The Director of Workforce Strategy & HR Business Intelligence will lead three key areas: metrics & reporting, data management, and workforce planning. The position will establish HR productivity and workforce performance metrics utilized in strategic decision making. The Director will create or evaluate HR processes to ensure alignment and optimization in achieving goals. Position requires knowledge of company organization structure and corporate systems with strong business experience to produce strategic, actionable reports and analytics. The position will manage the daily intake and delivery of requests, establish priorities, and define a long-term vision and roadmap. The Director will be critical in defining and communicating strategies to key stakeholders including internal HR and the executive leadership team.
Metrics & Reporting:
Define metrics to provide consistent departmental reporting and best practices
Define, create, and manage scorecards that measure business performance and HR productivity
Align with Corporate Business Intelligence to standardize key metrics for ELT reporting and analysis
Work with key stakeholders to understand their business needs
Oversee the production and distribution of various reports including intake process with established SLAs
Work on complex issues where analysis of situations or data requires an in-depth knowledge of Citrix or HR practices
Work with executive leadership to define KPIs
Deliver value-added support for executive decision making by developing analytical tools or reports
Oversee ongoing evolution of reporting function with a focus on process improvement, automation, and expansion to more complex analytical capabilities
Data Management:
Determine data management strategy that will enable accurate, automated metrics
Establish HR data mart or other data management strategy to improve data mining and historical reporting
Partner with IT on all phases of new, redesigned, and integrated systems for internal use including requirements definition, development, and implementation
Ability to stay apprised of advancements in technology to ensure data management and reporting is effective and efficient
Workforce Planning:
Establish workforce planning strategy incorporating industry best practices
Partner with key stakeholders for successful implementation including HRBP, finance, TA, and business leaders
Lead company-wide headcount management reporting
Routinely produce ELT workforce reports with the longer term vision of automated, on-demand reports as workforce planning becomes part of the way we do business
Build proactive human capital reporting that provides an HR point of view on workforce performance
Data analysis with the ability to manipulate, analyze, and recognize business trends
Overall:
Constantly strives to identify and improve best practices through thought leadership
Understand implications and raise visibility when issues exist
Identify training gaps and train key stakeholders as needed
Manage and develop team; assesses skill sets and provides ongoing coaching and feedback to team members to meet objectives
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