DIRECTOR, PEOPLE ANALYTICS
Job Description
GENERAL SUMMARY:Reporting to the Chief Human Resources Officer of Duke University Health System, the Director of People Analytics will have the primary responsibility to build an HR people analytics function for the health system. A successful candidate will lead a detailed, creative, and actionable statistical analysis of DUHS’ Human Capital that enables predictive models to inform and drive business decisions. This role will collaborate with departments across the health system (HR and Leadership, Compensation, Benefits, Talent Acquisition, Performance Services) to provide analysis and insight to solve challenging problems and identify opportunities in the people space, communicating the results in a way that informs and drives the organization to action. Managing by fact, the Director of People Analytics will help leaders make well-informed, thoughtful HR investment and talent management decisions as well as assess HR program effectiveness. This resource will also partner closely with the executive team, senior management and operations leadership to understand and deliver on key data needs including standard reporting, strategic workforce planning support, executive level analysis and recommendations. An important role of this position will be to design and conduct leadership training and development in the People Analytics space.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Build a People Analytics function – Work closely with Performance Services, HRIS, and SAP analytics teams and external vendors to deliver tools and system solutions.
Lead the interpretation of people data in order to identify significant differences, relationships, and trends in data, as well as factors that could affect the results of research. Report results of statistical analyses with innovative and creative visuals to communicate with departments across the health system.
Lead design, development, and delivery of leadership training to guide the use of people information to identify actions to deliver sustainable improvements.
Integrating Quality For Better Talent Decisions
Talent planning: forecasting future talent needs of business areas/clinical service lines.
Supply and demographic analysis: forecasting availability of right talent for organizational needs.
Responsible for the design and maintenance of HR analytics; Partner closely with HRIS and Performance Services to build the required system functionality to collect, clean, architect, visualize, analyze and present data.
Responsible for the design and implementation of self-service reporting tools and data management; Develop, own and optimize existing HR reports (e.g. HR Scorecard, HR Functional Dashboard, etc.) to drive meaningful business results.
Partner with Performance Services Balanced Scorecard to develop and maintain People and Environment dashboard metrics.
Develop and maintain appropriate benchmarks with other organizations to include quarterly and annual performance reporting.
Provide leadership in the identification and description of reporting required to make HR investment and talent management decisions and recommendations regarding the creation of analytical reports to achieve client, program, and business objectives for resource optimization.
Understanding The Intersection of Data And The Impact On HR Operations
Lead analytical projects and design, build, and deliver data/analytical products to HR and operations leaders.
Provide thought leadership on the complete cycle of talent analytics, from sourcing and interviewing candidates to managing attrition.
Drive data quality and influence the development of people processes and technology to allow for effective data collection.
Deliver reporting solutions – Provide expert level consulting and management of expert level consultants to identify and support HR and business reporting and data needs, initiate and prioritize reporting tool enhancement, and prepare report and reporting solution specifications.
Data Driven Decision Making
Evaluate effectiveness of all HR and Recruiting investments and programs (e.g., new hire orientation, training, compensation, performance management).
Provide coaching and training on use and interpretation of metrics.
Manage data and develop predictive models for attrition, high performance, and recruiting demand.
Consulting/Operations Management
Consults with key stakeholders; including operations and functional leaders for the development and execution of people strategies
Set milestones and goals for the People Analytics team, growing and maturing the function
Partner with Performance Services Director to plan team resource needs, and allocate, supervise, and review work for successful and timely project completion
KEY KNOWLEDGE, SKILLS AND ABILITIES:
Proven track record of improving and sustaining organizational results.
Direct the creation of value-added reporting within HRIS applications
Excellent problem-solving capabilities and analytical skills including good statistical background.
Familiarity with analytical tools, statistical packages, and relational databases/SQL.
Structured, critical thinker with attention to detail, bias for action, client focus, and willingness to go the extra mile to solve challenging problems.
Ability to manage multiple projects in parallel.
Excellent communication and time management skills.
Keywords: People Analytics; Workforce Analytics; Forecasting; Demographic Analytics
Education:
BA/BS degree required technical/analytical field preferred with strong academic record. Master’s degree required in I/O Psychology or related field. Ph.D. degree preferred.
Experience:
7 plus years of experience in people or workforce analytics and statistical analysis. Experience with People/HR analytics and HR technology strongly preferred. Experience in pulling and creating reports within HRIS applications. Previous consulting experience preferred.
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
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