21 days old

Chief of HRIS and Workforce Analytics (Human Resources Analyst IV)

Baltimore County Government
Towson, Maryland 21204
  • Job Type
    Employee
  • Job Status
    Full Time
  • Shift
    1st Shift

Note:  Interested candidates should email a cover letter and resume directly to recruitment@baltimorecountymd.gov.  Please state in the subject line the title of the position for which you are applying.

 

SALARY:  Commensurate with experience.

 

As part of the HR leadership team, represents employee analytics throughout the County and to all levels of seniority. Responsibilities include articulating and executing vision and strategy, managing and enhancing workforce analytics technologies and enablement to ensure analytics is usable, actionable, and valuable for today and into the future as needs evolve and mature.

HRIS Department Vision

  • Create and/or execute the workforce analytics vision and strategy, enabling solutions that cut across the entire employee lifecycle, in alignment with HR and business leadership priorities, stakeholder requirements, and business unit requirements. Ability to learn current business practices, its key metrics and how to link business for advancement of internal process and between the business units and talents.
  • Partner with business leaders and HR functional groups to develop a standard talent key performance indicators.
  • Promote a risk-aware culture when it comes to data.  Ensure efficient and effective risk and compliance management practice, adhere to required standards and processes.  Keep on top of changing trends, requirements and best practices for maintaining ethical workforce data handling.
  • Lead HR strategic workforce analytics planning to drive and inform employee forecasting and planning.
  • Manage employee analytics governance in partnership with key stakeholders. Ensure all projects are prioritized by business value and aligned with other analytics projects in the County.
  • Partner with the County Executive Office of Government Reform & Strategic Initiatives and serve as the HR liaison to CountyStat.

Technology

  • Provide employee analytics technology vision, strategy and approach for scalable, efficient and automated processes that enable simple and complex data analysis. 
  • Define and then work with HR operations, functional leads, Office of Budget and Finance and Office of Information Technology (OIT) to implement standard processes and controls to maintain data integrity across systems.
  • Lead the development and implementation of data analyses, visualizations, and predictive analytics to provide people trends and insights to the rest of the organization.
  • Assist OIT with choosing applicable employee analytics technologies to provide reporting, analytics, visualizations, and predictive analytics and incorporate into a single system the various source data for HR, talent, engagement, organizational network analysis, operational and business outcome data.
  • Assist OIT with monitoring and regularly upgrading the employee analytics platform to address current and emerging trends business needs.
  • Lead HR operations, work with OIT in creating and managing standards for acquisition, maintenance, transfer, and disposition of workforce data to ensure data quality, resolve issues, and ensure designed data structures and data sources meet business needs.
  • Assist with ensuring that any data activities are in alignment with data privacy standards.
  • Lead the development, implementation and maintenance of a standard reporting dashboard across primary stakeholder groups (C- suite, business leaders, HR leaders, HR Liaisons, etc.).
  • Actively pursue the development and ongoing improvement of employee self-service, reporting and analytics tools.

Enablement

  • Develop a standard metric set to provide on-demand, County-specific (if applicable) statutory reporting(s). 
  • Move rapidly from providing standard reports to providing analytics to drive insights, forecast and interventions.
  • Manage stakeholder relationships to ensure evolving data and analytic needs of various HR, talent, and people leaders are met.
  • Communicate with employees at all levels to gain the voice of the customer, explain approaches and results, and consult on analytics services.
  • Create a people analytics center of excellence to both support end users and free your team for more advanced analytics.
  • Enable the HR liaisons and employee leader population to become data-savvy.
  • Represent the organization outside the organization to share best practices and continuously learn new leading practices, and apply within the business as applicable.

Requirements

Qualifications

Graduation from an accredited college or university with a bachelor's degree, preferably in human resources administration, business or public administration, education, or psychology;

plus

at least six years' professional experience in human resources administration. 

Preferred Qualifications

  • Solid experience working with data and analytics and managing workforce plans.
  • Technology implementation and change management experience a must.
  • Demonstrated ability to align technology to improve business performance.
  • Experience with cloud-based people analytics software is an asset
  • Experience with other HRIS including but not limited to ADP, Advantage HRM & Workday.

Categories

Posted: 2019-11-21 Expires: 2019-12-21

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Chief of HRIS and Workforce Analytics (Human Resources Analyst IV)

Baltimore County Government
Towson, Maryland 21204

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