Serves as the organization's subject matter expert in workforce analytics and human capital data, transforming workforce, operational, financial, economic, and organizational data into strategic insights that support executive decision-making.
Partners with HR leadership and cross-functional stakeholders to develop analytics that inform recruiting, retention, compensation, workforce planning, succession planning, employee demographics, organizational effectiveness, facilities management, space utilization, and other strategic initiatives.
Designs, develops, and maintains workforce analytics solutions, including dashboards, reporting platforms, data models, and automated reporting processes. Ensures data quality through governance, validation, and continuous improvement practices while applying advanced statistical analysis, forecasting, visualization, and predictive modeling techniques.
Leads analytics projects that expand organizational reporting capabilities and improve data-driven decision-making. Produces recurring and ad hoc reports, dashboards, presentations, and executive-level insights while advancing enterprise workforce analytics strategy in collaboration with HR leadership, the Director of Business Data Analytics, the Director of Facilities, and other organizational partners.
Serves as a trusted advisor by providing guidance on workforce metrics, reporting methodologies, dashboard functionality, and interpretation of analytics. Maintains appropriate confidentiality when handling sensitive employee and organizational information.
Applies advanced professional judgment to independently resolve complex analytical and operational challenges. Assignments require initiative, creativity, sound judgment, and collaboration while serving as an expert resource for workforce analytics and reporting.
Responsibilities:
Data Management & Analysis: Develops and advances a comprehensive workforce analytics program that improves data availability, automation, and decision support. Evaluates emerging analytics methodologies and technologies to recommend enhancements that strengthen organizational capabilities. Performs advanced data extraction, preparation, modeling, statistical analysis, forecasting, and visualization to address complex business challenges. Conducts workforce analyses supporting talent management, workforce planning, recruiting, compensation, retention, succession planning, diversity metrics, organizational effectiveness, facilities management, and space utilization. Identifies trends, risks, and opportunities, develops actionable recommendations, and partners with leadership to establish workforce metrics, KPIs, and reporting priorities.
Data Assets & Data Integrity: Designs, builds, and maintains data assets for senior leadership decision support. Develops, analyzes, tests, modifies, standardizes, and documents data preparation, data validation, data model, data storage, and data automation processes. Promotes enterprise HR data governance standards, consistent metric definitions, and data quality practices across reporting tools, dashboards, and organizational units. Collaborates with HR, Finance, IT, and other departments, maintaining strong cross-functional relationships to facilitate consensus and ensure alignment and consistency of workforce data. Ensures the accuracy, completeness, reliability and relevance of data sets and data models.
Dashboard Development and Management: Designs, develops, tests, deploys, and maintains dashboards, data visualizations, and business intelligence solutions that effectively communicate workforce insights to technical and non-technical audiences. Manages dashboard releases, data pipelines, system testing, usability improvements, and performance optimization. Troubleshoots technical issues, documents solutions, and recommends enhancements that improve usability, accessibility, and adoption.
Reporting: Leads recurring and ad hoc workforce reporting (e.g., turnover, demographics, recruiting, succession planning) that provides leadership with timely, accurate, and actionable information. Supports executive-level reporting needs through development of concise and meaningful workforce analytics presentations and summaries. Develops standardized metrics, executive presentations, dashboards, and analytical reports while validating data quality and ensuring consistency across reporting products.
Data Consultation: Serves as a strategic thought partner to the CHRO and HR leadership, in identifying opportunities to leverage workforce data to inform organizational and talent decisions. Works closely with leadership and staff to identify analytical requirements. Serves as a resource to management, responding to questions, providing guidance on best practices and approaches to modeling and analyzing data. Advises stakeholders on appropriate interpretation and application of workforce metrics and analyses. Partners with and supports Director, Business Data Analytics on data management and data governance matters, and in p roviding guidance on resolving issues with extracts and technical components of dashboards to Tableau Creators and Explorers.
Builds consensus among stakeholders and promotes consistent application of workforce analytics across the organization.
Project & Documentation Management: Leads analytics initiatives from planning through implementation, including deployment of new solutions, enhancement of existing capabilities, and continuous process improvement. Documents analytical methodologies, business processes, and technical standards to support sustainability and knowledge sharing.
Training Development & Support: Bu ilds organizational capability by mentoring colleagues, developing training resources, promoting adoption of analytics tools, and improving data literacy across HR and the broader organization.
Confidentiality: Maintains an appropriate standard of confidentiality. Maintains strict confidence and exercises care when handling secure, privileged, sensitive, or confidential information and matters to prevent disclosure to others. Accesses confidential information for work-related reasons only, following the policies and procedures of the organization. Ensures that any privileged, sensitive, or confidential information is securely stored, disposed of, and transmitted according to the Institutional guidance.
Requirements
Knowledge, Skills, and Abilities:
- Thorough knowledge of workforce analytics, HR metrics, and HR data management principles.
- Strong knowledge of current data analysis, statistical, and visualization techniques.
- Advanced proficiency with business intelligence and data visualization platforms such as Tableau and/or Power BI, and data management platforms such as PoolParty.
- Advanced proficiency in SQL and Excel; experience with HRIS, ERP, ATS, and related workforce systems strongly preferred.
- Experience analyzing workforce data related to recruiting, retention, compensation, demographics, employee engagement, succession planning, and organizational effectiveness.
- Knowledge of data governance, data validation, and data integrity practices.
- Ability to influence stakeholders without formal authority.
- Ability to lead cross-functional initiatives and build consensus.
- Ability to translate complex data into clear, actionable insights for technical and non-technical audiences.
- Ability to communicate complex analytical concepts to executive audiences.
- Strong analytical, organizational, problem-solving, and presentation skills.
- Excellent attention to detail and commitment to data accuracy.
- Ability to manage multiple priorities and deadlines in a fast-paced environment.
- Ability to maintain privileged, sensitive, and confidential information appropriately.
- Ability to independently solve complex and non-routine analytical problems using sound judgment and creativity.
- Ability to build effective working relationships across departments and with leaders at all organizational levels.
- Excellent verbal and written communication skills, including the ability to present findings and recommendations to leadership audiences.
Education/Training Requirements: Bachelor’s Degree in relevant field or related field, or equivalent knowledge. Master’s Degree preferred.
Experience: Six years of related professional experience in workforce analytics, HR analytics, business intelligence, reporting, or data analysis, including experience developing complex queries, performing advanced data analysis, and building dashboards and visualizations. Experience working with HR data and HR systems strongly preferred.
Required Licenses, Certification or Registration: None.
Other Details
Supervisory Responsibilities/Controls: Reports to Director, Compensation & HR Analytics. Works independently under general direction and partners closely with HR leadership and cross-functional stakeholders.
Mental and Physical Capabilities:
- Ability to be visible on camera for meetings when remote.
- Ability to use a computer and applicable hardware/software to perform responsibilities.
- Ability to use multiple technology collaboration platforms, including collaboration tools. Examples: Microsoft Teams, Asana.
- Ability to Focus/concentrate on tasks and multi-task, when needed
- Begin work at the required time, per approved schedule.
- Ability to lift/carry laptop and other mobile devices between work and home.
- Ability to commute to work.
- Ability to travel between National Academies’ facilities and offsite sponsor/partner locations.
- Ability to work in different time zones, when travel is outside of current location, e.g., when traveling internationally.
- Ability to perform work responsibilities onsite, where required.
- Ability to interact in-person with multiple people and large groups.
- Ability to work in a fast-paced environment and meet deadlines.
Work Environment
Hybrid office/telecommute environment; expected onsite percentage 60%. Occasional travel between National Academies’ facilities and to off-site locations.
Compensation & Benefits: An estimated compensation range for this position is $92,040 - $126,550. Compensation offered to the selected candidate will be based on the candidate’s relevant knowledge, skills, and work experience, commensurate with compensation of current employees in comparable positions with similar knowledge, skills, and work experience, and subject to budget parameters. Note it is not typical for a candidate to be hired at the higher end of the range. This is a benefits-eligible position. Our Benefits Plan offers competitive and comprehensive benefit options, including medical, dental and vision insurance, life insurance, disability coverage, retirement and savings benefits, leave benefits such as paid holidays and paid personal leave, transportation subsidies, and education assistance. For more information, please click here.
Equal Opportunity Employer:
It is the policy of the National Academies to recruit, hire, transfer, compensate, and promote people in all job categories and to administer all other personnel actions, terms and conditions of employment in a manner that does not discriminate on the basis of race, color, national origin, sex, age, religion, disability, veteran status, or any other characteristic protected by applicable laws. It is also the institution's policy to recruit, hire, promote, and provide reasonable accommodation to qualified individuals with disabilities and covered veterans who are otherwise qualified.
Any qualification to be considered equivalent, in lieu of stated minimum, requires the prior approval of the Office of Human Resources.
The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Some functions in this description may be specific to a particular unit of the National Academies and not applicable to other units
Job Family:
ACCT
Employee
37.5
Washington, District of Columbia
