Job Purpose
Under the direction of the Director, Strategic Workforce Planning, the Senior Workforce Planning Officer – HR Analytics, is responsible for gathering, organizing and analysing data, which is related to HR Functions such as; recruitment, talent management, employee engagement, performance and retention, in order to ensure optimum decision making as well as planning for the future, in all of the above described areas.
The incumbent uses wide-ranging HR software and technology for data analysis, and by so doing, creates a considerable quantity of data each day. However, his or her objective, hence the use of HR Analytics, is to make sense of said data and convert it into valuable insight, to guide and positively impact, the current and future needs of the GOJ.
He or she is kept abreast of the needs and priorities of the GOJ, with respect to staffing / workforce requirements and ensures that the appropriate research, business intelligence and analyses are exploited and applied in order to realize the appropriate data which will adequately inform future needs and or any issues which may arise.
The Senior Workforce Planning Officer – HR Analytics, through research and analysis, identifies changes in the business needs of the GOJ, which could have an unexpected, future impact, on the required experience, knowledge, skills and other important qualities of the workforce and by so doing, serves to support achieving strategic objectives, other initiatives and performance targets. Additionally, he or she ensures that deliverables are realized based on the tenets of the Centre of Excellence of the MOFPS.
Key Responsibility Areas
Management/Administrative Responsibilities
- An appropriate contribution is provided to the Section’s Strategic and Operational Plan as well as its Budget.
- An individual Work Plan is prepared, is aligned to the Section’s Plan and presented accordingly.
- Is a member of appropriate, professional institutions and organizations, makes presentations when needed and participates in workshops, seminars and conferences as required.
- Maintains professional relevance by being current with any and all changes and updates related to the profession.
Technical/Professional Responsibilities
- Utilize valid forecasts obtained through research and analysis, in order to drive organizational and occupational research, which will contextualize and forecast the GOJ’s workforce.
- Develop and implement a robust, scalable, configurable HR Analytic platform which supports MyHR+ and in addition, has the capacity to positively, impact workforce planning, talent management, talent acquisition, succession planning, scholarships / grants and other Human Resource Management initiatives.
- Is guided by those strategies which will impact HR analytics, systems, processes and workflows.
- Identify HR data models used for core activities and apply them to HRM policies, in order to ensure that critical job roles are recognized and that capabilities required to meet future GOJ goals are available.
- Manage and update workforce planning systems which is used to identify gaps in certain skills, the number of persons required to satisfy an immediate need, any appropriate recruitment strategies and also, ascertain the cost of training.
- Explore, implement and monitor, on a continuous basis, those HR business metrics and measurements used.
- Develop appropriate metrics to be used, to measure the outcome of plans made and applied to Workforce and Talent Management.
- Create and manage HR Analytic Dashboards with aligned monitoring and evaluating data, which support business goals.
- Use MYHR+ and other HRIS software as well as consultations, in order to produce accurate and insightful data which support corporate goals.
- Analyse HR data, high light any critical areas and predict trends; share the results to be discussed with the Workforce Planning and Talent Management teams.
- Apply a suite of HRIS, including MyHR+ and HR Dashboards, to assess a number of workforce factors and subfactors, such as;
- The number of staff in posts and staff movements;
- Their current skills, capabilities and attributes;
- Their talent profile; and
- Any available, information related to the external labour market.
- Produce accurate, recurrent and ad hoc HR data reports, metrics and dashboards as required.
- Monitor and collate HR data for benchmarking purposes.
- Collaborate closely with the Talent Management team and HR Business Partners to create new analytical tools and dashboards.
- Participate in designing and implementing effective and timely quantitative and qualitative, data capture mechanisms, which will inform any potential, and future, workforce risks, by predicting possible alternatives.
- Is a participant in designing and implementing Workforce Planning processes, systems, procedures, frameworks, and mechanisms which supports alignment to the Government of Jamaica’s (GOJ’s), business strategies.
- Assist in developing wholistic approaches, not only to assess and analyse internal, business drivers, but also, any other event within the external environment which may have an impact on GOJ’s business goals.
- Manage those projects which are related to HR analytics, starting with the design, to implementation and deployment.
- Collaborate with the Human Resource Policy Branch, by reviewing and making recommendations, with respect to new and / or existing policies, which have implications for Workforce Planning and Talent Management.
- Represent the GOJ’s interests, by serving on internal and external committees, which are dedicated to identifying and resolving any Workforce Planning and Talent Management issues.
- Make recommendations which will serve to educate and train managers and executives in the areas of Workforce Planning and Talent Management.
- Evaluate the outcome of recommended education and training in Workforce Planning and HR Analytics.
- Is current with any changes in legislations and policies which affect Workforce Planning, Talent Management and any other, related area.
- Apply Change Management initiatives to champion new developments in People / HR Analytics, across the GOJ HR landscape.
Customer Service Responsibilities
- Uphold established customer service principles, standards and deliverables.
Other Responsibilities
- Perform any other, related duties which may be assigned, by the Chief Workforce Planning Officer.
Required Competencies
- Expert knowledge of the suite of HR Information Systems, including MyHR+, People Soft, Success Factors and HR Dashboards.
- Advanced skills with respect to software such as PowerPoint, Outlook, Word and Excel.
- Expert knowledge of HR Analytic systems and able to manage related projects from the design stage to deployment.
- Is knowledgeable and current in legislations and policies in areas such as Workforce Planning and Talent Management.
- Possess the capacity to identify and design those elements which comprise frame works and mechanisms which guarantee alignment to GOJ’s business strategies.
- Able to assess and analyse internal business drivers against external, environmental developments and determine their impact on GOJ’s business goals.
- Expert knowledge in Workforce Planning and Talent Management issues.
- Is knowledgeable in Legislations and policies related to Workforce Planning, Talent Management and other associated areas.
- Superior analytical acumen and strong attention to details.
- Sound intellectual curiosity and creativity with good risk management skills.
- Strong ability to identify, collect, analyse and evaluate data.
- Strong leadership and decision-making skills.
- Good knowledge of the Public Service’s Human Resource Management functions, policies and regulations.
- Able to innovate, create and implement valid, continuous, improvement initiatives.
- Able to work independently while making sound and reasoned decisions.
- Possess high ethical conduct as well as good understanding of the machinery of Government and related political processes.
- Is willing to work co-operatively and collaboratively with stakeholders and able to establish and maintain good working relationships.
Minimum Required Qualification and Experience
- A Bachelor’s Degree in Management Studies OR Business Administration OR Economics with Statistics OR Computer Science OR A comparable, analytical discipline, from a recognized Tertiary Institution. AND
- Training in HRIS Solutions and other analytical tools
- Four (4) years post qualification experience, in a comparable Human Resource Management environment.
Special Conditions associated with the job
- This is a typical office environment with standard office equipment and specialized software, with no adverse working conditions.
- The incumbent may be required to travel, to attend conferences, seminars and meetings, within Jamaica and overseas, as an integral part of this position, for approximately 30% of the time.
- There can be stress due to working in a fast-paced environment, which includes interacting with varied stakeholders while meeting multiple and tight deadlines.
- Extended working hours are expected.
We thank all applicants for the interest expressed; however, only shortlisted candidates will be contacted.
Follow