⃣ Learns fast and takes feedback well
3️⃣ Has genuine curiosity for the work
4️⃣ Takes ownership without being asked
5️⃣ Is motivated by growth, not titles
Then you’ve found someone special.

Stop filtering people out because they don’t have “enough experience.”

Train for skill. Hire for attitude.

The right person with the right mindset will outperform the “qualified” one every time.

Character > Credentials. Every. Single. Time.

We’re entering a new era of leadership, one where leaders don’t just manage people.
They lead alongside machines.

For years, leadership meant influence, communication, and decision-making.
But now, the definition is evolving.

AI isn’t just a tool anymore; it’s becoming a collaborator.

And the leaders who thrive won’t be the ones who resist it,
but those who learn to guide it.

We call this new kind of leader: Agentic.

Agentic leaders don’t just delegate to humans; they delegate to intelligent systems.
They don’t just analyze data — they co-create strategy with it.
They don’t see AI as a threat — they see it as an amplifier of human potential.

The mistake many leaders will make?
They’ll think adopting AI means replacing judgment with automation.

When leaders integrate AI thoughtfully, they gain more time for what truly matters: coaching their teams, building trust, and making decisions that require empathy and context.

AI won’t make leadership obsolete.
It will make bad leadership obvious.

Because in a world where AI handles the “what,” humans will follow leaders who understand the “why.”

The future of leadership isn’t about controlling systems, it’s about collaborating with them.
Leaders who master that balance will define the next decade.

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I once lost an opportunity because I didn’t look like I was ready for it.

It was 2016.
I was working at a global company — talented team, high-visibility role.

One morning, my manager pulled me aside after a client presentation.

He said,
“You did great. But next time, dress like the person you’re asking them to trust.”

At first, I was defensive.
The work was solid. 
The data was sharp.
Why should my outfit matter?

But later, I understood:
He wasn’t talking about clothes.
He was talking about signals.

In every room — physical or virtual — people make split-second decisions:
“Can I trust you?”
“Do you take yourself seriously?”
“Do I feel confident putting my name next to yours?”

I started showing up differently.
Not fancier — just more intentional.

Pressed shirts. Eye contact. Better lighting on Zoom.

Same person. 
Same ideas.
Different energy.
Different outcomes.

You don’t have to dress up.
You just have to dress like the future you’re building.

Your next big break isn’t going to come because you ‘fit the job’ perfectly.
It’s going to come because you proved you could make the job fit you.

In consulting, I flipped the script dozens of times.
I joined projects where the title didn’t match my ambition.
The role didn’t reflect my vision.

But the company needed someone who could integrate AI-systems, strip out low-value work, and free up leadership time for strategy. 
That’s me.

Here’s the unspoken truth:
 ► Most hiring is backward-looking.
 ► The most successful hires are forward-acting.

When you bring a mindset of “What can I build?” 
instead of “What can I do?” 
you shift from being chosen → to being problem-solved.

I’ve helped teams automate ops, measure risk proactively, and unlock new strategic bandwidth, all because I walked in ready to build what wasn’t yet built.

Don’t just fit the role. 
Reimagine it. 
Make it yours.

Most careers don’t stall from lack of talent....

They stall from waiting for permission.

You wait for someone to notice your hard work.
You hope for the right moment.
You dream the stars will finally align.

I know the feeling. 
I waited years, thinking someone would open the door for me.

Then the truth hit:
No one’s coming to rescue me.
No one’s coming to crown me.
No one’s coming to hand me opportunity.

The only way forward?

Move from hoping to doing.
From asking to acting.
From waiting for change to becoming the change-maker.

Followers didn’t just show up. I earned every connection, every conversation.

Success didn’t appear overnight. I built it, brick by brick.

Freedom? I claimed it, one smart move at a time.

Here’s what I know:
Every morning, you have two options —

Wait on “what if”…
Or start creating “I will.”

The leaders you admire? 

They stopped waiting a long time ago.
They outgrew hoping.
They committed to building.

Stop asking, “Will someone notice me?”
Start showing, “Here’s why I matter.”

Your next breakthrough? It’s not waiting for you.
You have to make it happen.

Copy this, share it, own it.
Start building your own future, today.

Good Boss: Invests in your growth, not just your output.
Bad Boss: Assigns low-level tasks, then takes credit for them.

Good Boss: Trusts that you’ll deliver on time.
Bad Boss: Needs constant updates to feel in control.

Good Boss: Speaks positively about you in rooms you’re not in.
Bad Boss: Smiles to your face, but cuts you down behind closed doors.

Good Boss: Measures productivity by results and outcomes.
Bad Boss: Judges work ethic by how long you sit at your desk.

Invest in your people.
Their growth is your legacy.

I took this photo in South Africa, but what it really represents isn’t travel, it’s perspective.

In leadership and business, we often get so caught up in the grind that we forget to step back and look at the bigger picture.

When I first started consulting, I was obsessed with doing more optimizing every process, every meeting, every decision.

But over time, I learned something crucial:
Leaders who win are the ones who create space for clarity, creativity, and strategy.

You don’t need to be everywhere at once. You just need the right systems and the right perspective.

If this resonated with you, dm me "AI", I’d love to hear one thing you do to create space in your calendar.

The #1 Mistake Most Professionals Make When Trying to “Level Up” Their Careers.

They focus on visibility before credibility.
I learned this the hard way.

For over a year, I kept applying to roles, tweaking my resume, networking, and… nothing.

Then, I stopped chasing job postings and started building systems.

I learned how to package what I already knew, and the recruiters started finding me.

Today, I’ve distilled everything I learned into a free resource for anyone who wants to do the same.

📘 The LinkedIn AI Playbook, a cheat sheet showing exactly how to:
✅ Build content that drives inbound leads
✅ Use AI to turn your daily work into viral posts
✅ Create trust-based visibility that attracts real opportunities

Because opportunities don’t find the most qualified. 
They find the most visible and credible.

Dm me "Playbook" and I'll send it to you. 

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For a year, I woke up every day and applied to new jobs.
Some days, I’d send out 20+ applications.

You know how many responses I got?
Zero.

It wasn’t because I wasn’t qualified, I just wasn’t visible.

When I stopped chasing opportunities and started building authority, everything changed.

Recruiters started reaching out.
High-paying roles showed up.
And people began asking me for advice.

That’s when I realized, you don’t need more credentials,
you need a system that turns your expertise into credibility.

So I built one.

It’s called The LinkedIn AI Playbook, a free guide showing you how to use AI to:
✨ Turn your daily experience into viral content
✨ Build authority while staying authentic
✨ Get opportunities to find you

I’m giving it away for free because I wish I had this when I started.
Dm me “PLAYBOOK” and I’ll send it to you directly.

Some colleagues lift you higher.
Others drain your energy.

The difference isn’t in titles, it’s in character.

You deserve to work with people who:
✨ Share credit freely
✨ Communicate with respect
✨ Challenge ideas, not individuals
✨ Celebrate wins big or small
✨ Offer help without being asked
✨ Care about progress, not politics

And it’s ok to distance yourself from those who:
❌ Take credit for your work
❌ Undermine your confidence
❌ Only show up when they need something
❌ Make meetings feel like survival exercises
❌ Compete more than they collaborate

Protect your energy.
Guard your peace.

And remember, a healthy workplace isn’t built by perks or pay.
It’s built by people who make you better.

You don’t need to fit into every room.
Just find the one where growth feels natural, and stay there.

If your LinkedIn strategy still looks like this…
 ❌ Post once a week and “hope” it performs
 ❌ DM recruiters and never hear back
 ❌ Spend hours applying online

You don’t have a content problem, you have a system problem.

In the last year, I tested over 100 AI-powered LinkedIn posts and campaigns.

The results?
More engagement, more visibility, and more impressions than ever before.

I put everything I learned into a free guide,
📘 The LinkedIn AI Playbook

Here’s what’s inside:
 💡 The exact post framework that attracts recruiters
 🤖 7 ChatGPT prompts to write content that converts
 📈 How to turn a viral post into a lead funnel

Dm me "PLAYBOOK" and I'll send it to you. 

You don’t need to post more. 
You just need to post smarter.

Stop asking "What can AI do?" 
Start asking "What can AI do for me?"

Most leaders are treating AI like a toy. 
They're generating headshots or writing funny emails.

The real power isn't in tactical tricks. 
It's in strategic systems.
You don't need to be a tech expert to use AI. 
You just need to be an expert in your own problems.

Here are 3 quick areas you can automate today:
↳ Lead Qualification - Use AI to score inbound leads based on your criteria, so your sales team only talks to hot prospects.
↳ Meeting Summaries - Automatically transcribe, summarize, and assign action items from every single call.
↳ Financial Reporting - Automate the pull of data from 5 different platforms into one simple, daily report that takes 30 seconds to read.

The goal isn't to "use AI." 
The goal is to get your time back.

Want my 5-step framework for finding your #1 automation opportunity? 
DM me "AUTOMATION".

I’ve learned something over the years....

You can’t force people to care.
You can’t micromanage motivation.
And you definitely can’t control personality.

People are going to find a way to be who they are,
and when you give them space to do that, they often surprise you.

Some of the best work I’ve seen didn’t come from strict oversight or perfect systems…
It came from leaders who simply said:

“I trust you. Do it your way.”

When people feel trusted, they take ownership.

When they feel seen, they perform.

When they feel safe, they innovate.

So maybe great management isn’t about getting people to follow rules,
it’s about creating an environment where they don’t need them.

Let people be themselves.
They’ll show you what they’re capable of.

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