| Urgent Need--Workforce Analyst ||36 Months || Brooklyn NY Brooklyn, NY || No H1B , CPT at Brooklyn, New York, USA |
| Email: [email protected] |
| From: Digvijay Singh, Spear Staffing [email protected] Reply to: [email protected] Job Title: Workforce Analyst Location: 335 Adam Street. Brooklyn NY Brooklyn, NY 11201 100% ONSITE Duration: 36 Months INTERVIEWS: In-Person No H1B , CPT Relocation is acceptable. DESIRABLE SKILLS/EXPERIENCE: Experience with leading strategic or operational workforce planning activities, including workforce demand analysis, workforce supply analysis, and gap analysis Ability to identify complex themes, findings, and recommendations based on quantitative and qualitative analyses Experience with developing and implementing organizational-level strategies and goals using change management principles and best practices Experience with structuring and conducting data gathering and analysis activities, including interviews, focus groups, and surveys Experience with analyzing workforce data using software programs, including Tableau and PowerBI Ability to design and develop clear, concise data-driven deliverables using both Microsoft Word and PowerPoint Strong communication skills (verbal and written) Scope of Work 1) Job Analysis and Documentation: Conduct comprehensive job analyses for all positions within NYCERS Document the skills, qualifications, and requirements specific to each job, detailing both technical competencies and soft skills for current performance Develop future based job needs and qualifications aligned with the job needs at the completion of the LRP Align/map the skills and qualifications to NYC Civil Service Titles and levels 2) Level-Based Proficiencies: Define the proficiency levels required for each job within NYCERS, differentiating between entry-level, mid-level, and senior-level positions. Clearly outline the progression of skills and qualifications as employees advance in their careers. 3) Skill Matrices: Develop skill matrices for each job, highlighting the essential skills and competencies needed at each level. Create clear visual representations of the skill progression within NYCERS. 4) Skills and Competencies Assessment: Assess the current state of skills and competencies among NYCERS employees. Identify strengths and weaknesses in the existing skill sets. 5) Gap Analysis: Perform a comprehensive gap analysis to identify disparities between the current skill sets and the defined future standards and expectations. Categorize the gaps based on urgency and importance. Provide a detailed report highlighting the findings of the gap analysis. 6) Recommendations for Closing Gaps: Propose a roadmap and actionable recommendations for closing the identified skill and competency gaps. Provide guidance on training and development programs that align with NYCERS' goals. Thanks and regards Digvijay Singh Sr Technical Recruiter Phone:- 240-205-8983 Email:- [email protected] Website:- www.spearstaffing.com Keywords: New York |
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| Tue Oct 17 20:57:00 UTC 2023 |