Workforce Planning Analyst - HNAS

Company :

Job Description : 

JOB SUMMARY

This job collaborates with team and the business on information needed by stakeholders in making human capital decisions and in managing employees.  The incumbent works with the senior level team members and, the business unit to support partners on workforce analytics and planning projects; partners with teams in determining what data is useful to the stakeholders - gathering and analyzing that data; and participates in development and maintenance of such materials as staffing models, metrics, reports, presentations, and dashboards. Takes part in staffing governance which pull together all facets of staff demand and supply, focusing both on cost optimization as well as employee acquisition/engagement/retention; and which include participation from all business and support stakeholders.  The incumbent collaborates with technology partners regarding the use of systems, programs, software and other tools associated with workforce planning and analytics.  

ESSENTIAL RESPONSIBILITIES

• Prepare and analyze data related to the workforce in order to support staffing decisions.  Understand the Company’s strategic and operating plans, cost targets, and workforce utilization requirements.  Apply workforce planning methodologies and associated tools/reports; makes recommendations for workforce-related decisions.
• Collaborate with team that recommends, develops, and implements metrics and other measurements for workforce productivity, ROI, HR program effectiveness, etc. to improve business results.  Participate in regular forums and interactions to educate and hold business leaders and support partners accountable for timely workforce-related decisions and actions.  
• Participate in data gathering, needs assessments, staff modeling, cost-of-workforce assessments, and survey processes to provide business intelligence that produces actionable insights.  Directly support senior workforce planning, workforce management, and supports business leaders.  Establish close partnerships and works within service level agreements with not just business leaders but also internal partners critical to staffing: including Finance, HR, Learning and Development, and Onboarding.
• Support design and implementation of new management tools which optimize workforce planning and management (for example:  workforce analytics and planning systems; Tableau dashboards, Skills Inventory systems, and similar reports and tools). Works with team to make recommendations regarding technology and other tools to improvement workforce planning and workforce management.
• Support design and implementation of KPI’s that serve as catalysts for change by helping leaders and managers make data-driven decisions about their workforce (e.g., turnover, span of control, headcount demographics, staffing efficiencies, engagement measures, risk-of-leaving for high performers, effectiveness of hiring processes).
• Participate in the development and delivery of presentations to partners and business leaders regarding workforce dynamics and metrics that impact business outcomes (e.g., improve the effectiveness of customer-facing staff, identify specific competencies that drive better business results, reduce turnover in key positions, attract and retain a diverse workforce).
• Participate in ad-hoc projects per the direction of Leadership and the Workforce Consultant adding in properly addressing the needs of the organization. 
• Other duties as assigned or requested.

EDUCATION

Required

• Bachelor's Degree in Business Administration/Management, Human Resources Management, Statistics, Industrial Engineering, or related degree

Substitutions

• 6 years of progressive, related experience in lieu of degree

Preferred

• None

LICENSE OR CERTIFICATIONS

Required

• None

Preferred

• None

EXPERIENCE

Required

• 3 - 5 years of experience in Business Intelligence or Data Analytics

Preferred

• 3 - 5 years of experience in Capacity Planning or Staffing Models

SKILLS

• Statistical Analysis and Measurement
• Statsitcal Sampling Methodology
• Data Gathering and Analysis
• HR Policies, Standards, and Procedures
• Human Resources Consulting
• Influence and Persuasion
• Collaborative Problem Solving
• General Computer Skills
• Written & Oral Presentation Skills

PHYSICAL, MENTAL DEMANDS, AND WORKING CONDITIONS

Position Type

Office Based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Never

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required 

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Rarely

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 

Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Pay Range Minimum:

Pay Range Maximum:

Base pay is determined by a variety of factors including a candidate’s qualifications, experience, and expected contributions, as well as internal peer equity, market, and business considerations.  The displayed salary range does not reflect any geographic differential Highmark may apply for certain locations based upon comparative markets.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal, state, or local law.

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