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 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)
Explains how to interpret data analytics and metrics to drive better business decision-making.
Level 2 Behaviors
(Light Experience)
Documents data requirements for projects by working with business users.
Level 3 Behaviors
(Moderate Experience)
Provides and leverages data analytics solutions to mitigate business risk and handle setbacks.
Level 4 Behaviors
(Extensive Experience)
Oversees data analytics team members to ensure data collection and management meet requirements.
Level 5 Behaviors
(Mastery)
Establishes performance metrics focused on Data Analytics to track optimization opportunities.
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)
Reports on HRIS technical issues to management to make an appropriate solution to the issues.
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)
Establishes HRIS goals and develops appropriate plans to execute from concept through implementation.
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)
Discusses the strengths and weaknesses of our products and services.
Level 2 Behaviors
(Light Experience)
Explains advantages and disadvantages of different organizational structures from an efficiency perspective.
Level 3 Behaviors
(Moderate Experience)
Demonstrates an innate sense of how to achieve positive results in the current environment.
Level 4 Behaviors
(Extensive Experience)
Evaluates and explains the financial aspects of a business initiative to different teams.
Level 5 Behaviors
(Mastery)
Conceptualizes new and creative business initiatives to boost business growth.
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).
Level 2 Behaviors
(Light Experience)
Follows up on regular action items related to KPI implementation.
Level 3 Behaviors
(Moderate Experience)
Defines KPIs in terms of Specific, Measurable, Achievable, Realistic, and Timely (SMART) goal criteria.
Level 4 Behaviors
(Extensive Experience)
Develops and delivers training programs on KPI practices to employees and managers.
Level 5 Behaviors
(Mastery)
Defines and modifies strategic KPIs to drive organizational objectives and priorities.
There are 0 hard skills for Workforce Analytics Manager.
7 general skills for Workforce Analytics Manager, Data Analytics, Human Resource Information System (HRIS), Human Resources Operations, etc.
12 soft skills for Workforce Analytics Manager, Business Acumen, Key Performance Indicators (KPI), Business Process Improvement, etc.
While the list totals 19 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 Manager, he or she needs to be skilled in Business Acumen, be an expert in Key Performance Indicators (KPI), and be skilled in Business Process Improvement.
