Associate Director (People Analytics & Workforce Intelligence)

SCA Health•UNAVAILABLE, UNAVAILABLE

22h•Hybrid

About The Position

At SCA Health, we believe health care is about people – the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization. As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy. What sets SCA Health apart isn’t just what we do, it’s how we do it. Each decision we make is rooted in seven core values: Clinical quality, Integrity, Service excellence, Teamwork, Accountability, Continuous improvement, Inclusion. Our values aren’t empty words – they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you’ll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America. At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Please visit, https://careers.sca.health/why-sca, to learn more about our benefits. Your ideas should inspire change. If you join our team, they will.

Requirements

Bachelor's degree in Human Resources, Business, Analytics, Economics, Statistics, Organizational Psychology, or a related field.
7+ years of experience in People Analytics, Workforce Planning, HR Analytics, HR Strategy, Organizational Effectiveness, or a related analytics function.
Demonstrated ability to translate complex workforce data into actionable insights and executive-level recommendations.
Experience partnering with and influencing senior leaders on workforce, talent, and business decisions.
Strong analytical, consulting, storytelling, communication, and problem-solving skills.
Experience using business intelligence and data visualization tools such as Power BI, Tableau, Visier, Workday Prism, or similar platforms.
Knowledge of workforce analytics methodologies, forecasting, and performance metrics.
Commitment to data governance, privacy, and the responsible use of workforce data.

Responsibilities

Serve as the primary analytics advisor to HR leaders, providing insights and recommendations on workforce trends, risks, and opportunities.
Partner with HR and business leaders to translate workforce data into actionable strategies that support talent, organizational, and business objectives.
Deliver executive-ready analyses, dashboards, and data-driven recommendations that influence workforce and talent decisions.
Lead workforce planning, forecasting, scenario modeling, and predictive analytics to anticipate talent needs and inform strategic decision-making.
Analyze trends in retention, turnover, hiring, engagement, labor costs, productivity, and workforce performance, connecting insights to business outcomes.
Develop and implement advanced analytics and AI-enabled solutions that improve workforce planning and organizational effectiveness.
Build, enhance, and maintain HR analytics dashboards and self-service reporting tools, driving adoption and continuous improvement.
Establish workforce metrics, data definitions, and governance standards to ensure data quality, consistency, and compliance.
Conduct deep-dive analyses to support HR priorities, talent initiatives, and enterprise workforce strategies.
Increase data literacy across HR through training, coaching, and consultative support, enabling greater use of self-service analytics and reducing reliance on ad hoc reporting.
Collaborate with Enterprise Analytics, HR, Finance, Operations, and Data Governance teams to align workforce insights with organizational priorities.