Workforce Analytics Manager (Remote)

First American•Washington, DC

3d•$112,400 - $149,800•Remote

About The Position

Responsible for leading the Workforce Analytics function, enabling workforce planning, and delivering forward-looking insights that support strategic workforce decisions. Partners with HR Business Partners and business leaders to understand business priorities, workforce challenges, and future talent needs, establishing analytical frameworks and tools that connect business strategy with people strategy.

Requirements

Bachelor’s degree or equivalent combination of education and experience.
7+ more years of progressively responsible experience in workforce analytics, people analytics, business analytics, finance, workforce planning, or a related analytical field.
3+ or more years of experience leading employees, complex projects, or strategic initiatives.
Advanced proficiency in Power BI and Excel required.
Experience using analytics to solve business or workforce challenges and translate data into actionable insights and recommendations.
Knowledge of workforce planning, organizational effectiveness, workforce supply and demand, scenario planning, and talent trends.
Ability to apply business and financial acumen to workforce questions involving cost, capacity, productivity, organizational capability, investment, and future talent needs.
Experience applying workforce analytics, forecasting, trend analysis, scenario modeling, and workforce metrics.
Ability to identify leading indicators and anticipate workforce risks, opportunities, and future needs.
Strong analytical, quantitative, and critical-thinking skills with the ability to address complex and ambiguous questions.
Ability to integrate multiple sources of workforce and business data into meaningful insights and recommendations.
Intellectual curiosity with the ability to quickly develop an understanding of the business, identify emerging workforce questions, and proactively develop analytical approaches that support workforce decisions.
Ability to frame workforce questions, challenge assumptions, and develop practical, data-informed recommendations.
Strong communication, presentation, and data storytelling skills with the ability to communicate effectively with leaders at all levels.
Strong facilitation, relationship-building, and influencing skills.
Ability to influence without direct authority and build trusted partnerships across a matrixed organization.
Demonstrated ability to lead strategic initiatives, build or strengthen organizational capabilities, and drive continuous improvement.
Demonstrated ability to coach and develop talent while fostering collaboration and accountability.
Ability to exercise sound judgment when working with sensitive employee and workforce information.
Experience with workforce analytics platforms, business intelligence tools, data visualization technologies, and statistical analysis.
Working knowledge of HR information systems and workforce data structures.
Familiarity with emerging technologies that may improve workforce insights and analytical efficiency.

Nice To Haves

Experience with Workday is preferred but not required.
Experience developing analytical frameworks, tools, or processes that strengthened an existing analytics or workforce planning capability preferred.
Knowledge of Workday reporting and analytics capabilities preferred.

Responsibilities

Enable Strategic Workforce Decisions: Partner with HR Business Partners and business leaders to understand strategic priorities, define and prioritize the workforce questions that matter most, and deliver actionable insights that enable strategic workforce decisions.
Develop and maintain a strong understanding of business strategies, priorities, operating models, and workforce challenges to anticipate future talent needs and focus analysis on the organization’s highest-value workforce questions.
Develop forward-looking insights that anticipate talent and workforce needs, identify emerging risks and opportunities, and shape practical recommendations through advanced analytics.
Integrate multiple sources of workforce and business data, including relevant financial, operational, and market information, to develop meaningful insights and practical recommendations.
Evaluate workforce and organizational trends to identify opportunities to improve organizational effectiveness, capacity, and capability in support of business priorities.
Deliver executive-ready insights through clear recommendations, visualizations, and data storytelling that leaders can readily understand and apply.
Enable Workforce Planning: Set priorities, methodologies, standards, and an operating rhythm for workforce planning analysis and decision support.
Lead senior-level business and HR partnership to identify priority workforce questions, validate findings, and shape recommendations and executive insights.
Build and strengthen workforce planning frameworks and tools that assess current- and future-state role requirements, capacity, capabilities, talent risks, internal pipeline, and other relevant workforce considerations.
Ensure workforce planning insights translate into coordinated actions across HR Business Partners, Compensation, Talent Management, Talent Development, and Talent Acquisition, with ongoing tracking of decisions, actions, outcomes, and impact.
Advance Workforce Analytics: Expand Workforce Analytics capabilities by strengthening predictive insights and decision-support tools that improve workforce and organizational decisions.
Establish repeatable methodologies, analytical standards, and best practices that improve the consistency, quality, and impact of workforce analytics and planning.
Evaluate and apply emerging technologies that improve analytical efficiency and workforce insights.