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%
$95,870
TOTAL 50%
$100,338
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)
Discusses best practices and concepts in data analytics.
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Level 2 Behaviors
(Light Experience)
Collects data from sources to provide data analysis and insights.
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Level 3 Behaviors
(Moderate Experience)
Makes recommendations based on findings from data analytics to report to potential clients.
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Level 4 Behaviors
(Extensive Experience)
Communicates data analytics results to initiate insights to stakeholders and our organization.
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Level 5 Behaviors
(Mastery)
Develops new Data Analytics methodologies and procedures to support business in decision making.
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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)
Cites the steps and workflow process for conducting data gathering and analysis.
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Level 2 Behaviors
(Light Experience)
Follows established data gathering and analysis procedures and guidelines.
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Level 3 Behaviors
(Moderate Experience)
Enhances the validity and reliability of human resources data used in various analyses.
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Level 4 Behaviors
(Extensive Experience)
Delivers training on techniques for data gathering and analysis to achieve organizational goals.
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Level 5 Behaviors
(Mastery)
Develops and designs tools to ensure the quality and validity of data gathering and analysis.
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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)
Contrasts KPI with other performance management tools, such as Balanced Score Card (BSC) and Objectives and Key Results (OKR).
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Level 2 Behaviors
(Light Experience)
Compiles and updates KPI data to show impact on productivity.
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Level 3 Behaviors
(Moderate Experience)
Communicates KPI-related initiatives such as what, why, and how to ensure transparency.
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Level 4 Behaviors
(Extensive Experience)
Consults on using KPI for business review and forecasting.
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Level 5 Behaviors
(Mastery)
Champions the adoption of KPI-based management to promote high-performance culture.
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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)
Describes the core principles of business process improvement.
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Level 2 Behaviors
(Light Experience)
Collects data from various channels to support analysis of business processes.
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Level 3 Behaviors
(Moderate Experience)
Develops alternative solutions to business process improvement and assesses their feasibility.
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Level 4 Behaviors
(Extensive Experience)
Deploys cost-effective and time-efficient solutions to business process issues.
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Level 5 Behaviors
(Mastery)
Facilitates the implementation of business process improvement strategies.
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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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