Workforce Insights and Analytics Senior Analyst

Job ID

6000

Location

SLAC - Menlo Park, CA

Full-Time

Regular

SLAC Job Postings

Position overview:

The Workforce Insights and Analytics Senior Analyst will lead the analytics and data management strategy for the lab’s HR team and will manage and analyze substantial amounts of information to provide the data and evidence to make solid business decisions. HR and the laboratory’s leadership team utilizes data and analytics to inform people-related decisions, evaluate the impact of programs/pilots, and identify areas for new or additional investment. This analyst role on the HR team supporting the entire laboratory will provide the requisite analytical expertise to answer important people-related questions with credible data and science. This will require a combination of strong statistical analysis capability, deep understanding of data governance, working knowledge of HR systems and visualization tools, business acumen, curiosity, and passion for using data to drive important decisions.

SLAC is a U.S. Department of Energy (DOE) laboratory operated by Stanford University and based in Menlo Park, CA.

Your specific responsibilities include:

• Strategy and Vision: Develop and communicate a clear vision and strategy for the People Analytics function. Collaborate with HR leadership and senior executives to align analytics efforts with the overall business strategy.

• Workforce Analytics: Develop and deliver Workforce Analytics and Metrics Dashboards. Determine issues/challenges having the most value to the organization and determine methodology to utilize in interpreting and gathering data from multiple sources on the issue. Develop analysis plans and apply appropriate statistical techniques and/or predictive modeling to answer workforce-related questions. Present findings and recommendations to senior leadership with actionable insights in a clear and understandable manner.

• Data Governance and Management: Establish data governance practices to ensure data accuracy, consistency, and security via all platforms. Establish and enforce data governance practices to maintain high standards of data quality and consistency. Collaborate with IT and other departments to optimize data infrastructure, tools, and processes. Ensure compliance with data privacy and security regulations. Collaborate with IT partners to develop data management strategy and implementation of new infrastructure.

• Reporting and Visualization: Develop and maintain sophisticated dashboards, reports, and visualizations that effectively communicate key findings to various stakeholders via BI tool. Utilize advanced data visualization tools (e.g., Tableau, Power BI) to present data in a compelling and accessible format. Manage and optimize the use of BI tools to support data analysis, reporting, and self-service analytics across the organization. Collaborate with IT to ensure data integration, accessibility, performance of BI tools, and the design and implementation of new HR systems. Stay current with industry best practices and emerging technologies in people analytics and BI.

• Data Collection and Storytelling: Collaborate with other organizations to gather data. Proactively seek and locate data, including outside benchmarks or comparative data, to support or refute proposed decisions. Drive collection of new data and the refinement of existing data sources; apply and use algorithms or other advanced techniques to accomplish this. Recommend ways to apply the data. Assures reliable and consistent data is maintained and available for both ad hoc and longitudinal inquiries. Communicate, convey, and visualize informed conclusions and recommendations across an organization’s leadership structure in a manner to “tell the story” behind the data and influence how organization approaches the challenge.

• Ethics and Compliance: Ensure data privacy and compliance with relevant laws and regulations. Promote a culture of ethical data handling within the HR analytics and BI functions. Encourage responsible and transparent data collection, processing, and usage practices that respect individuals' rights and privacy.

• Enhancing Data Literacy: Develop and deliver training programs to enhance data literacy within the HR department. Provide guidance and support to HR professionals in understanding and effectively using HR data for decision-making. Foster a culture of data curiosity, continuous learning, and innovation within the team.

• Strategic HR Support: Partner with HR leaders to identify key HR challenges and provide data-driven solutions. Support the development and execution of talent acquisition, retention, and development strategies.

• Stakeholder Engagement: Collaborate with cross-functional teams, including IT, Finance, and Leadership, to integrate HR analytics and BI into broader business initiatives. Act as a trusted advisor to HR and business leaders, providing data-driven insights for decision-making.

To be successful in this position you will bring:

• Bachelor’s degree and seven years of extensive, relevant experience or combination of education and relevant technical field experience solving analytical problems using quantitative approaches.

• Facility in manipulating and analyzing complex, high-volume, high-dimensionality data from varying sources.

• Experience in and strong passion for empirical research and answering challenging questions with data.

• Interpersonal and communication skills to effectively convey findings and broad trends to a variety of audiences and positively influence senior leadership & faculty.

• Ability to use data retrieval and manipulation tools such as SQL, Brio Query, Business Objects, and the like along with visual data tools to present data clearly to non-technical audiences.

• Advanced proficiency with statistical tools such as SPSS, SAS, or similar tools.

• Ability to tell stories with data using data visualization software such as Tableau, Excel, SPSS, or similar software in conjunction with strong verbal ability.

• Ability to use visual data tools, preferably Tableau, to clearly articulate data to non-technical audiences.

• Flexible analytical approach crafting multiple options with supporting arguments for the same goal and allowing for results at varying levels of precision.

• Facilitation skills to conduct meetings to achieve the desired outcome and manage projects within time constraints.

• Experience with systems implementation.

SLAC employee competencies :

• Effective Decisions: Uses job knowledge and solid judgment to make quality decisions in a timely manner.

• Self-Development: Pursues a variety of venues and opportunities to continue learning and developing.

• Dependability: Can be counted on to deliver results with a sense of personal responsibility for expected outcomes.

• Initiative: Pursues work and interactions proactively with optimism, positive energy, and motivation to move things forward.

• Adaptability: Flexes as needed when change occurs, maintains an open outlook while adjusting and accommodating changes.

• Communication: Ensures effective information flow to various audiences and creates and delivers clear, appropriate written, spoken, presented messages.

• Relationships: Builds relationships to foster trust, collaboration, and a positive climate to achieve common goals.

Physical requirements and working conditions:

• Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job.

• Given the nature of this position, SLAC is open to on-site, hybrid, and remote work options.

Work Standards :

• Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.

• Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for environment, safety, and security; communicates related concerns; uses and promotes safe behaviors based on training and lessons learned. Meets the applicable roles and responsibilities as described in the ESH Manual, Chapter 1—General Policy and Responsibilities: http://www-group.slac.stanford.edu/esh/eshmanual/pdfs/ESHch01.pdf

• Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, http://adminguide.stanford.edu

• Classification: Organizational Insight Analyst 2

• Grade: L, Job Code: 4749

• Duration: regular continuing

The expected pay range for this position is $141,100 - $173,000 per annum. SLAC National Accelerator Laboratory/Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.

SLAC National Accelerator Laboratory is an Affirmative Action / Equal Opportunity Employer and supports diversity in the workplace. All employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital or family status, sexual orientation, gender identity, or genetic information. All staff at SLAC National Accelerator Laboratory must be able to demonstrate the legal right to work in the United States. SLAC is an E-Verify employer.