Manages the analysis of workforce metrics in order to optimize human resource capacity planning and maximize labor utilization rates.
Oversees quantitative analysis and the creation of predictive models used for enhancing forecasting accuracy and improving workforce decision making. Guides efforts to automate data collection and analysis, create visualizations, and develop new analytic tools.
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 Analytics Senior Manager skill and competencie below to view definitions.
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.
Level 2 Behaviors
(Light Experience)
Identifies opportunities for data analytics process improvement and automation.
Level 3 Behaviors
(Moderate Experience)
Uses data analytics for all reporting to meet user requirements.
Level 4 Behaviors
(Extensive Experience)
Performs data quality audits to ensure compliance with custom analytic deliverables.
Level 5 Behaviors
(Mastery)
Keeps up-to-date on emerging technology trends in data analytics to apply in our organization.
Skill definition-The ability to work with, utilize, maintain, troubleshoot and update the HR related system or software to manage HR data.
Level 1 Behaviors
(General Familiarity)
Lists the basic HRIS database design, structures, and concepts in our workplace.
Level 2 Behaviors
(Light Experience)
Supports our management in creating and implementing HRIS departmental Standard Operating Procedures.
Level 3 Behaviors
(Moderate Experience)
Performs data integrity analysis to ensure the system is properly recording and analyzing HRIS metrics.
Level 4 Behaviors
(Extensive Experience)
Provides training on HRIS configuration options to automate processes of our HR operations.
Level 5 Behaviors
(Mastery)
Keeps updated on the future functionality of HRIS applications providing a strategic path for upgrades.
Skill definition-Insight into our organization's business, goals, and values. Ability to design and implement initiatives that facilitate successful outcomes.
Level 1 Behaviors
(General Familiarity)
Explains our key business strategies and priorities.
Level 2 Behaviors
(Light Experience)
Reports and communicates market and competitor status regularly to the management team.
Level 3 Behaviors
(Moderate Experience)
Implements effective marketing strategies that achieve improved business outcomes.
Level 4 Behaviors
(Extensive Experience)
Optimizes business processes based on deep insight into various business unit functions.
Level 5 Behaviors
(Mastery)
Evaluates industry and market trends to identify new business opportunities.
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.
Level 2 Behaviors
(Light Experience)
Identifies KPIs currently in use and provides input to management.
Level 3 Behaviors
(Moderate Experience)
Maintains an organized data management process to track progress on KPIs.
Level 4 Behaviors
(Extensive Experience)
Leverages the Business Intelligence (BI) technologies and tools for KPI reporting and analysis.
Level 5 Behaviors
(Mastery)
Monitors the efficiency and effectiveness of current organizational KPI architecture.
There are 0 hard skills for Workforce Analytics Senior Manager.
7 general skills for Workforce Analytics Senior Manager, Data Analytics, Human Resource Information System (HRIS), Human Resources Operations, etc.
14 soft skills for Workforce Analytics Senior Manager, Business Acumen, Key Performance Indicators (KPI), Business Process Improvement, etc.
While the list totals 21 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 Analytics Senior Manager, he or she needs to be skilled in Business Acumen, be an expert in Key Performance Indicators (KPI), and be an expert in Business Process Improvement.
