Certain terms and conditions of employment for this position, including the rate of pay, benefits, etc., are currently subject to negotiation with the appropriate union.

As part of the People Analytics team, the workforce analyst supports workforce reporting, analytics, and metric development activities that inform operational and strategic decision-making across UCSF. Working under the direction of the Director of People Analytics, the incumbent partners with analysts, engineers, and business stakeholders to investigate workforce questions, develop workforce metrics, conduct analyses, and deliver reporting solutions that support organizational priorities. Working under the direction of the Director of People Analytics, the the technically-oriented workforce analyst will support leadership requests, develop metrics, conduct analyses, and operationalize business questions into reporting and analytics products.

This role will touch upon the broad portfolio of People Analytics domains, including workforce demographics, workforce movement, human resources operational analytics, occupational health, learning and compliant, engagement, and other workforce-related initiatives.

Working closely with data architects, analysts, and business stakeholders, the incumbent contributes to analytic solution design, validates outputs, and translates workforce requirements into technical solutions. The position requires strong technical skills, sound judgment, and the ability to independently execute complex assignments while escalating novel architectural, governance, or enterprise-wide decisions to senior team members. The analyst independently executes assigned analyses and reporting projects while receiving guidance on prioritization, stakeholder management, and novel or highly complex analytical problems.

Department Overview

The mission of the Enterprise Information and Analytics (EIA) department is to advance UCSF’s institutional priorities by enhancing access to and the use of data and analytics, including appropriate data platforms and data governance, in a manner that meets the unique needs across the education, research, and care mission areas. The department achieves its goals by working with clinical, research, education, and business partners to organize, integrate, govern, and transform UCSF’s data assets into actionable insight and information.

People Analytics owns enterprise-wide assets for UCSF as a whole, used for both operational and analytical purposes, as well as departmental and business assets to drive business insights and decisions.

Responsibilities

% of time	Essential Function (Yes/No)	Key Responsibilities (To be completed by Supervisor)
30		Develop Business Logic for Analytic Reporting Data Consultation: Consult with department leaders and process owners, and/or external providers to identify/source multiple data streams, derive and define analytics & data reporting that meet business needs. Technical: Develop TSQL queries to marry disparate data sources that inform recommendations to support and enhance business processes. Prepare reporting on AI-augmented platforms such as PowerBI, Tableau, Databricks. Process/Workflow Efficiency: Plan work flows and processes surrounding the analysis of data. Identify additional efficiencies to enhance work flow or extract more value from existing data tools. Identify tools to optimize workflow without compromising analytics. Documentation: Document analytics approaches to allow for validation and replication. Sustainability: Work with People Analytics engineering team to ensure processes are scalable, flexible, and within governed parameters (security, enterprise standards) to meet future business needs.
20		Data Mapping and Collection Data extraction: Establish efficient and effective procedures for extracting and storing data from multiple sources to analyze and present the data based on industry standards, with drill down analysis based on data subsets and populations. Collection/Querying methods: Manage and maintain library of complex forms, queries, reports, scripts. Update/merge data using data extracts. Documentation: Document data collection procedures and sources. Develop and maintain a well-organized source data repository that can be accessed by business process owners for additional review and analysis. Validation: Ensure data from various sources is reconciled and accurately presented in workforce analytic tools. Identify and Repair errors: Analyze and troubleshoots data errors and problems, and devise functional solutions.
20		Ad. Hoc Workforce Reporting Develop Ad. Hoc reports based on report specifications from either outside parties (eg. Regulators, Trade organization, and Unions) or internal organizations. Analyze report requirements and determine report data source requirements and establish plan for efficient and effective collection and presentation of data. Ensure accuracy and quality through careful review of report results and clearly document the report specs. When necessary the incumbent works directly with the requestor(s) to clarify the desired outcome and develop adjustments to the report spec accordingly.
30		Strategic Business Alignment, Communications, Dissemination and Collaboration Business/Strategic alignment Consultation: Consult with UCSF business/operational leaders and process owners to identify business problems that would use analytics to identify pain points and areas of opportunity. Dashboard design: Develop effective presentations of workforce data that depict organizational trends and performance relative to benchmarks and industry standards. General communications: Communicate findings of workforce analyses and insights verbally, visually and in writing to internal and external audiences Cross-functional: Work with teams outside of HR to define business objectives, data needs, and resulting solutions and analytics.
0
0
0
0
0
0
0
0
0
0
0
0%		(To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)

Qualifications

REQUIRED QUALIFICATIONS

Bachelor's degree in a related area and/or equivalent experience/training.
At least 2 years of experience working with structured data using SQL, Python, R, or similar analytical tools.
At least 2 years’ experience developing reports from large data sets.
Experience translating business questions into analytic approaches and actionable recommendations. 2 years’ experience developing and maintaining report specifications in collaboration with business owners.
Demonstrated experience using data to solve business problems and support decision-making. At least 2 years’ experience developing and maintaining report specifications in collaboration with business owners.
Strong problem-solving, critical thinking, and communication skills.
Proficiency in MS 365 Office Suite, especially Excel.
Excellent communication, escalation, time management, collaboration, and change management skills. Ability to work both independently and in teams.
Experienced in setting priorities across competing demands, clarifying expectations, and sustaining a positive and productive attitude despite swiftly changing priorities and a high level of activity. Ability to complete projects and achieve results in a fast-paced work environment.

PREFERRED QUALIFICATIONS

Experience working with workforce, HR, healthcare, operational, or compliance-related data.
Experience developing metrics and KPIs.
Familiarity with workforce analytics concepts, including turnover, mobility, staffing, compliance, and organizational effectiveness.
Experience with Tableau, Power BI, Databricks, or similar analytics platforms.

Learn more about this Employer on their Career Site

Workforce Analyst

Responsibilities

Qualifications