Act as the analytical expert and will provide analytic leadership to support workforce efforts for Human Resources COEs and leaders throughout the organization through representational reporting and analytics, planning, forecasting, root cause analysis, and process improvements. Collaborate with HRIS, OD, Decision Science and Finance in areas such as Schedule Optimization, Training Innovation, Talent Acquisition, Compensation and Rewards, Talent Development, and Colleague Data Integrity to make recommendations on opportunities for continuous improvement and new best practices for Workforce Planning and Analytics. Work closely with Human Resource Directors and Director-level operational leaders to develop innovative analytic solutions, create actionable insights, and drive data driven decisions and performance that influence talent strategies. 

Education: 

Masters’s degree in management information systems, computer science, business, mathematics, I/O Psychology, Data Science (or other related field) is required. Eight or more years of experience performing technical support, systems analysis, or related IT field may be considered in lieu of a Master’s degree.  

Licensure/Certification/Registry: 

• Successfully attains the Six Sigma Green Belt certification within two years of job placement.

Experience: 

• Four years of Analytics experience (or the equivalent) is required. 

• Six or more years of HR Analytics experience (or the equivalent) is preferred  

• Progressive experience with information technology/HRIS system analysis and implementation is required. 

• Previous HRIS experience with HR Lawson/Infor, API, iCIMS is strongly preferred. 

• Experience in extraction and analysis of people data across the organization (Crystal, Excel, SQL) is required 

• Creation and maintenance of people data dashboards/visuals  

• Experience with predictive analytics/forecasting  

• Previous visual analytics tools (Tableau, Qlik, Visier) experience strongly preferred 

• Expertly communicate analysis results to aid in decision making  

• • Partner with stakeholders to continue building people data strategy 

Other Knowledge/Skills/Abilities: 

• Self-starter with solid influencing and facilitation skills 

• Analytic thought leadership with skills in developing innovative and creative analytic solutions to complex problems 

• Strong business acumen and critical thinking ability 

• Presentation skill - ability to "tell a compelling story" in a concise and effective manner 

• Strong problem-solving and critical thinking skills with the ability to anticipate, identify and diagnose problems and make recommendations 

• Detail orientation - getting "into the trenches" to evaluate all aspects of operations. 

• Exceptional presentation and communication skills to both technical and non-technical audiences 

• Robust skills with analytical tools (report creation and analysis) and technologies including Excel, SQL, business intelligence tools and various visualization tools (i.e. Tableau, Microsoft Excel, Crystal Reports, Qlik, Visier, etc.) 

• Ability to build strong relationships with internal stakeholders that improves team credibility 

• Able to work collaboratively across Business Units 

• Effective analytical collaboration in the form of reviewing and soliciting feedback on analysis 

• Ability to independently create high quality deliverables 

• Help foster a inclusive culture 

• Prior HR and / or Inclusion & Diversity data analysis 

• Workforce Planning database management 

• Strategic vision and ability to connect analyses to broader organizational goals 

1. Develop innovative analytic solutions, perform root cause analysis, and create actionable insights to drive better business decisions and performance to assist the business in achieving its short/long term objectives 

1. Define and continually improve key metrics and dashboards to measure performance, drive business insight and identify actions to improve workforce management and planning 

1. Formulate hypotheses, develop queries and models to evaluate hypotheses and formulate solutions to drive process & performance improvement across the employee life-cycle 

1. Construct predictive analytics/forecasting models to inform workforce planning efforts 

1. Collaborate and educate stakeholders across all levels of the organization with engaging presentations, clearly written documents, and compelling storytelling and visualizations 

1. Support HR technology systems, applications, and various data sources to aid in issue resolution, as well as process optimization and implementation. 

1. Influence senior leadership to adopt new ideas, projects and / or approaches 

1. Conduct research on innovative best practices using industry best practices 

1. Support data governance and employee confidentiality 

1. Coordinate accurate and timely data entry & acquisition from stakeholders  

1. Analyze data and leverage insights to scope customer problems, implement recommendations and track success metrics 

1. Performs other related work as required or requested. 

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.