Workforce Analyst

TEKsystems•Malvern, PA

1d•$27 - $43•Remote

About The Position

NOW HIRING A FULLY REMOTE WORKFORCE ANALYST! Primary responsibilities of this role: Analysis & Technical Skills • Perform workforce supply and demand forecasting (1–5 years) using internal data (headcount, attrition, tenure, performance, mobility) and external labor market trends • Build capacity models, scenario planning, and risk analyses (e.g., vacancy risk, skill gaps, pipeline health) • Develop, consolidate, and automate reporting around key workforce metrics, using tools such as SQL, Excel, Tableau, Python, Access, or VBA • Conduct skills inventories on existing roles and integrate future skills forecasting into workforce planning cycles Problem Solving • Break down complex workforce challenges into digestible questions; design robust approaches to address them • Synthesize insights to recommend sourcing, mobility, or upskilling strategies that address workforce gaps • Identify and recommend opportunities for organizational design or structural improvements to meet long-term needs • Challenge status quo processes by embedding forward-looking, data-driven planning into operations Project & Stakeholder Management • Partner with ROPS Leaders, People Services, Talent acquisition, and other stakeholders to align workforce strategy with operational goals • Communicate workforce insights and recommendations in a clear, compelling way to senior leadership • Support the annual workforce planning cycle and ad-hoc talent strategy initiatives • Manage project timelines, stakeholder engagement, and prioritization to ensure delivery of high-value analyses Miscellaneous / Ad Hoc Duties • Pull data from systems such as StarLearning to measure ROPS-wide progress on training and skill development initiatives • Support evaluation of workforce programs, learning outcomes, and adoption of training interventions • Assist with special analyses or reporting requests that inform leadership decisions on workforce health, training, and development

Requirements

Bachelor’s degree in Business, Economics, Mathematics, Statistics, Data Analytics, or related field (Master’s preferred)
1–3 years of experience in workforce planning, HR analytics, business analytics, or financial modeling
Strong Excel and PowerPoint skills required; SQL, Tableau, Python, or Access preferred
Quantitative and problem-solving expertise, including workforce or financial modeling
Ability to translate complex analysis into clear insights for a range of audiences including senior leaders
Collaborative mindset with ability to influence cross-functional teams
Commitment to DaVita's values of Service Excellence, Integrity, Team, Continuous Improvement, Accountability, Fulfillment and Fun

Nice To Haves

Experience in healthcare and/or revenue cycle preferred

Responsibilities

Perform workforce supply and demand forecasting (1–5 years) using internal data (headcount, attrition, tenure, performance, mobility) and external labor market trends
Build capacity models, scenario planning, and risk analyses (e.g., vacancy risk, skill gaps, pipeline health)
Develop, consolidate, and automate reporting around key workforce metrics, using tools such as SQL, Excel, Tableau, Python, Access, or VBA
Conduct skills inventories on existing roles and integrate future skills forecasting into workforce planning cycles
Break down complex workforce challenges into digestible questions; design robust approaches to address them
Synthesize insights to recommend sourcing, mobility, or upskilling strategies that address workforce gaps
Identify and recommend opportunities for organizational design or structural improvements to meet long-term needs
Challenge status quo processes by embedding forward-looking, data-driven planning into operations
Partner with ROPS Leaders, People Services, Talent acquisition, and other stakeholders to align workforce strategy with operational goals
Communicate workforce insights and recommendations in a clear, compelling way to senior leadership
Support the annual workforce planning cycle and ad-hoc talent strategy initiatives
Manage project timelines, stakeholder engagement, and prioritization to ensure delivery of high-value analyses
Pull data from systems such as StarLearning to measure ROPS-wide progress on training and skill development initiatives
Support evaluation of workforce programs, learning outcomes, and adoption of training interventions
Assist with special analyses or reporting requests that inform leadership decisions on workforce health, training, and development