Skills & Competencies for Workforce Analyst III

Workforce Analyst III job profile

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.

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)
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 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)
Cites examples of KPIs applied at individual, team, and organizational levels.
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Level 2 Behaviors
(Light Experience)
Assists in KPI analysis and patterns discovery to support management in decision making.
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Level 3 Behaviors
(Moderate Experience)
Collaborates with related stakeholders to decide cross-functional KPIs.
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Level 4 Behaviors
(Extensive Experience)
Analyses the pros and cons of specific KPI metrics to ascertain the best course of action.
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Level 5 Behaviors
(Mastery)
Builds and updates innovative KPI management tools to optimize KPI selection and implementation processes.
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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)
Lists ways to avoid distractions and complete competing tasks efficiently.
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Level 2 Behaviors
(Light Experience)
Tracks work-in-progress status updates and task completion.
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Level 3 Behaviors
(Moderate Experience)
Sets manageable due dates to attain goals and meet the deadlines.
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Level 4 Behaviors
(Extensive Experience)
Reassesses project plans and priorities regularly to align with long-term goals.
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Level 5 Behaviors
(Mastery)
Oversees balancing competing priorities to meet all commitments and deliver quality results.
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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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