HR Analyst Workforce Insights

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

Job Summary / Purpose
The HR Analyst Workforce Insights primarily uses analytic techniques to create insights HR Business Partners use in optimizing how our workforce supports strategic business outcomes. This often blends consulting and analytic skillsets, as the effective Workforce Analyst must first understand the strategic goals of a client to effectively model ways that the workforce is supporting or could better support such goals. Analytic techniques are both quantitative and qualitative – Often requiring assembly of existing data from an HRIS, Learning or Applicant Tracking system but sometimes requiring the collection of new data through interviews or survey instruments. Occasionally analytics require creation of workforce data that is not readily available and in such cases the Workforce Analyst develops cross-functional partnerships to facilitate creation of constructs such as a Total Cost of Workforce or Risk of Exit model. The Workforce Analyst communicates the results of models that are often complex and nuanced in an understandable and compelling manner to both leaders who use results for strategic direction and peers who use results for tactical action. 

Essential Key Job Responsibilities

• Creates complex statistical analyses and predictive models of workforce performance, outcomes, and the relationships between the workforce and hospital and clinical operational functions. Independently analyzes and communicates the impact of workforce programs and strategies on operational outcomes across the organization. Independently creates analytical products based on business requirements.  Uses Excel, SAS, R, SPSS or similar to build or combine datasets; conducts analyses such as Multiple Regression, Path Analyses and Random Forests to build insight.
• Builds relationships with clients to understand business strategies, workforce strategies, and areas where analytic insight can add value and provide direction to influence decision makers.
• Independently analyzes and combines data from a variety of disparate data sources to create meaningful analyses for system leaders. Researches and recommends targets for key metrics and performance indicators using external benchmarks and internal data.
• Communicates results of data analyses and data definitions to customers in a clear and compelling manner, using written, verbal, and other mediums. Collaborates with customers to understand the operational processes and clinical documentation practices which result in the data to be analyzed. Makes recommendations about how to improve performance based on that understanding. Skillful use of data storytelling to communicate the “takeaways” for customers. Independently gathers business requirements for analytics projects and products.
• Acts as a change agent for advancing analytics and data-driven decision making within the organization. Develops and executes analytic training plans. Participates in high level system-wide projects as a data or analytic subject matter expert. Mentors and advises data analysts and senior data analysts in understanding source and meaning of data and to create effective analyses.

Minimum Qualifications
Required Education and Experience 
Master's Degree in Business, Healthcare, Statistics, or other related field; 

Three (3) years of professional experience in a related field such as workforce / business analytics, management consulting, organizational research, or strategic HR business partnership; 

A combination of education and/or additional job-related experience may be substituted in lieu of the degree