Description
Analyze and forecast workforce needs to optimize headcount, scheduling, and labor costs. Build models and dashboards, ensure workforce data accuracy and compliance, and advise leaders on staffing strategy and organizational design.
- • Analyze headcount, FTE mix, overtime, turnover, and productivity metrics.
- • Forecast labor demand and supply using historical data, drivers, and scenarios.
- • Develop and maintain workforce models for capacity, staffing, and scheduling.
- • Recommend staffing plans to align service levels, budgets, and operational goals.
- • Ensure workforce reporting and scheduling practices comply with federal and state labor laws and EEO requirements.
- • Advise managers on workforce policies, scheduling guidelines, and interpretation of analytics.
- • Maintain position catalogs, job codes, and headcount plans in HRIS and WFM systems.
- • Build and automate dashboards and reports for headcount, attrition, capacity, and labor cost.
- • Partner with operations to create shift bids, schedules, and coverage plans that match demand.
- • Conduct multifactor labor cost and ROI analyses for staffing initiatives and programs.
- • Track DEI and EEO workforce metrics and support action planning.
- • Research labor market trends, skills availability, and internal mobility patterns.
- • Integrate HR, finance, and operational data to produce consistent workforce insights.
- • Provide skills inventories and talent pool analyses to support placement and succession.
- • Design data collection tools, assumptions, and KPIs for demand and workload forecasting.
- • Validate models through time studies, work sampling, interviews, and surveys.
- • Prepare organizational charts and structure analyses to support org design changes.
- • Train leaders and schedulers to use workforce dashboards, models, and WFM tools.
- • Serve as liaison among HR, Finance, Operations, and IT to align data and planning cycles.
- • Document methodologies, data definitions, and governance for workforce analytics.
- • Support annual headcount budgeting, hiring plans, and quarterly reforecasts.
- • Monitor data quality and resolve discrepancies across HRIS, ATS, and WFM platforms.
- • Present findings and recommendations to leadership through briefings and visuals.
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Financial Services
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Source
Tasks & skills:
O*NET occupational data (work activities, skills, knowledge).
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Sources & Standards:
This site includes information from O*NET by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. Career Clutch has modified some of this information for student readability. USDOL/ETA has not approved, endorsed, or tested these modifications. O*NET® is a trademark of USDOL/ETA.
Last reviewed: Jan 2026
