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%
$94,374
TOTAL 50%
$98,773
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)
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)
Oversees data analytics team members to ensure data collection and management meet requirements.
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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 -3
Skill definition-Ability to gather and analyze HR data in order to improve an organization’s workforce performance.
Level 1 Behaviors
(General Familiarity)
Documents key HR metrics that should be monitored.
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Level 2 Behaviors
(Light Experience)
Selects appropriate tools, methods and technologies in collecting and evaluating data.
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Level 3 Behaviors
(Moderate Experience)
Provides quantitative data gathering and analysis to produce actionable business insights.
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Level 4 Behaviors
(Extensive Experience)
Facilitates training to staff to ensure effective and accurate use of data gathering and analysis.
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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 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)
Explains the benefits and risks of using KPIs.
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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)
Leads efforts to improve performance as identified and measured by KPIs.
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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)
Lists the key benefits and effects of business process improvement.
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Level 2 Behaviors
(Light Experience)
Identifies the constraints causing bottlenecks in our production.
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Level 3 Behaviors
(Moderate Experience)
Pinpoints extraneous steps and sub-steps within the process that don't seem to serve a purpose.
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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)
Promotes the automation of processes to minimize the number of manual steps and errors.
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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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