About the Role:
The Workforce Planning Data Scientist will turn complexrecruiting, staffing, workforce, and operational data into clear insights thatenable better and faster business decisions.
This role blends data analytics, dashboard development,workforce forecasting, and foundational data engineering. The successfulcandidate will be comfortable working with large and complex datasets,reconciling information from multiple sources, developing scalable reportingsolutions, identifying trends, and translating findings into practicalrecommendations for recruiting and workforce leadership.
While this is not a traditional Data Scientist or DataEngineer position, the role requires someone who can think beyond reportingwhat happened. The analyst should be able to determine why it happened, what islikely to happen next, and what actions should be considered as a result.
What You’ll Do:
Workforce Analytics & Decision Support
Analyze workforce, recruiting, staffing,attrition, requisition, offer, start, and productivity data to identify trends,risks, and opportunities.
Evaluate staffing performance across sites,business units, roles, and time periods.
Analyze historical attrition patterns toidentify where future hiring demand is likely to occur.
Develop models and recommendations that helpdetermine when and where requisitions should be opened proactively.
Identify trends across weekly, monthly,quarterly, and historical workforce performance.
Analyze relationships between staffing levels,attrition, hiring activity, requisition volume, recruiter productivity, andhiring outcomes.
Conduct ad hoc analyses in response to evolvingworkforce and leadership priorities.
Forecasting & Predictive Analysis
Build workforce forecasts incorporating staffingrequirements, active headcount, attrition, projected starts, hiring velocity,and historical trends.
Identify emerging staffing risks before theymaterially impact operations.
Develop scenario analyses to evaluate differenthiring and attrition assumptions.
Identify leading indicators that can improveworkforce planning and recruiting decisions.
Assess whether workforce and recruitingperformance is trending toward or away from established targets.
Dashboard Development & Visualization
Design and maintain intuitive dashboards thattranslate complex datasets into clear, actionable information.
Develop reporting for staffing health, recruiterproductivity, requisition aging, time to offer, hiring outcomes, attrition,projected starts, and workforce demand.
Create leadership level views that allow usersto quickly understand performance, risks, trends, and required actions.
Continuously improve dashboards based onbusiness needs and user feedback.
Data Management & Engineering
Work with multiple data sources and largedatasets that may contain hundreds of thousands to millions of records.
Clean, transform, combine, and structure datafor analysis and reporting.
Understand data pipelines, relationships, joins,data models, and source/system dependencies.
Partner with Data Engineering and BI resourceson more complex data architecture and pipeline requirements.
Automate repeatable reporting and datapreparation processes when practical.
Troubleshoot data inconsistencies and reconcileconflicting numbers across systems
Data Quality & Governance
Validate and reconcile workforce metrics beforethey are used for business decisions.
Identify data quality issues, missinginformation, duplicate records, inconsistent definitions, and source/systemdiscrepancies.
Establish clear metric definitions andcalculation logic.
Ensure leadership reporting is consistent,repeatable, and explainable.
What You’ll Need:
Bachelor's Degree preferred with 5 plus years ofrelevant experience in talent acquisition analytics, workforce planning, orpeople analytics. In lieu of a degree, a combination of experience andeducation will be considered.
Demonstrated experience analyzing complex, high volumedatasets.
Strong experience developing dashboards andexecutive level reporting.
Experience performing trend analysis,forecasting, and scenario modeling.
Demonstrated ability to reconcile data acrossmultiple systems and identify data quality issues.
Experience translating complex analyticalfindings into understandable business recommendations.
Workforce planning, recruiting analytics, HRanalytics, operations, or high-volume staffing experience strongly preferred.
Advanced SQL
Advanced Excel, including Power Query,PivotTables, XLOOKUP/INDEXMATCH, complex formulas, and large dataset management
Power BI dashboard development experience
Data modeling and relational database concepts
ETL/ELT concepts
Python, particularly Pandas and NumPy
Familiarity with APIs and automated dataingestion
Experience with cloud data environments or datawarehouses
Familiarity with Power Automate or similarworkflow automation tools
Experience with ATS, HRIS, workforce management,or recruiting datasets
Experience building workforce planning orcapacity models
Understanding of basic regression, correlation,seasonality, and forecasting methodologies
Equal Employment Opportunity: CBRE is an equal opportunity employer that values diversity. We have a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company’s success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at
[email protected] or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).
