Skills & Competencies for Workforce Analyst II

Workforce Analyst II job profile

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JOB SUMMARY for Workforce Analyst II

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

JOB RESPONSIBILITIES for Workforce Analyst II

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 II SALARY RANGE

BASE 50%
$103,444
TOTAL 50%
$108,136
Job Level
P03
Job Code
HR09200426
Education/Degree
Bachelor's Degree
Reports To
Manager

Workforce Analyst II 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 II skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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9 general skills or competencies (Job family competencies) for Workforce Analyst II

1 Job Family Competencies – Data Analytics
Proficiency Level -3
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 -3
Skill definition-Ability to gather and analyze HR data in order to improve an organization’s workforce performance.
Level 1 Behaviors
(General Familiarity)
Cites the commonly used system databases and application software in data gathering and analysis.
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Level 2 Behaviors
(Light Experience)
Documents and reports data discrepancy during the collection process.
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Level 3 Behaviors
(Moderate Experience)
Applies advanced data gathering and analysis methods.
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Level 4 Behaviors
(Extensive Experience)
Contributes new ideas to improve the deliverables of data gathering and analysis.
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Level 5 Behaviors
(Mastery)
Articulates structured data gathering and analysis to drive the development of roadmap initiatives.
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3 Workforce Analyst II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst II
Proficiency Level - 4
5 Competency for - Workforce Analyst II
Proficiency Level - 5

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

1 Core Competencies – Key Performance Indicators (KPI)
Proficiency Level -4
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)
Produces standard and ad-hoc KPI reports following standard procedures.
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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 -4
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 II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst II
Proficiency Level - 4
5 Competency for - Workforce Analyst II
Proficiency Level - 5

Summary of Workforce Analyst II skills and competencies

There are 0 hard skills for Workforce Analyst II..
9 general skills for Workforce Analyst II, Data Analytics, Data Gathering and Analysis, Diversity and Inclusion, etc.
7 soft skills for Workforce Analyst II, Key Performance Indicators (KPI), Business Process Improvement, Prioritization, etc.
While the list totals 16 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 II, he or she needs to be skilled in Key Performance Indicators (KPI), be skilled in Business Process Improvement, and be skilled in Prioritization.

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