Senior Associate, Workforce Planning Analyst

RVO Health•Charlotte, NC

3h•$74,700 - $82,000•Hybrid

About The Position

The Senior Associate, Workforce Planning Analyst plays a critical role in shaping how we understand, plan for, and optimize our workforce. This individual will serve as an analytical engine for the team, translating complex HR and business data into clear insights, actionable recommendations, and scalable tools that drive smarter workforce decisions. The ideal candidate is intellectually curious, analytically rigorous, and able to communicate findings in ways that resonate with both operational and executive audiences.

Requirements

3–5+ years of experience in Workforce Management, People Analytics, or a closely related field.
Proven ability to build staffing models and analytical frameworks that support business decision making.
Strong proficiency in SQL, dashboard & report creation; experience with Looker a plus.
Demonstrated experience conducting root cause analysis and presenting findings to leadership.
Solid understanding of statistical reasoning and analytical techniques as applied to HR and workforce data.
Experience with benchmarking, forecasting, and program ROI analysis.
Ability to work independently on complex, ambiguous problems and deliver structured, well-reasoned outputs.
Exceptional communication skills with the ability to distill complex analyses into clear narratives for diverse audiences.
Strong collaboration skills and experience working cross-functionally with HR Business Partners and Talent teams

Nice To Haves

experience with Looker

Responsibilities

Design and build staffing models from scratch to support decision making, efficiency gains, and scenario planning across the organization.
Perform advanced workforce analytics to identify trends, risks, and opportunities related to turnover, hiring, mobility, engagement, performance, and workforce demographics.
Independently conduct exploratory, diagnostic, and trend analysis using HR and business data to answer complex workforce questions.
Develop and maintain dashboards and reports using Workday Discovery Boards/Dashboards and Power BI to clearly communicate workforce insights to HR and business stakeholders.
Translate analytical findings into concise narratives and recommendations tailored to both executive and operational audiences.
Conduct root cause analysis (RCA) on workforce challenges and deliver actionable insights to leadership.
Perform recurring and ad hoc workforce analysis to support workforce planning and strategic initiatives.
Apply statistical reasoning and analytical techniques to interpret workforce data and assess the impact of HR programs and initiatives.
Support benchmarking, forecasting, and ROI analysis for workforce-related programs.
Partner with Ops Partners to define meaningful workforce metrics and ensure analytics align with business priorities.