Business & Workforce Development Analyst

JOB SUMMARY

The Business & Workforce Development Analyst supports organizational performance by connecting business process analysis, workforce data, and employee training into a single function. This role identifies gaps in how work gets done, analyzes the people-side data behind those gaps, and designs and delivers the training needed to close them. The position is a hybrid of various disciplines: business analysis (process mapping, requirements gathering, systems support), analytics, and workforce design room.

Salary: $53,352-$90,708.80 annually

CORE COMPETENCIES

• Customer Commitment – Proactively seeks to understand employee needs and provides accurate, timely, and high-quality benefits-related service.
• Dedication to Professionalism and Integrity – Demonstrates fair, ethical, and professional behavior when handling sensitive and confidential information.
• Organizational Excellence – Takes ownership for personal effectiveness and contributes to continuous improvement of benefits and HR administrative operations.
• Success through Teamwork – Collaborates and builds partnerships through trust and open communication to support organizational goals.

JOB SPECIFIC COMPETENCIES

• Knowledge of business process analysis methods, including process mapping, requirements gathering, and workflow documentation.
• Knowledge of workforce metrics and analytical methods, including headcount, turnover, time-to-fill, absenteeism, and compensation benchmarking.
• Knowledge of the principles and practices of analytics as related to workforce development.
• Ability to break ambiguous problems into measurable components and to distinguish correlation from causation when interpreting data.
• Ability to collect, organize, validate, analyze, and maintain workforce data and to prepare recurring and ad hoc reports.
• Ability to evaluate the effectiveness of business processes and to recommend improvements.
• Ability to communicate effectively both orally and in writing.
• Ability to explain data findings, process changes, and policy provisions clearly to non-technical audiences.
• Ability to establish and maintain effective working relationships with employees, leadership, vendors, and external partners.
• Ability to handle compensation, performance, and personnel information with discretion and to maintain confidentiality in accordance with applicable law and agency policy.
• Ability to manage multiple concurrent workstreams, projects, and deadlines with limited supervision.
• Ability to move between analytical and interpersonal work and to adjust to changing organizational priorities.
• Ability to use HRIS, AI, Excell and other reporting and data visualization software.
• Ability to exercise initiative and sound judgment in identifying issues and creating solutions through improved methods and processes.

REPRESENTATIVE DUTIES

Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on the assigned area of responsibility, incumbents in the position may perform one or more of the activities described below.

Business Analysis

• Document current-state business processes and recommend improvements to workflow, efficiency, and internal controls.
• Gather and document requirements from stakeholders for system enhancements, new tools, or process changes.
• Build and maintain dashboards and recurring reports for department leadership.

Analytics

• Collect, validate, and analyze workforce data.
• Prepare recurring and ad hoc reports for leadership, and translate findings into clear, actionable recommendations.
• Support compliance with reporting requirements.
• Conduct job analysis and assist with position descriptions, classification reviews, and compensation benchmarking.
• Assist with workforce planning, including staffing projections, effort estimates, and labor cost modeling for departmental or project budgets.

Performs other related duties as required.

MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS 

Bachelor's degree in Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field. Three (3) years of professional experience in business analysis, analytics, or a combination thereof.

Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, and chart building. Demonstrated experience preparing written reports and presenting findings to management. Experience facilitating training or presentations to groups.

An equivalent combination of education and directly related experience may be substituted for the degree requirement.

Preferred Qualifications:

• Working knowledge of data visualization tools such as Power BI or Tableau.
• Familiarity with instructional design frameworks (ADDIE, SAM) and evaluation models (Kirkpatrick).

CERTIFICATION, LICENSE AND SPECIAL REQUIREMENTS

Preferred: None

PHYSICAL DEMANDS

The work is sedentary with extended computer use and requires exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects; may also require crouching, manual dexterity, hearing, kneeling, lifting, pulling, pushing, reaching, repetitive motion, speaking, standing, stooping, talking, visual acuity, and walking.  Requires the ability to stand and present for extended periods during training delivery. Occasional travel between facilities may be required. 

WORK ENVIRONMENT

Work is performed in a dynamic environment that requires sensitivity and responsiveness to changes that include goals, priorities, and needs of the organization and position. This position is fully on-site and requires regular presence in the office.

JOB CLASS

Unclassified – At-will Employees who serve at the pleasure of the Clerk and do not have appeal rights should they be demoted, suspended, or terminated.

CAREER PATH

• Manager
• Director
• Chief Deputy

To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions described herein.  Since every duty associated with this position may not be described herein, employees may be required to perform duties not specifically spelled out in the job description, but which may be reasonably considered to be incidental in the performing of their duties just as though they were actually written out in this job description.