PEOPLE INSIGHTS ANALYST III

12/09/2021 7:51 PM | Anonymous

United States Postal Service

Location: Washington DC
Grade: EAS - 25
Non-Scheduled Days: Saturday/Sunday
Hours: 08:00 A.M. to 05:00 P.M.
Salary Range: 97,590.00 - 113,890.00 USD
Job Link:https://wp1-ext.usps.gov/sap/bc/webdynpro/sap/hrrcf_a_posting_apply?PARAM=cG9zdF9pbnN0X2d1aWQ9MDA1MDU2QUU2MjVGMUVEQzkzRjZDNDdFNTdEMkU1NjImY2FuZF90eXBlPUVYVA%3d%3d&sap-theme=Custom_tradeshow_2&sap-client=010&sap-language=EN&_gl=1*9f2ajn*_ga*ZmFsc2U.*_ga_3NXP3C8S9V*MTYzODI5MjQzNi4xMzIuMC4xNjM4MjkyNDM3LjA.#.
Job Posting Period: 11/30/2021-1/10/2022

Functional Purpose Leads large complex program evaluation, survey development, and organizational climate projects and studies. Conducts complex quantitative and qualitative analyses on Human Resources (HR) programs and initiatives (e.g., Development, Training, Selection) to transform data into actionable insights to enable the Postal Service to make data driven human capital and talent management decisions.

Duties and Responsibilities

1. Leads cross functional meetings with HR stakeholders to identify, define, and translate current and future strategies and initiatives into program evaluation, survey development, data analytic and insights needs and requirements. Develops a plan to design business metrics, identify and gather data, conduct analysis, and develop insights and solutions.

2. Designs, develops, and executes plans, strategies, and frameworks for identifying, gathering, evaluating and analyzing people and organizational data to determine effectiveness of HR programs (e.g., training, development, selection) and initiatives utilizing established data analytic and visualization tools, techniques and methods.

3. Provides technical guidance to leadership on effective methods, procedures, tools, and strategies for evaluating the effectiveness of HR programs and initiatives. Applies industrial organizational psychological principles and data analytic methodologies to understand, explain, and resolve organizational problems and challenges.

4. Develops tools, techniques, methods, and guidelines for designing surveys, climate studies, and evaluating the effectiveness of HR programs. Provides technical guidance to team regarding industry best practices on program evaluation, survey development, organizational climate and engagement studies.

5. Conducts complex quantitative and qualitative analyses and research to evaluate the effectiveness of HR programs and initiatives utilizing people, business performance, and other organizational data; identifies gaps, trends, deficiencies, and opportunities. Develops data driven insights and actionable solutions.

6. Develops detailed technical reports and executive summaries utilizing data visualization tools and techniques to summarize data into a visual story for technical and non-technical audiences. Presents actionable recommendations; provides advice and guidance on utilizing data analytics to inform strategy development.

7. Leads the design and development of organizational wide surveys to capture data for HR programs and initiatives. Utilizes industry best practices in questionnaire and survey development to design questions and rating scales. Leads the analyses of survey data to include organizational wide engagement survey; identifies themes, trends and insights. Develops data driven recommendations on strategies to improve engagement.

8. Leads long term organizational studies (e.g., climate, on-boarding) to identify areas of opportunities; develops strategies and initiatives to drive change.

Requirements

1. Ability to synthesize quantitative and qualitative information into clear, understandable, and actionable insights via data visualizations and other informatic tools.

2. EDUCATION REQUIREMENT: A graduate degree in Industrial/Organizational Psychology, Organizational Development, or a degree in a closely related field, which included a focus on data analysis, program evaluation, and survey development methods and techniques from an accredited college or university by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.

3. Ability to lead and conduct large scale surveys, including the survey design, sampling plan, collecting and analyzing the data, and reporting the findings/recommendations.

4. Ability to effectively communicate analyses and research findings associated with technical subject matter to a non-technical audience, through the development of briefings and presentations which incorporate the results of data analysis and informative graphics to convey the story and recommendations.

5. Knowledge of professional and legal standards, principles and guidelines related to industrial organization psychology, program evaluation and survey design sufficient to conduct climate and engagement studies and provide advice and guidance to the organization.

6. Ability to conduct complex analyses sufficient to identify deficiencies, gaps, trends, opportunities and develop actionable solutions.

7. Ability to perform and apply complex data analyses (e.g., Cluster Analysis, Exploratory and Confirmatory, Structural Equation Modeling) using standard social science statistical analysis packages (e.g., R, SAS, SPSS) sufficient to glean actionable insights from business and employee data.

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