Job Description
The Senior Workforce Effectiveness Analyst serves as a strategic partner to operational leaders by translating workforce data into actionable insights that improve staffing effectiveness, leader capability, and overall performance. This role works directly with leaders to build proficiency in using HR systems, workforce metrics, and tools to make informed decisions and optimize how teams are structured and deployed.
In addition, the role identifies workforce gaps and partners with leaders to implement solutions through process improvement, targeted learning, and data-driven workforce strategies that enhance productivity, engagement, and retention. This role serves to improve leader decision-making using workforce data and tools.
ESSENTIAL FUNCTIONS:
Partner directly with operational leaders to assess workforce performance, interpret staffing data, and identify opportunities to improve workforce effectiveness, productivity, and team structure.
Translate workforce data into actionable insights by analyzing trends in staffing, turnover, productivity, and engagement, and guiding leaders in applying those insights to real-time decision-making.
Build leader capability by training and coaching leaders on how to effectively use HR systems, workforce metrics, and reporting tools to manage their teams and drive performance.
Identify workforce gaps and inefficiencies (e.g., staffing mix, role clarity, utilization, and scheduling practices) and partner with leaders to develop and implement solutions.
Drive process improvement initiatives that enhance workforce utilization, streamline operations, and improve leader effectiveness in managing people and resources.
Develop and deliver standardized tools and frameworks that enable leaders to consistently evaluate and manage workforce performance across departments.
Facilitate the implementation of workforce strategies including staffing model adjustments, role redesign, and targeted learning interventions to address identified gaps.
Collaborate with HR, Finance, and Information Services to ensure alignment between workforce data, system capabilities, and operational needs.
Monitor outcomes and measure impact of workforce initiatives, providing ongoing feedback and recommendations to leaders and senior leadership.
Serve as a subject matter expert on workforce analytics, systems, and best practices, supporting enterprise initiatives related to workforce optimization and leader effectiveness.
Adheres to TMC organizational and department-specific safety, confidentiality, values, policies and standards.
Performs related duties as assigned.
MINIMUM QUALIFICATIONS
EDUCATION:
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Information Systems, or a related field, or an equivalent combination of education and experience.
EXPERIENCE:
Minimum of five (5) years of progressively responsible experience in workforce analytics, HR operations, workforce planning, or a related function.
Four (4) years clinical experience in an acute care or ambulatory setting performing direct patient care is strongly preferred.
Demonstrated experience partnering with operational leaders to translate data into actionable workforce or business decisions.
Experience developing and delivering training, coaching, or guidance to leaders on systems, processes, or data utilization. Experience driving process improvement or operational initiatives related to workforce effectiveness, productivity, or staffing models preferred.
LICENSURE OR CERTIFICATION:
Recommend that clinicians, including RNs, maintain their current state licensure, preferred.
KNOWLEDGE, SKILLS AND ABILITIES:
Workforce & Analytics:
Strong analytical skills with the ability to interpret workforce data, identify trends, and translate insights into practical recommendations that improve workforce effectiveness.
Knowledge of HRIS, workforce management systems, and reporting tools (e.g., PeopleSoft, UKG, or similar platforms).
Ability to evaluate staffing models, workforce utilization, and operational workflows to identify gaps and improvement opportunities.
Leader Influence & Development:
Ability to effectively train, coach, and influence leaders at various levels of the organization.
Strong consulting skills with the ability to partner with leaders to solve complex workforce challenges and implement solutions.
Ability to communicate complex data and concepts in a clear, practical, and actionable manner.
Process Improvement & Execution
Demonstrated ability to lead or support process improvement initiatives that enhance efficiency, effectiveness, and employee outcomes.
Ability to manage multiple priorities, adapt to changing business needs, and drive initiatives to completion.
General Competencies
Strong problem-solving and critical thinking skills with the ability to define problems, collect data, and draw valid conclusions.
Excellent verbal and written communication skills, with the ability to present information effectively to leadership audiences.
Ability to build relationships and collaborate across HR, Finance, Information Services, and operational teams.
Proficient with Microsoft Office Suite or related software.
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.