Knowledge of Human resources data taxonomy and ontology processes and tools * Experience with data mapping, standardization, hierarchies, reporting, and integrations * Familiarity with data privacy ...
Knowledge of Human resources data taxonomy and ontology processes and tools * Experience with data mapping, standardization, hierarchies, reporting, and integrations * Familiarity with data privacy ...
With Taxonomy Ontology information
See Decatur, AL salary details
$11.49 - $12.95
2% of jobs
$12.95 - $14.40
12% of jobs
$15.25 is the 25th percentile. Wages below this are outliers.
$14.40 - $15.86
19% of jobs
$15.86 - $17.31
14% of jobs
The median wage is $17.65 / hr.
$17.31 - $18.77
14% of jobs
$19.70 is the 75th percentile. Wages above this are outliers.
$18.77 - $20.22
22% of jobs
$20.22 - $21.67
7% of jobs
$21.67 - $23.13
4% of jobs
$23.13 - $24.58
2% of jobs
$24.58 - $26.04
2% of jobs
$26.04 - $27.49
1% of jobs
$11
$18
$27
How much do with taxonomy ontology jobs pay per hour?
As of Jun 29, 2026, the average hourly pay for with taxonomy ontology in Decatur, AL is $18.14, according to ZipRecruiter salary data. Most workers in this role earn between $14.86 and $19.81 per hour, depending on experience, location, and employer.
What are the key skills and qualifications needed to thrive as a Taxonomy/Ontology Specialist, and why are they important?
To thrive as a Taxonomy/Ontology Specialist, you need a solid background in information science, data modeling, and metadata management, typically supported by a relevant degree in library science, computer science, or a related field. Familiarity with ontology development tools (such as Protégé), standards like SKOS and OWL, and experience with content management systems are commonly required. Strong analytical thinking, attention to detail, and effective communication help professionals collaborate with stakeholders and translate complex concepts. These abilities ensure that organizations can organize, retrieve, and utilize their information assets efficiently and accurately.
What is the difference between With Taxonomy Ontology vs Data Analyst?
| Aspect | With Taxonomy Ontology | Data Analyst |
|---|---|---|
| Required credentials | Knowledge of taxonomy, ontology, data modeling | Statistics, data analysis, SQL, Excel |
| Work environment | Data management, knowledge organization | Data interpretation, reporting |
| Employer usage | Information architecture, knowledge bases | Business insights, decision support |
| Search intent | Understanding data classification and structure | Analyzing data sets for trends |
While both roles involve working with data, With Taxonomy Ontology focuses on structuring and organizing data through classification systems, whereas Data Analysts interpret data to generate insights. The roles often overlap in data management but serve different primary purposes.
How does a Taxonomy Ontology Specialist typically collaborate with cross-functional teams in an organization?
A Taxonomy Ontology Specialist regularly works with product managers, data engineers, content strategists, and software developers to ensure that data classification systems and ontologies align with business goals and user needs. This collaboration often involves conducting workshops to understand domain-specific concepts, mapping requirements into structured taxonomies, and providing guidance on metadata implementation. Effective communication and the ability to translate complex information architecture concepts into practical solutions are key to success in this role.
What are taxonomy ontology professionals?
Taxonomy ontology professionals are experts who design, develop, and manage structured classification systems (taxonomies) and conceptual models (ontologies) to organize information, data, and knowledge within organizations. They help create relationships between different data elements, ensuring information is easily searchable, accessible, and meaningful for both humans and machines. These professionals often work in fields like information science, data management, artificial intelligence, and digital libraries. Their work supports better data integration, information retrieval, and knowledge discovery. They may collaborate closely with data scientists, librarians, and software developers.
Other
Posted 15 days ago
Deloitte rating
8.0
Based on 89 frontline employees who took The Breakroom Quiz
55th of 139 rated financial services
Job description
Operate at the center of Deloitte's Talent Architecture & Skills Governance-where enterprise decisions are shaped for delivery at scale. In this role, you will lead and support decision-making governance, guide stakeholders, and ensure the frameworks evolve with the market through precision, consistency, and data intelligence. You'll work within a high-visibility, cross-functional team, gaining deep exposure to firmwide strategy while influencing how talent, skills, and workforce decisions are made and sustained.
Recruiting for this role ends on June 26, 2026
Work you'll do
In this cross-business/ES enterprise role you will operationalize the Talent Architecture & Skills Governance strategy and vision by leading the governance intake, evaluation, and execution of framework revisions and market sensing insights. As a Talent Manager, Strategy, Growth and Transformation on the Talent Architecture & Skills Governance team, you will be responsible for:
- Partner with the Talent Architecture & Skills Governance Leader to execute the vision and strategy for talent architecture and skills governance, driving business-as-usual activities and medium-impact changes aligned with established governance and design principles.
- Lead stakeholders through the governance process, facilitate working sessions and decision forums, and document decisions and rationale to support timely, well-informed outcomes.
- Manage day-to-day operations and cross-functional coordination across business, Enterprise Solutions, and Data Management teams to implement changes on time, effectively, and in compliance with established standards.
- Oversee the intake, evaluation, and tracking of revision proposals, assess downstream impacts, identify risks and roadblocks, and recommend solutions that balance framework integrity with business needs.
- Develop business cases, change options, and executive-ready materials for job architecture changes, including the use of AI-assisted solutions, while driving process improvements that enhance transparency, efficiency, and team effectiveness.
A successful candidate would possess these skills:
- Ability to work independently and collaborate as part of a team
- Ability to lead projects or workstreams
- Ability to manage and prioritize multiple tasks in a fast-paced and dynamic environment
- Ability to mentor and provide clear guidance to others
The team
The Talent Architecture and Skills Governance team is the enterprise connective tissue that governs talent architecture and skills frameworks -aligning Businesses/Enterprise Solutions, Finance, Technology, Data Governance, and AI/Analytics to enable decision clarity at scale. Our goal is to ensure that the talent architecture and skills frameworks are effective, foundational strategic data assets, that allow leaders to make fast, fair, and consistent talent decisions. We govern these frameworks as an enterprise decision infrastructure-ensuring trusted, consistent, market-relevant decisions and data that aligns with firm strategy, work, skills, cost, and talent experience with an eye toward the market and future innovation.
Qualifications
Required:
- Bachelor's degree or equivalent
- 6+ years of experience in talent strategy, job architecture, compensation design, business strategy, business intelligence, or organizational transformation
- Experience developing business cases, governance recommendations, or executive-level materials for senior management
- Experience defining, documenting, and facilitating governance or data maintenance processes that include risk review steps
- Experience working with large data sets or supporting data strategy development
- Ability to travel 20%, on average, based on the work you do and the clients and industries/sectors you serve.
- Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.
Preferred:
- Strong critical thinking, analysis, and problem-solving skills
- Experience with Artificial intelligence/machine learning driven human resources solutions
- Knowledge of Human resources data taxonomy and ontology processes and tools
- Experience with data mapping, standardization, hierarchies, reporting, and integrations
- Familiarity with data privacy regulations, including General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA), to human resources data
- Experience working in large, complex organizations or consulting environments managing transformations
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $102500 to $188900.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.
Qualifications:Operate at the center of Deloitte's Talent Architecture & Skills Governance-where enterprise decisions are shaped for delivery at scale. In this role, you will lead and support decision-making governance, guide stakeholders, and ensure the frameworks evolve with the market through precision, consistency, and data intelligence. You'll work within a high-visibility, cross-functional team, gaining deep exposure to firmwide strategy while influencing how talent, skills, and workforce decisions are made and sustained.
Recruiting for this role ends on June 26, 2026
Work you'll do
In this cross-business/ES enterprise role you will operationalize the Talent Architecture & Skills Governance strategy and vision by leading the governance intake, evaluation, and execution of framework revisions and market sensing insights. As a Talent Manager, Strategy, Growth and Transformation on the Talent Architecture & Skills Governance team, you will be responsible for:
- Partner with the Talent Architecture & Skills Governance Leader to execute the vision and strategy for talent architecture and skills governance, driving business-as-usual activities and medium-impact changes aligned with established governance and design principles.
- Lead stakeholders through the governance process, facilitate working sessions and decision forums, and document decisions and rationale to support timely, well-informed outcomes.
- Manage day-to-day operations and cross-functional coordination across business, Enterprise Solutions, and Data Management teams to implement changes on time, effectively, and in compliance with established standards.
- Oversee the intake, evaluation, and tracking of revision proposals, assess downstream impacts, identify risks and roadblocks, and recommend solutions that balance framework integrity with business needs.
- Develop business cases, change options, and executive-ready materials for job architecture changes, including the use of AI-assisted solutions, while driving process improvements that enhance transparency, efficiency, and team effectiveness.
A successful candidate would possess these skills:
- Ability to work independently and collaborate as part of a team
- Ability to lead projects or workstreams
- Ability to manage and prioritize multiple tasks in a fast-paced and dynamic environment
- Ability to mentor and provide clear guidance to others
The team
The Talent Architecture and Skills Governance team is the enterprise connective tissue that governs talent architecture and skills frameworks -aligning Businesses/Enterprise Solutions, Finance, Technology, Data Governance, and AI/Analytics to enable decision clarity at scale. Our goal is to ensure that the talent architecture and skills frameworks are effective, foundational strategic data assets, that allow leaders to make fast, fair, and consistent talent decisions. We govern these frameworks as an enterprise decision infrastructure-ensuring trusted, consistent, market-relevant decisions and data that aligns with firm strategy, work, skills, cost, and talent experience with an eye toward the market and future innovation.
Qualifications
Required:
- Bachelor's degree or equivalent
- 6+ years of experience in talent strategy, job architecture, compensation design, business strategy, business intelligence, or organizational transformation
- Experience developing business cases, governance recommendations, or executive-level materials for senior management
- Experience defining, documenting, and facilitating governance or data maintenance processes that include risk review steps
- Experience working with large data sets or supporting data strategy development
- Ability to travel 20%, on average, based on the work you do and the clients and industries/sectors you serve.
- Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.
Preferred:
- Strong critical thinking, analysis, and problem-solving skills
- Experience with Artificial intelligence/machine learning driven human resources solutions
- Knowledge of Human resources data taxonomy and ontology processes and tools
- Experience with data mapping, standardization, hierarchies, reporting, and integrations
- Familiarity with data privacy regulations, including General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA), to human resources data
- Experience working in large, complex organizations or consulting environments managing transformations
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $102500 to $188900.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.
Education:NoneEmployment Type: