● Perform management duties, such as hiring, coaching and development, performance management, etc.● Lead workforce planning function with partnership from business operations leaders and other cross-functional areas to create staffing models, workforce and labor planning best practices● Identify and/or develop best practices related to staffing models, performance management tools and how insights are packaged and relayed to Executives● Inform and influence VP/Executives on staff… Show more ● Perform management duties, such as hiring, coaching and development, performance management, etc.● Lead workforce planning function with partnership from business operations leaders and other cross-functional areas to create staffing models, workforce and labor planning best practices● Identify and/or develop best practices related to staffing models, performance management tools and how insights are packaged and relayed to Executives● Inform and influence VP/Executives on staff planning and strategy in alignment to annual budget targets and expectations● Oversee data gathering and analysis related to staffing needs● Help establish productivity targets and necessary tools to monitor progress against targets; advise when staffing related decisions need to be made to maintain targets● Help identify and implement process improvements that may have staffing implications; ensure alignment between business partners, leadership, finance and other stakeholders Show less

• Prepare and analyze data related to the workforce in order to support staffing decisions. Understand the Company’s strategic and operating plans, cost targets, and workforce utilization requirements• Serve as a subject matter expert on workforce planning methodologies and associated tools/reports; makes recommendations for workforce-related decisions.• Recommend, develop, and implement metrics and other measurements for workforce productivity, ROI, HR program effectiveness, etc. to… Show more • Prepare and analyze data related to the workforce in order to support staffing decisions. Understand the Company’s strategic and operating plans, cost targets, and workforce utilization requirements• Serve as a subject matter expert on workforce planning methodologies and associated tools/reports; makes recommendations for workforce-related decisions.• Recommend, develop, and implement metrics and other measurements for workforce productivity, ROI, HR program effectiveness, etc. to improve business results; facilitate regular forums and interactions to educate and hold business leaders and support partners accountable for timely workforce-related decisions and actions. • Participate in data gathering, needs assessments, staff modeling, cost-of-workforce assessments, and survey processes to provide business intelligence that produces actionable insights• Support design and implementation of new management tools which optimize workforce planning and management; make recommendations regarding technology and other tools to improvement workforce planning and workforce management• Support design and implementation of KPIs that serve as catalysts for change by helping leaders and managers make data-driven decisions about their workforce• Develop and deliver presentations and metrics to partners and business leaders regarding workforce dynamics that will improve the effectiveness of customer-facing staff, identify specific competencies that drive better business results, reduce turnover in key positions, attract and retain a diverse workforce•Participate in ad-hoc projects per the direction of Leadership and the Workforce Consultant adding in properly addressing the needs of the organization Show less

• Design and build real-time dashboards in order to fit needs of various user types, including HR leadership and recruiters in the field as well as corporate• Automate reporting through existing tools and identify potential to consolidate and/or improve reportso Saved an average of 50 hours per week through report automation and centralized all reporting for system to one FTE• Manage and own all reporting in Kenexa’s Data Insight Tool and other recruiting analytics… Show more • Design and build real-time dashboards in order to fit needs of various user types, including HR leadership and recruiters in the field as well as corporate• Automate reporting through existing tools and identify potential to consolidate and/or improve reportso Saved an average of 50 hours per week through report automation and centralized all reporting for system to one FTE• Manage and own all reporting in Kenexa’s Data Insight Tool and other recruiting analytics platformso Added about 25 standard reports to the libraryo Built first ever interactive scorecard• Create tools for HR to increase efficiency of recruiting, including indicators that inform them when to post and un-post requisitions and reports that highlight hiring process inefficiencies• Use SAS Enterprise Guide and advanced Excel tools to analyze large datasets• Provide recommended actions and insight through statistical techniques that help users understand how to optimize the hiring process and their location• Help team to identify company-wide process improvements and build business cases for those concepts through the use of existing data• Build all reports for EEOC auditing• Process and execute about 10 to 15 reporting requests per week which range from data queries to in-depth analysis of recruiting data sets• Examine candidate source data to identify opportunities to reduce cost-per-hire and job advertising spend • Lead projects as needed; examples include:o Development of a process to better manage and control sourcing-related spend across the company by developing reporting tools but also creating hiring projections and using staffing thresholds to set parameters around level of spending by locationo Led company-wide initiative to train end-users on the applicant tracking system• Work with other analysts across the company to provide cohesive and complete insights to senior leadership around staffing Show less

• Develop strategy and tools to support Talent Development processes including performance reviews, talent assessments, succession, career pathing, and individual development• Manage Workforce Planning discussions as well as build projections for key roles as identified by the business using regression analysis• Lead company’s engagement survey, provide analysis, and present findings to the Executive Leadership Team

• Report directly to the Sr. Director of Talent Acquisition and Development• Develop and execute three year HR reporting and analytics strategy • Become a systems expert SAP's SuccessFactors and Learning Management System, PeopleSoft HR, Talent Connection (Kenexa), and EMSI Analyst• Asses gaps in reporting across L&OD and Recruiting space, centralize standard reports, process requests for ad hoc reports, and automate reports whenever possible• Drive any relevant initiatives to… Show more • Report directly to the Sr. Director of Talent Acquisition and Development• Develop and execute three year HR reporting and analytics strategy • Become a systems expert SAP's SuccessFactors and Learning Management System, PeopleSoft HR, Talent Connection (Kenexa), and EMSI Analyst• Asses gaps in reporting across L&OD and Recruiting space, centralize standard reports, process requests for ad hoc reports, and automate reports whenever possible• Drive any relevant initiatives to cleanup Talent data and data feeds between systems• Build complex dashboards via PowerPivot and support IT in developing dashboards within Datazen• Identify need for and produce metrics that will drive decisions in L&OD and Recruiting• Implement workforce planning and analytics best practices to facilitate the transition from advanced reporting into analytics• Continuously benchmark with competitors and the general market to identify opportunities for improvement within the Talent space and support these claims with data• Provide Talent analytics, by request or self-initiated, and present findings to HR Leadership• Use Talent data to help guide HR Leadership to decisions regarding training, hiring, turnover, diversity, etc.• Begin identifying technology and support needed to provide the business with predictive people analytics Show less

Take part in the strategic development of elements within total rewards as well as perform administrative duties, such as the execution and/or improvement of several different bonus plans, maintaining and inputting job questionnaires, and improving communication vehicles and practices pertaining to total rewards. Included work like:• Assist a team of Directors in the development of innovative leadership and hourly bonus plans to maximize the cost and incentive potential for a new market to… Show more Take part in the strategic development of elements within total rewards as well as perform administrative duties, such as the execution and/or improvement of several different bonus plans, maintaining and inputting job questionnaires, and improving communication vehicles and practices pertaining to total rewards. Included work like:• Assist a team of Directors in the development of innovative leadership and hourly bonus plans to maximize the cost and incentive potential for a new market to Giant Eagle• Craft a "People Plan" and strategy around the total compensation package for the new market with the afore mentioned team• Work along with the Senior Compensation Analyst to improve existing bonus plans by introducing new metrics or increasing process automation; also perform all clerical aspects of distributing bonuses as a team• Be proficient in PeopleSoft in order to maintain personnel records, create new positions to streamline staffing, and to query for important information as needed• Complete national compensation surveys to continuously evaluate Giant Eagle’s competitiveness in the job market• Aid in the production of 18 different enrollment guides to serve the union and non-union Team Member groups that are offered benefits• Improve the onboarding communication materials and content distributed to new Team Members regarding benefits and Giant Eagle’s Live Well core value with the Talent Development team• Contribute to ad hoc projects – most recently meaning supporting an efficiency benchmarking project with a well-known consulting firm, and the completion of a multi-year project related to the development of conventions around inputting position titles into PeopleSoft and applying all of those conventions to the thousands of existing titles Show less

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Support the Total Rewards Department, reporting to the Senior Director of Total Rewards. Includes work like:- participating in the construction of benefits communication strategies as well as the development of various communication materials, e.g. open enrollment guides, newsletters, Affordable Care Act pieces- improving internal benefits documentation, or benefits summaries, used for recruiting purposes- working with consultants, idea generation, editing, and performing a project… Show more Support the Total Rewards Department, reporting to the Senior Director of Total Rewards. Includes work like:- participating in the construction of benefits communication strategies as well as the development of various communication materials, e.g. open enrollment guides, newsletters, Affordable Care Act pieces- improving internal benefits documentation, or benefits summaries, used for recruiting purposes- working with consultants, idea generation, editing, and performing a project management role in producing the 2014 Open Enrollment Guide- understanding the Affordable Care Act and all government mandated notices to be sent to employees pertaining to the topic; also needed to be knowledgeable of the New Health Insurance Marketplace subsidies and Medicaid expansion programs in order to perform analyses- exit interview data analysis- work in PeopleSoft while updating Position Description Questionnaires- understanding the nature of the retail industry - final project on IT components necessary for implementation of an e-commerce system; presented to the Executive Leadership Team, VPs, and Sr. Directors Show less