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Senior Specialist, People Analytics and Planning
hace 7 meses
The Senior Specialist, People Analytics and Planning, working without any appreciable supervision, is responsible for delivering people analytics projects/initiatives that drive better, faster, more data-informed workforce decisions to advance the company’s people, business, and talent strategies. The role works with managers in partnering with the HR leadership, business leaders, and HR business partners to understand workforce challenges that can be addressed through analytics products and projects. The role identifies impactful HR research areas, develops project proposals, provides project support, converts them into testable hypotheses, and delivers data-driven insights for objective human capital decision-making by senior management.
**The role serves as a consultant to the management for expertise in HR analytics best practices, tools, techniques, and related trends.**
**Education**:
- Bachelor’s Degree or Master’s Degree (preferred) in Human Resources, Analytics, Organizational Development, Business Administration, or any other related discipline.
**Experience**:
- Minimum 5 years of work experience in Consumer/Employee Insights, Data and Analytics, Consulting or Strategy. ( **The role serves as a consultant to the management for expertise in HR analytics best practices, tools, techniques, and related trends).**:
- Strong written and oral communication skills (both Spanish and English)
- Management of Power Bi, Qlik sense, Chat GPT.
- Creation, handling and interpretation of graphs.
Licenses and Certifications:
- Certified Analytics Professional (CAP) (preferred)
- Certified Human Resource Professional (CHRP) (preferred)
DISCLAIMER:
Ford Motor Company is an Equal Opportunity Employer, as we are committed with a diverse workforce, and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran and basis of disability
- Develops solutions to complex HR problems requiring regular use of ingenuity and innovation by regularly leveraging advanced analytics techniques to identify patterns and trends in employee data, develop predictive models to inform decision-making, anticipate workforce trends, and identify opportunities for improvement in key areas such as retention, diversity, and talent acquisition. Ensures resultant solutions are consistent with organizational objectives of ensuring maximizing return on investment in talent and human capital through data-backed decision-making and scenario planning.
- Develops and maintains analytics platforms to integrate employee data, including turnover rates, performance metrics, and engagement levels. Partners with external vendors to ensure access to cutting-edge analytics tools and techniques for the benefit of the organization.
- Partners with HR leaders and business stakeholders to identify critical business questions, evaluate priority areas, and use data to inform decision-making related to workforce planning, organizational design, and talent management. Collaborates and external consultants/vendors to research, analyze, and present data from multiple sources to solve business problems and guide decision-making.
- Develop dashboards and reports to effectively communicate insights and recommendations to senior leadership on key HR metrics, trends, and actionable insights in a compelling manner, leveraging data visualizations and storytelling techniques.
- Utilizes employee listening tools and techniques to gather feedback, and identify trends, and problem areas in the domain of employee experience. Leads the determination of objectives and approaches for projects to design, develop, and deploy analytics products for HR and business leaders that drive better, faster, more data-informed workforce decisions in alignment with organizational objectives of integrating employee needs, sentiments, and organizational effectiveness into objective human capital decisions.
- Participates in the development of a comprehensive HR data governance framework that ensures data quality, security, and compliance with relevant regulations.
- Serves as a consultant to management and special external spokesperson for the organization on major matters pertaining to people analytics and planning trends, objectives, and policies. Provide thought leadership in the field of people analytics and planning, staying updated on emerging trends and industry best practices. Demonstrates expertise in people analytics, leveraging AI/ML for HR planning and related topics, and contributes to the development of new concepts, techniques, and standards in these domains.
- Develops and maintains a roadmap for the ongoing evolution of our people analytics and planning function, including the implementation of new technologies, processes, and methodologies in collaboration with senior People Analytics and Planning and HR leaders.
