As a member of the Global People Analytics and Experience (GPA&E) Team, the Sr. Analyst supports in the execution of key projects related to areas of Advanced Analytics, Strategic Workforce Planning, Employee and Patient Experience, and Job Analysis & Assessment.

Responsibilities:

Advanced Analytics: Consults with HR and the business to identify the most critical business questions involving the workforce by leveraging people data and other organizational data sources, providing results and recommendations to HR and business leadership. Supports the execution of strategic deep-dive analytics projects driven by the GPA Team in support of Total Rewards, Talent Acquisition, Organization Effectiveness, Leadership, and Learning.

• Partner with HRBPs and the business to formulate / articulate business questions to answer and hypotheses to be tested

• Identify appropriate research methods to obtain data necessary for answering business questions if data does not currently exist

• Conduct advanced statistical analyses to answer critical business questions across all parts of the employee lifecycle – hiring, onboarding, engagement, promotions, turnover, etc.

• Identify key insights & leverage data visualization tools to communicate results with senior leadership through storytelling presentations

• Partner with key stakeholders to identify appropriate action plans

• Track progress and evaluate effectiveness of action plans and interventions over time

Employee and Patient Experience: Supports the analysis of employee and patient experience survey data, in close partnership with the Experience Team. As a subject matter expert on statistical and analytical techniques, the Sr. Analyst will provide expertise to conduct in-depth analysis of results, creation of dynamic dashboards, automation of data processing and analysis, and presentation of key insights back to internal team members and the business with clear conclusions and takeaways.

• Analyze survey results and partner with the Experience Team to identify recommendations and action items for stakeholders

• Support the stay interview program (Engagement Check-Ins) aimed at identifying and correcting pain points for employees to increase engagement and minimize flight risk & turnover by providing guidance on measurement and analytics best practices

• Provide expertise in determining how to leverage survey results across survey programs and developing research questions to evaluate potential relationships among key patient / employee experience phenomena

• Conduct advanced statistical analyses to determine the effectiveness of key experience programs in relation to critical business outcomes

• Aid the implementation and execution of reoccurring survey programs (e.g., Employee Engagement, ICH CAHPS, etc.) on an as-needed basis

Strategic Workforce Planning: Supports the execution of Strategic Workforce Planning projects for key workforce segments within the organization in order to better understand the knowledge, skills and abilities required for success now and in the future.

• Conduct job analysis interviews and focus groups with key stakeholders and SMEs within key workforce segments

• Identify KSAs required to execute business strategy in partnership with job experts

• Collect data regarding current and required proficiency levels for critical KSAs to determine capability gaps

• Identify and recommend appropriate talent management strategies to address capability gaps

Job Analysis & Assessment: Supports job analysis & assessment work and activities. Conduct scientific studies of roles across the organization to identify critical knowledge, skills and abilities (KSAs) required for success, and provide guidance on best practices of assessing both internal and external talent.

• In partnership with internal team members, key stakeholders, and third-party assessment consulting firms: support all aspects of job analysis and assessment related work, including conducting focus groups, developing training materials, and analyzing assessment-related data

• Optimize the efficiency and effectiveness of interview processes by: developing structured interview guides for non-technical competencies including competency definitions, structured behaviorally based questions, probing questions, and behaviorally anchored rating scales (BARS); developing structured interview training content and materials for hiring managers and HR

Qualifications:

• Master’s Degree in Industrial-Organizational Psychology or related field

• 3+ years of working experience in HR analytics or analytical consulting (I/O consulting)

• Successful track record of superior service delivery and change management in a global environment

• Proficient in Microsoft Excel

• Proficient in Qualtrics or other related survey tool

• Proficient with Tableau

• Proficient in at least one programming language (e.g., R, Python)

• Strong attention to detail

• A strong intellectual curiosity with a desire to understand, and support the global organization in preparing for, the future of work

• Proven ability to use data, analytics, and business knowledge to solve complex business problems

• Ability to draw inferences from disparate pieces of data; quickly identify key findings; and the ability to link to implications and provide recommendations

• Ability to frame analytic findings in a digestible and business friendly format that identifies key business implications and inspires action; must be able to create visually-appealing Executive Summaries using Microsoft Office (e.g., Word, PowerPoint)

• Excellent verbal/written communication skills and effective presentation skills