Responsibilities HandledPartner closely with HR business partners, program, and process owners to understand the information and data needs to enable analysis.· Perform complex data analysis and generate insight to support the HR workforce analytics needs of the business and add value in the strategic decision-making process.· Use consulting skills to determine and articulate internal customer business questions, develop the best approach for data analysis and turn data into… Show more Responsibilities HandledPartner closely with HR business partners, program, and process owners to understand the information and data needs to enable analysis.· Perform complex data analysis and generate insight to support the HR workforce analytics needs of the business and add value in the strategic decision-making process.· Use consulting skills to determine and articulate internal customer business questions, develop the best approach for data analysis and turn data into actionable insights & recommendations.· Stay abreast of industry trends and best practices regarding human capital/workforce analytics. · Create and maintain weekly, monthly and quarterly workforce metrics and analysis and develop processes to streamline the compilation of periodic reporting/analysis.· Deliver high quality analysis, reports, presentations using simple and effective visualizations that can be scaled for consumption by a larger audience.· Effectively communicate and deliver high quality analysis, reporting and presentations. · Collaborate with subject matter experts across HR and other business areas.· Provide ad-hoc reporting as needed. Show less

Detailed Responsibilities1. Partnering with Colleagues, Managers, and Business Leaders:Performance Gap Analysis: Regularly assess and identify performance gaps within teams and individuals.Action Planning: Work with stakeholders to develop and implement action plans aimed at closing performance gaps.Coaching and Development: Offer ongoing coaching to managers to improve their skills in delivering constructive feedback and managing performance issues.2. Employee… Show more Detailed Responsibilities1. Partnering with Colleagues, Managers, and Business Leaders:Performance Gap Analysis: Regularly assess and identify performance gaps within teams and individuals.Action Planning: Work with stakeholders to develop and implement action plans aimed at closing performance gaps.Coaching and Development: Offer ongoing coaching to managers to improve their skills in delivering constructive feedback and managing performance issues.2. Employee Relations:Investigations: Conduct thorough and unbiased investigations into employee complaints or incidents.Resolution Implementation: Develop and implement effective resolutions to workplace issues, ensuring compliance with organizational policies and legal requirements.Collaboration: Work closely with HR Business Partners and legal counsel on complex cases to mitigate risks and ensure appropriate actions are taken.3. Talent Management:Resource Provision: Provide managers and employees with tools and resources for personal and professional development.Course Facilitation: Organize and lead training sessions and development courses tailored to specific organizational needs.On-boarding and Exit Processes: Oversee and improve the processes related to the integration of new employees and the departure of outgoing employees to ensure a seamless transition.4. HR Program Effectiveness and Project Participation:Feedback and Improvement: Continuously seek and provide feedback to improve HR programs and services.Project Leadership: Take the lead on HR-related projects, using expertise to guide the development and refinement of policies and programs.Policy Influence: Actively participate in the creation and modification of HR policies to ensure they meet the evolving needs of the organization.5.Developing and Implementing Recruitment Strategies:Recruitment Workflow: Manage all stages of the recruitment process, from posting job openings to negotiating offers and closing candidates. Show less