This position serves as a member of the University of Minnesota Foundation (UMF) People, Culture, and Operations (PCO) team in a multi-functional capacity. The position will supply the information leaders need to make strategic decisions for workforce planning and talent retention, including compiling people analytics and compensation data to ensure market-consistent, reasonable compensation for foundation executives, staff, and development professionals. The Business Analyst will select and compile dataâ”both external market and internalâ”and prepare business intelligence reports to use in advising UMF executives, chief development officers, and HR professionals across the University.
Starting Salary: $70,000- 75,000 based on experience.
People Analytics and Reporting (50%)
Partner with the leaders to develop HR scorecard and metrics and supervise data-driven measures of performance and analysis through forecasting and analysis
Collects and compiles UMF workforce metrics and data from a wide variety of sources including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitorâ™s practices, and other sources.
Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.
Prepares reports of data results, communicating and explaining findings to PCO leadership
Identifies and recommends reasonable short- and long-term goals, achievements, and benchmarks for key performance metrics.
Point of contact and subject matter authority for ad hoc people data and analytics requests
Continuously improve people analytics & workforce reporting strategy, support model and execution including identifying and improving metrics to support our overall strategy
Build solid relationships and collaborate directly with internal partners including Business leaders and HR business partners to determine reporting and business requirements
Partner with PCO leaders to build analytics deliverables
Lead monthly and quarterly reporting processes
Partner closely with the Sr. Philanthropic Insights Manager to use business intelligence standard methodologies including application and use of dashboards, metrics, interactive reports, and predictive and prescriptive analytics
Strategic Compensation Data (40%)
Working with the VP and AVP of People, Culture and Operations (PCO), strategically benchmark market-based and internal workforce data and translate trend analysis to develop innovative approaches to address workforce needs. Generate easy to understand reporting that demonstrates trend analysis and internal equity analysis
Educate leaders who employ development professionals about the internal and external market realities using data.
Generate and apply business intelligence reports to be used in advising Foundation and development senior leaders regarding the outcome of their market wage data analysis, executive compensation data analysis, and other workforce planning metrics, including turnover and hiring trend data.
Collect and synthesize executive compensation data, and generate reports using internal and external market data needed for the UMF Board of Trustees to settle whether UMF executive pay is reasonable and consistent with market to meet IRS regulations.
Lead UMFâ™s relationship and work with external consultants to run multiple wage surveys and resulting data needed to maintain competitive advantage for our development and functional workforce.
Plan and provide content for all UMF Board of Trustee (BOT) meetings so executives can make recommendations to the HR Committee based on robust competitive market data, workforce goals and Foundation priorities.
In partnership with UMFâ™s AVP HR, HR business partner, and the Universityâ™s Total Compensation team, provide data needed for internal and external equity considerations.
Other Responsibilities (10%)
Maintains current knowledge in HR business insights, industry workforce and HR trends and procedures through professional development activities.
Identifies and evaluates new tools and techniques in order to keep up to date on the trends and developments in HR across different labor markets
Provides back up to other functional areas and performs other related duties as designated by manager.
Maintains confidentiality and handles critical information and material in an ethical and professional manner.
Demonstrate dedication to valuing diversity and contributing to an equitable and inclusive working and learning environment (exhibit 100% of the time)
Continuous learning in diversity, equity and inclusion for oneself and team via training, podcasts, articles, etc.
Seek to explore and understand cultural differences and create a culture of belonging.
Develop and employ anti-racist practices and principles to accomplish work.
Advocate for employees of all ethnicities, genders, ages and backgrounds
Cultivate and develop inclusive and equitable working relationships with employees, colleagues, stakeholders, etc.
Other duties as assigned
BA/BS degree and at least four years of progressive experience and cross-functional knowledge of Human Resources, including workforce planning, analytics, consulting, and execution of workforce plans and business intelligence report creation and generation, or a combination of education and/or experience to equal at least eight years.
Demonstrated experience working with diversity and other demographic data needed for diversity programming and/or affirmative action planning. Experience implementing workforce programming to promote engagement, and diversity and inclusion.
Demonstrated experience using data/reporting systems and software applications to create visuals/graphs such as Microsoft Excel.
Proven ability to think critically using data and reach conclusions despite changing circumstances.
Demonstrable experience working with external compensation and/or benefits consultants to design programming that is consistent with market.
Excellent relationship management and social skills. Ability to handle sensitive information with discretion and maintain confidentially where necessary.
Demonstrated project management skills. Excellent analytical and creative problem solving skills.
Ability to write clearly and optimally, and experience with report writing and developing presentations.
Proven ability to mentor and influence through subject-matter knowledge and expertise.
Demonstrated ability to collaborate with HR professionals and executive leaders across decentralized workforce to ensure equitable compensation practices.
Demonstrated ability to drive change initiatives and data-driven decisions with various audiences through pragmatic and business-responsive strategies.
Demonstrated experience working with senior leaders, both centrally and de-centrally located, preferably in both for-profit and non-profit settings
Demonstrated experience working in a matrixed workforce structure
Demonstrated experience generating business intelligence reports from various HR Management Systems (HRMS) and/or data warehouses.
The University of Minnesota, founded in the belief that all people are enriched by understanding, is dedicated to the advancement of learning and the search for truth; to the sharing of this knowledge through education for a diverse community; and to the application of this knowledge to benefit the people of the state, the nation, and the world.