The role requires understanding customer needs, building and implementing dashboards, defining measurement mechanisms & success measures, and reporting business performance on a regular basis.  The ideal candidate should be a detail-oriented, organized planner with the demonstrated ability to respond effectively and efficiently. The candidate should be self-driven and possess the ability to work in an ambiguous environment with minimal guidance or supervision. As such, the candidate must be skilled at anticipating problems, constructing the solution, and managing multiple priorities. The candidate should effectively use HR data to provide meaningful insights and recommendations to HR operational leaders.  The candidate is expected to analyze data challenges and business opportunities and develop Enterprise strategies, requirements and specifications for implementation. The ideal candidate will have a keen interest in the tools and processes around automated workflow and data visualization and a passion for identifying and answering questions that help deliver the best service for our customers. 
 
His/her day-to functions will be: 

• Develop and maintain enterprise-wide human capital dashboards, scorecards, KPIs, and reports using Tableau, Power Automate, and SharePoint.  Develop measures and metrics to enhance the effectiveness of HC analytics, metrics, measures and reports, and to drive key business decisions. 

• Display complex quantitative data in a simple, intuitive format, and present findings in a clear and concise manner 

• Synthesize data to provide impactful insights and process improvement recommendations 

• Perform quantitative and qualitative workforce analyses of data gathered from multiple sources, for FPS managers and staff. 

• Provide analytical expertise and evaluations of human capital systems, programs, operations, policies and issues related to the management of human capital. 

• Develop workforce analytics utilizing a variety of quantitative and qualitative data. Identify trends, correlations, and causations within data to provide management a synopsis of emerging challenges and recommendations for change. 

• Develop and maintain HR process flows and procedures using formal notation such as the Business Process Modeling Notation (BPMN), as needed. 

• Review current HR processes for automation and improvement opportunities; streamline dataflow between the internal employer database and HR system 

• Establish scalable, efficient, automated processes for data analyses 

• Create, modify and enhance employer database reporting tool by importing and exporting data, running reports, updating data tables, and creating queries. 

• Audit employee data against the agency’s HR system to ensure accuracy; troubleshoot any discrepancies 

Generate ad hoc reports to support various business needs and partner with other technical teams to create scalable solutions for reoccurring requests