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Position Highlights:
The Sr HR People Analytics Partner will apply and integrate advanced and predictive analysis, people metrics and reporting to develop strategic and operational insights for workforce decision-making (e.g., staffing, learning and development, talent management, diversity, and human resource compliance). This position will analyze, implement, and monitor workforce planning initiatives to optimize and scale the evolving workforce and long-range plans. The People Analytics Partner will collaborate. with business leaders, strategic planning, HR, Finance, and other stakeholders across the organization to review existing and future workforce needs, and to ensure alignment with business objectives and financial goals. The position will collect, interpret, and evaluate workforce metrics to provide data driven insights for internal and external talent pool assessments, headcount reviews, forecasting and business scenario planning.
The Sr HR People Analytics Partner will apply and integrate advanced and predictive analysis, people metrics and reporting to develop strategic and operational insights for workforce decision-making (e.g., staffing, learning and development, talent management, diversity, and human resource compliance). This position will analyze, implement, and monitor workforce planning initiatives to optimize and scale the evolving workforce and long-range plans. The People Analytics Partner will collaborate. with business leaders, strategic planning, HR, Finance, and other stakeholders across the organization to review existing and future workforce needs, and to ensure alignment with business objectives and financial goals. The position will collect, interpret, and evaluate workforce metrics to provide data driven insights for internal and external talent pool assessments, headcount reviews, forecasting and business scenario planning.
The Ideal Candidate Will Have:
Strong interpersonal skills, stakeholder management, and relationship building skills.
Excellent communication and presentation skills, with the ability to analyze and translate quantitative and qualitative analysis into clear messages and provide informed responses to leadership in short time frames.
An aptitude for problem solving, with the ability to take a logical route to the source of an error.
Responsibilities:Predictive Analysis:
Uses advanced and predictive analysis, people metrics and reporting to develop strategic and operational insights for workforce decision-making (e.g., staffing, learning and development, talent management, diversity, and human resource compliance). Data sources used for analysis will include (which may change or be added to depending on business need): Lawson/Infor ERP, PositionManager (ATS), Halogen (Performance Management), TWI (The Work Institute), bSwift (Benefits), ServiceNow, Agility, and other internally and externally hosted solutions.
Uses data from public domain, surveys, or benchmark services to help Moffitt leaders make comparisons to internal and external forces, allowing leadership to align to or to lead the market as needed.
Workforce Planning, Forecasting, and Metrics:
Uses quantitative and qualitative data to analyze, implement, and monitor workforce planning initiatives to optimize and scale the evolving workforce and long-range plans.
Collects, interprets, and evaluates workforce metrics to provide data driven insights for internal and external talent pool assessments, headcount reviews, forecasting and business scenario planning.
Uses performance results to review HR process quality and efficiency; makes recommendations to improve process efficiency and quality.
Business Decision Support:
Responsible to for business recommendations for Senior Leadership and provides timely data models for business decisions.
Collaborates with business leaders, strategic planning, HR, Finance, and other stakeholders across the company to review existing and future workforce needs and to ensure alignment with business objectives and financial goals.
Data Reporting and Presentation:
Works with an Agile framework to design and implement actionable reports and dashboards, while assisting in design of the broader information landscape available to the business.
Assumes responsibilities related to other duties, projects, and assignments, as requested.
Credentials and Qualifications:
Bachelor’s degree in Business, Human Resource Management, Data Analytics, Data Science required.
Minimum 5 years of experience utilizing various tools such as Python, R, SQL, or Tableau, and reporting platforms with the ability to represent data through reports, dashboards, scorecards, or KPIs. In lieu of 5 years of analytics tools experience, a Master’s Degree in a relevant program plus 2 years of experience will be considered.
Preferred:
Master’s degree in Business, Human Resource Management, Data Analytics, Data Science.
PHR/SPHR, SHRM-CP/SCP, CCP, CPA, Data Analytics Certification.
Understanding of ERP table structures, Lawson/Infor highly preferred.
Experience within the HR function is highly preferred.
