Sr. Workforce Planning Analyst

Manages the daily scheduling and operational efficiency of the call centers from a workforce management perspective. Drive Service Level goal achievement and optimal interval staffing levels by leveraging systemic tools, efficient management of Optimization team processes and procedures and scheduling flexibility while meeting budgetary goals. Creates, maintains and publish actionable data that drives efficiency improvements for the call center as well as long range forecasting accuracy.

ACCOUNTABILITIES:

DEVELOPS HIGH PERFORMING TEAMS:

Provides leadership by exhibiting influence and expertise, thus affecting the results of the operating area
Creates an effective work environment by developing a common vision, setting clear objectives, expecting teamwork, recognizing outstanding performance and maintaining open communications
Develops staff through coaching, providing performance feedback, providing effective performance assessments and establishing

IMPROVES PROCESSES FOR OPTIMAL EFFICIENCY AND INTEGRITY

Drives innovation and process improvement among Associates
Guides team to optimize processes efficiently and accurately
Monitors WFM applications and identify areas of risk and opportunity
Institutes steps to ensure accuracy and clarity of information used for business planning and decision making.

DEVELOPS HIGH PERFORMING TEAMS

Leads and manages direct reports, systems and projects to achieve business unit goals in accordance with Company policies and practices
Provides leadership by exhibiting influence and expertise, thus affecting the results of the operating area
Creates an effective work environment by developing a common vision, setting clear objectives, expecting teamwork, recognizing outstanding performance and maintaining open communications
Develops staff through coaching, providing performance feedback, providing effective performance assessments and establishing

IMPROVES PROCESSES FOR OPTIMAL EFFICIENCY AND INTEGRITY

Drives innovation and process improvement among Associates
Guides team to optimize processes efficiently and accurately
Monitors WFM applications and identify areas of risk and opportunity
Institutes steps to ensure accuracy and clarity of information used for business planning and decision making

PROVIDES CONSISTENT REPORTING AND ANALYSES

Provides operational support to the lines of business
Assists with the development of projects which will improve the customer experience within the contact center
Advises business partners with well-researched recommendations and solutions
Provides well researched recommendations for new WFM tools or expanded use of existing technology

MANAGEMENT OF ASSOCIATES

Develops staff through coaching, providing performance feedback and assessments and establishing effective development plans
Manages direct reports, systems and projects to achieve unit goals in accordance with Company policies and practices
Prepares and analyze unit plans and reports
Provides leadership by exhibiting influence and expertise, thus affecting the results of the operating area
Creates an effective work environment by developing a common vision, setting clear objectives, fostering teamwork, recognizing outstanding performance and maintaining open communications

REQUIRED

Advanced knowledge Microsoft Office - Word, Excel, Powerpoint.
Expertise in the use of Google products, including google sheets and Presentations
Bachelor’s Degree in related field or 4-5 years of relevant experience

PREFERRED

Experience in Contact Center environment and Retail
Knowledge and experience with Microsoft Access, SQL queries, and Tableau

SPECIAL REQUIREMENTS

Travel (limited <10%)

Workforce Planning Analyst

Nintendo of America Inc.

The worldwide pioneer in the creation of interactive entertainment, Nintendo Co., Ltd., of Kyoto, Japan, manufactures and markets hardware and software for its Nintendo Switch™ system and the Nintendo 3DS™ family of portable systems. Since 1983, when it launched the Nintendo Entertainment System™, Nintendo has sold billions of video games and hundreds of millions of hardware units globally, including Nintendo Switch and the Nintendo 3DS family of systems, as well as the Game Boy™, Game Boy Advance, Nintendo DS™ family of systems, Super NES™, Nintendo 64™, Nintendo GameCube™, Wii™, and Wii U™ systems. It has also created industry icons that have become well-known, household names, such as Mario, Donkey Kong, Metroid, Zelda and Pokémon. A wholly owned subsidiary, Nintendo of America Inc., based in Redmond, Wash., serves as headquarters for Nintendo’s operations in the Americas. For more information about Nintendo, please visit the company’s website at http://www.nintendo.com .

Nintendo is an equal opportunity employer. We offer a welcoming and inclusive environment in service to one another, our products, the diverse consumers we represent, and the communities we call home. We do all of this with kindness, empathy and respect for each other.

DESCRIPTION OF DUTIES

Responsible for long-term contact center headcount planning, tracking of attrition and shrinkage, and creating training class schedules to ensure that staffing levels are appropriate and within budget constraints

Build sophisticated models of contact center agent headcount for multi channel (phone, chat, email, and ticket), multi-lingual, and multi-skilled teams
Work closely with forecasting and resource planning analysts to create long term staffing needs at first party and third party (partner) contact centers
Automate staffing data required for new tools, variance reporting and analysis by working collaboratively with BI and other planning analysts
Create models to plan and optimize co-employment staffing requirements of associates by working with staffing agencies, WFM specialists and internal Tech team
Present in weekly staffing meetings to inform Operations and Technology managers of the 21 week staffing plan, and adjust plan based on their needs.
Provide variance to budget and current plan explanation by conducting regular root cause analysis of SLA, staffing, and other relevant metrics to drive process improvements.
Participate in budget creation process twice a year and convert the forecasts into long term schedules to optimize staffing, cost, and training.
Incorporate approved discretionary activities such as non-contact project work into headcount models.
Participate in regular meetings with partner centers to share best practices around long term scheduling.
Measure and analyze key data to ensure that trends are understood and proactively highlighted to aid decision making and to enhance service delivery

SUMMARY OF REQUIREMENTS

Five or more years of experience in contact center workforce management concepts, practices, and metrics.
Experience in building and analyzing models using various statistical tools for forecasting and staffing optimization
Experience with WFM platforms such as Calabrio and Aspect
Experience working with staffing agencies
Advanced level of proficiency in Microsoft Excel
Familiarity with data querying and manipulation via SQL
Ability to interact with and influence all levels from individual contributors to executives
Proven strong interpersonal and communication skills with the ability to communicate effectively to a wide range of stakeholders in a diverse environment
Experience with, and comprehension of, call center demand forecasting preferred
Strong mathematical, analytical, communication and organization skills.
Impeccable attention to detail and ability to work with cross functional teams
Bachelors degree or higher in business analytics, mathematics, finance or other quantitative field

Strategic Workforce Planning Analyst

Chevron

Chevron is accepting online applications for the Strategic Workforce Planning Analyst position through 12/01/2022 at 11:59 p.m.

The Strategic Workforce Planning team ensures Chevron has the talent and workforce in place to deliver its long-term business strategy and emerging skill needs. The Strategic Workforce Planning Analyst is currently responsible for day-to-day coordination of workforce planning activities, conducting analysis of workforce data, and building predictive models forecasting workforce supply and demand. This role collaborates with talent managers to provide internal & external workforce trends, ensures data quality and integrations for use in enterprise analysis, and will lead the change to dynamic self-service dashboards integrated across talent workflows. The Strategic Workforce Planning Analyst will be pivotal in evolving from traditional headcount planning to continuous skills-based workforce planning and scenario modeling, providing guidance on emerging workforce trends and implementing new practices and technology to help shape the future of our workforce.

Responsibilities for this position may include but are not limited to:

Develop and deliver workforce plans for long-term talent needs (including sourcing guidance) for all the business segments and functions
Collect, analyze, and provide current workforce supply data as well as historical hiring and attrition trends to inform data-driven talent management decisions
Collaborate with functional groups to interpret workforce analytics results and business needs, applying a range of planning scenarios to forecast long-term enterprise-wide skill and headcount needs in alignment with strategic plans
Use predictive and integrated analytics to identify future upskilling and hiring needs
Conduct market analysis to determine talent supply and guide business on long-term sourcing strategies
Implement workforce planning technology and refine workforce planning practices to align with industry standards and emerging trends
Develop and maintain enterprise-wide dashboards and consult on adhoc reporting; build and support self-service analytics community

Required Qualifications:

Related work experience (workforce planning, talent acquisition, talent management, strategic/business planning, etc.)
Experience with reporting, analytics, and/or workforce planning tools (ex: Adaptive Planning, Anaplan, Workday, PowerBI, Tableau, data science, artificial intelligence, machine learning, etc.)
Technology and process implementation experience

Preferred Qualifications:

Bachelor’s degree and/or related certification
Experience with strategic workforce planning (ex: Workforce Analyst, Workforce Planner, Staffing Analyst)
Experience with workforce planning systems (ex: Adaptive Planning, Anaplan)
Energy industry experience

Workforce Intelligence Analyst

Northwell Health

Analyzes, verifies, tracks and reports on key performance indicators (KPI) for HR Operations. Provides data analysis, research, and evaluation of various business processes and measures.

Job Responsibility

Analyzes, verifies, tracks and reports on data to quantifiably asses HR impact on business objectives and strategies.
Develops and monitors HR business metrics in alignment with organizational goals and benchmark to industry standards.
Prepares comparative analysis reports including trending and improvement recommendations for review by senior leadership.
Collaborates with HR Areas (Total Rewards, Talent, Solutions, EHS, Wellness, Site HR) to develop and maintain scorecards in alignment with system/department goals.
Maintains reporting for Corporate HR department.
Analyzes and produces reporting for corporate HR budget.
Tracks actual performance against planned project performance, analyzes variances, and works with stakeholders to remedy gaps.
Prepares ad-hoc analysis for HR special projects, as requested.
Operates under general guidance and work assignments are varied and require interpretation and independent decisions on course of action.
Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.

Job Qualification

Bachelor's Degree required, or equivalent combination of education and related experience.
1-3 years of relevant experience, required.