Skills & Competencies for Workforce Analyst III

Workforce Analyst III job profile

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JOB SUMMARY for Workforce Analyst III

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

JOB RESPONSIBILITIES for Workforce Analyst III

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 III SALARY RANGE

BASE 50%
$117,706
TOTAL 50%
$124,474
Job Level
P04
Job Code
HR09200428
Education/Degree
Bachelor's Degree
Reports To
Manager

Workforce Analyst III 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 III 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 III

1 Job Family Competencies – Data Analytics
Proficiency Level -4
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 -4
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)
Forecasts future trends in data gathering and analysis to develop valuable insights in decision-making.
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3 Workforce Analyst III - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst III
Proficiency Level - 4
5 Competency for - Workforce Analyst III
Proficiency Level - 5

8 soft skills or competencies (core competencies) for Workforce Analyst III

1 Core Competencies – Key Performance Indicators (KPI)
Proficiency Level -5
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)
Defines KPIs in terms of Specific, Measurable, Achievable, Realistic, and Timely (SMART) goal criteria.
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Level 4 Behaviors
(Extensive Experience)
Develops and delivers training programs on KPI practices to employees and managers.
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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 – Prioritization
Proficiency Level -4
Skill definition-Evaluating and establishing activities according to urgency and importance to arrange the order of task assignments more effectively.
Level 1 Behaviors
(General Familiarity)
Explains steps when prioritizing tasks in the workplace.
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Level 2 Behaviors
(Light Experience)
Identifies tasks on the to-do list based on deadlines, client expectations, or coworker requests.
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Level 3 Behaviors
(Moderate Experience)
Demonstrates expertise in juggling varying priorities and using resources to complete more tasks.
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Level 4 Behaviors
(Extensive Experience)
Evaluates a complex project to break it down into monthly and weekly goals.
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Level 5 Behaviors
(Mastery)
Leads brainstorming to prioritize project milestones and accomplish tasks strategically.
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3 Workforce Analyst III - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Workforce Analyst III
Proficiency Level - 4
5 Competency for - Workforce Analyst III
Proficiency Level - 5

Summary of Workforce Analyst III skills and competencies

There are 0 hard skills for Workforce Analyst III.
9 general skills for Workforce Analyst III, Data Analytics, Data Gathering and Analysis, Diversity and Inclusion, etc.
8 soft skills for Workforce Analyst III, Key Performance Indicators (KPI), Prioritization, Analytical Thinking, etc.
While the list totals 17 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 III, he or she needs to be an expert in Key Performance Indicators (KPI), be skilled in Prioritization, and be skilled in Analytical Thinking.

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