MGR PEOPLE ANALYTICS

12/09/2021 7:59 PM | Anonymous

United States Postal Service

Location: Washington DC
Grade: V - 02
Non-Scheduled Days: Saturday/Sunday
Hours: 08:00 A.M. to 05:00 P.M.
Salary Range: 107,940.00 - 126,490.00 USD Annually
Job Link: https://wp1-ext.usps.gov/sap/bc/webdynpro/sap/hrrcf_a_posting_apply?PARAM=cG9zdF9pbnN0X2d1aWQ9MDA1MDU2QUU2MjVGMUVFQzkzRjYxODI4NkExQ0JFODMmY2FuZF90eXBlPUVYVA%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 PurposeGuides data-driven, people-focused decision making for the organization. Partners with key internal stakeholders to transform Human Resources (HR) and organizational data into actionable insights to enable the Postal Service to hire the right talent, manage the overall workforce, and improve workforce efficiency, leading to better outcomes for employees and the organization.

Duties and Responsibilities

1. Designs, develops, implements and executes frameworks, strategies, criteria, metrics, guidelines, and processes for evaluating, measuring, and determining effectiveness of HR programs (e.g., training, development) and initiatives utilizing data analytic tools and methods. Incorporates Industrial Organizational Psychology (I-O) frameworks and research methodologies to ensure conclusions drawn from metrics and insights are actionable and accurate in terms of causality and relational implications. Maintains expertise in cutting-edge methodologies, tools and techniques for use in generating actionable insights from HR and business data.

2. Partners with HR functions to determine function-specific data analytic and insight needs and develop road maps to align with and support HR goals and strategies. Participates in meetings and planning sessions with leadership and key stakeholders to identify opportunities to leverage data to inform and guide strategy and initiatives, define relevant actionable metrics, measure results and evaluate the effectiveness and return-on-investment.

3. Evaluates metrics to identify impact, trends, and relationships related to the performance and effectiveness of HR programs and initiatives. Collaborates with cross functional data analytic teams to identify, access, store, and aggregate HR and organizational data such as performance, training, and hiring for use in people analytic studies, projects, and assignments.

4. Conducts quantitative and qualitative analyses and research on people data, business performance data, and other organizational data to identify connections, trends, similarities, and impact on HR programs and initiatives. Makes actionable recommendations and solutions for utilizing data to make decisions. Utilizing data visualization and analyses techniques develops models, presentations and reports to summarize results and present findings and recommendations.

5. Collaborates with key stakeholders to develop and implement plans to convert analysis into actionable data-driven insights and makes recommendations for HR strategies and initiatives. Utilizes I-O best practices to develop creative and effective tools and resources for use in accessing data and displaying results in a way that is interpretable and actionable for key stakeholders.

6. Partners with Training and Development teams to plan learning and program evaluation strategies, define metrics for measuring effectiveness and return-on-investment of training and development initiatives, measure and provide insights to inform decision making regarding prioritization of resources for creating, revising and updating training and development programs curriculum and content.

7. Facilitates discussions with internal customers to design and administer surveys for use in a variety of purposes, such as evaluating program effectiveness, measuring internal customer satisfaction, assessing training needs, gauging the interest of a defined audience in a potential product or service, gauging readiness for change, evaluating the effectiveness of change. Coordinates closely with the Assessment Programs team for survey setup, administration and dashboards and reports to access results.

8. Conducts organizational climate studies to gather insights on the environment in different departments across the organization. Analyzes climate and engagement survey data to identify trends and correlations between the data sources. Develops recommendations for improving organizational climate and engagement.

9. Manages a team of professionals responsible for designing relevant business metrics; aggregating, analyzing and gleaning actionable insights from data; and making recommendations to inform HR initiatives and strategies. Supports and develops employees. Delegates and prioritizes work, manages performance and facilitates employee growth and development.

Requirements

1. Skill using statistics analysis software such as SPSS to conduct advanced analytics such as regression analysis, factor analysis, parametric and non-parametric significance testing, and multivariate analysis of variance.

2. Ability to supervise the work performance of staff, which includes scheduling and time and attendance functions, evaluating performance against goals, building effective work relationships, and establishing individual development plans.

3. Ability to establish partnerships, build buy-in, and nurture relationships with key stakeholders and cross-functional business leaders.

4. EDUCATION REQUIREMENT: Applicants must possess 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 a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.

5. Ability to design tools and processes for use in measuring program effectiveness and goal achievement, as defined by metrics determined by the business.

6. Knowledge of research methodologies (e.g., Bayesian model) sufficient to design and develop hypotheses, surveys, evaluation plans, and studies to measure results and draw appropriate conclusions regarding relationships and causality of results.

7. Ability to use Industrial Organizational psychology principles and techniques to design and develop surveys, organizational climate and engagement studies to gather actionable information and data for use in decision making regarding Human Resources programs and initiatives.

8. Knowledge of program and learning evaluation models such as Kirkpatrick sufficient to evaluate program effectiveness.

9. 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.

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