Workforce Analyst

TEKsystems•Philadelphia, PA

5d•$27 - $43•Remote

About The Position

Workforce Analyst (Strategic Workforce Planning) — 100% Remote Make an enterprise-wide impact. Join us to build forward-looking workforce models that help senior leaders allocate talent where it matters most. You’ll turn complex data into clear recommendations that shape our workforce through 2029—from hiring and internal mobility to upskilling and organizational design. Why this role matters We’re entering a period of significant technology investment over the next 18 months. As automation and AI increase the complexity of work, we need fewer teammates doing more sophisticated work. Your models and insights will bridge skill and headcount gaps, ensuring our teams are highly skilled, digitally capable, agile, and engaged. This role primarily supports Strategic Workforce Planning (≈90% of time), with a focus on building new models and decision tools.

Requirements

3+ years as a workforce analyst within a large corporate enterprise.
Proven experience presenting modeling recommendations to C‑suite leaders.
Excel power user (modeling & reporting) — expert‑level proficiency assessment required.
Demonstrated thought leadership on workforce skill gaps, AI, and enterprise workforce needs.

Nice To Haves

Bachelor’s degree in Business, Economics, Mathematics, Statistics, Data Analytics, or related field (Master’s preferred).
1–3 years in workforce planning, HR analytics, business analytics, or financial modeling.
Strong Excel and PowerPoint; 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 varied audiences, including Sr. leaders.
Collaborative mindset with the ability to influence cross‑functional teams.

Responsibilities

Forecast workforce supply & demand (1–5 years) using internal data (headcount, attrition, tenure, performance, mobility) and external labor market trends.
Build capacity models, scenario plans, and risk analyses (vacancy risk, skill gaps, pipeline health).
Develop, consolidate, and automate reporting on key workforce metrics using Excel (advanced), and tools such as SQL, Tableau, Python, Access or VBA.
Conduct skills inventories and integrate future skills forecasting into planning cycles.
Break down complex workforce questions; design robust, testable approaches.
Translate analysis into clear recommendations (sourcing, mobility, upskilling) for senior leaders.
Identify opportunities for organizational design improvements to meet long-term needs.
Challenge status quo by embedding forward-looking, data-driven planning into operations.
Partner with leaders across operations, People Services, and Talent Acquisition to align workforce strategy with business goals.
Communicate insights visually and verbally in a compelling way to senior executives.
Support the annual workforce planning cycle and talent strategy initiatives.
Manage project timelines, stakeholder engagement, and prioritization to deliver high‑value analyses.
Pull learning data to measure progress on skill development initiatives.
Evaluate workforce programs, learning outcomes, and adoption of training interventions.
Assist with special analyses or reporting requests that inform leadership decisions.