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)
Lists the steps on how to run and develop data analytic models.
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Level 2 Behaviors
(Light Experience)
Identifies opportunities for data analytics process improvement and automation.
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Level 3 Behaviors
(Moderate Experience)
Uses data analytics for all reporting to meet user requirements.
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Level 4 Behaviors
(Extensive Experience)
Performs data quality audits to ensure compliance with custom analytic deliverables.
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Level 5 Behaviors
(Mastery)
Keeps up-to-date on emerging technology trends in data analytics to apply in our organization.
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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)
Lists the types of HR data needed to be collected, such as performance and onboarding.
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Level 2 Behaviors
(Light Experience)
Supports in reviewing the accuracy of data gathering and analysis across various data systems.
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Level 3 Behaviors
(Moderate Experience)
Uses data gathering and analysis to measure the training effectiveness and understand training needs.
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Level 4 Behaviors
(Extensive Experience)
Monitors data gathering and analysis activities within our organization.
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Level 5 Behaviors
(Mastery)
Leads the development of data gathering and analysis techniques to optimize workflow efficiency.
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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)
Lists some typical KPIs from own industry, business, and function.
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Level 2 Behaviors
(Light Experience)
Identifies KPIs currently in use and provides input to management.
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Level 3 Behaviors
(Moderate Experience)
Maintains an organized data management process to track progress on KPIs.
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Level 4 Behaviors
(Extensive Experience)
Leverages the Business Intelligence (BI) technologies and tools for KPI reporting and analysis.
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Level 5 Behaviors
(Mastery)
Monitors the efficiency and effectiveness of current organizational KPI architecture.
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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)
Names various methods used to practice business process improvement.
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Level 2 Behaviors
(Light Experience)
Suggests changes to the existing processes and structure in our business.
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Level 3 Behaviors
(Moderate Experience)
Recommends the business process management system that meets our business needs.
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Level 4 Behaviors
(Extensive Experience)
Reassigns and retrains staff as needed in preparation for revised business processes.
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Level 5 Behaviors
(Mastery)
Restructures ways to align business processes with organizational goals.
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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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