Skills & Competencies for Workforce Analyst I

Workforce Analyst I job profile

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JOB SUMMARY for Workforce Analyst I

Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates.

JOB RESPONSIBILITIES for Workforce Analyst I

Utilizes hiring, sourcing, attrition, and productivity metrics to provide actionable insights about the current and future states of a workforce. Applies predictive models and methods to develop short and long-term forecasts. Produces reports and visualizations that provide easy to understand information required for decision making.

Workforce Analyst I SALARY RANGE

BASE 50%
$74,300
TOTAL 50%
$76,756
Job Level
P02
Job Code
HR09200413
Education/Degree
Bachelor's Degree
Reports To
Manager

Workforce Analyst I Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Workforce Analyst I skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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8 general skills or competencies (Job family competencies) for Workforce Analyst I

1 Job Family Competencies – Data Analytics
Proficiency Level -2
Skill definition-Applying techniques and processes in examining and evaluating raw data to derive conclusions to support business decision-making.
Level 1 Behaviors
(General Familiarity)
Describes the fundamentals of data and business analytics.
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Level 2 Behaviors
(Light Experience)
Applies broad knowledge and best practices to provide data analytics services to clients.
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Level 3 Behaviors
(Moderate Experience)
Communicates and interprets data to provide clarity to non-technical and technical audiences.
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Level 4 Behaviors
(Extensive Experience)
Collaborates with cross-functional teams to produce data analytics key indicators and metrics.
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Level 5 Behaviors
(Mastery)
Designs the conceptual, logical, and physical data models to support the analytic data requirements.
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2 Job Family Competencies – Data Gathering and Analysis
Proficiency Level -2
Skill definition-Ability to gather and analyze HR data in order to improve an organization’s workforce performance.
Level 1 Behaviors
(General Familiarity)
Describes the techniques and methodologies used in data gathering and analysis.
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Level 2 Behaviors
(Light Experience)
Participates in gathering and analyzing data regarding HR practices.
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Level 3 Behaviors
(Moderate Experience)
Produces results of data gathering and analysis activities to make data-driven HR decisions.
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Level 4 Behaviors
(Extensive Experience)
Drives technical innovation in data gathering and analysis.
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Level 5 Behaviors
(Mastery)
Establishes new techniques in data gathering and analysis to optimize efficiency across our organization.
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3 Workforce Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst I
Proficiency Level - 4
5 Competency for - Workforce Analyst I
Proficiency Level - 5

7 soft skills or competencies (core competencies) for Workforce Analyst I

1 Core Competencies – Key Performance Indicators (KPI)
Proficiency Level -3
Skill definition-Knowledge of and ability to apply a set of quantifiable measurements to determine how effectively an individual, team or organization is achieving a business objective.
Level 1 Behaviors
(General Familiarity)
Describes the concepts and purposes of Key Performance Indicators (KPI).
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Level 2 Behaviors
(Light Experience)
Follows up on regular action items related to KPI implementation.
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Level 3 Behaviors
(Moderate Experience)
Consolidates internal and external information to define and select applicable KPI.
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Level 4 Behaviors
(Extensive Experience)
Designs and develops KPI metrics and dashboards for various functions and purposes.
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Level 5 Behaviors
(Mastery)
Defines and modifies strategic KPIs to drive organizational objectives and priorities.
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2 Core Competencies – Business Process Improvement
Proficiency Level -3
Skill definition-Proactively defining, analyzing, and streamlining existing business processes within an organization to meet new quotas or standards of quality.
Level 1 Behaviors
(General Familiarity)
Explains common symptoms of inefficient processes that call for business process improvement.
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Level 2 Behaviors
(Light Experience)
Collects feedback directly from staff involved in the new process mapping.
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Level 3 Behaviors
(Moderate Experience)
Manages process improvements to ensure that the entire system works efficiently.
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Level 4 Behaviors
(Extensive Experience)
Evaluates reported issues and restructures the workflow design.
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Level 5 Behaviors
(Mastery)
Leads the reorganization of the workforce based on the agreed and desired outcomes.
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3 Workforce Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst I
Proficiency Level - 4
5 Competency for - Workforce Analyst I
Proficiency Level - 5

Summary of Workforce Analyst I skills and competencies

There are 0 hard skills for Workforce Analyst I.
8 general skills for Workforce Analyst I, Data Analytics, Data Gathering and Analysis, Human Resource Information System (HRIS), etc.
7 soft skills for Workforce Analyst I, Key Performance Indicators (KPI), Business Process Improvement, Prioritization, etc.
While the list totals 15 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Workforce Analyst I, he or she needs to be skilled in Key Performance Indicators (KPI), be skilled in Business Process Improvement, and be proficient in Prioritization.

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