Job Description

Job Summary:

Serves as a liaison between People Strategy, HR, and operational stakeholders and the Data & Insights function. People Strategy Enablement Advisor translates business priorities into analytics use cases, requirements, and decision-support needs, while partnering with the Data & Insights team that owns technical development and delivery. Ensures that analytics efforts focus on the highest-priority workforce challenges and UCSF continues to transition from descriptive reporting to predictive and prescriptive insights.

This role owns UCSF's people analytics use-case portfolio and roadmap, translating business needs into actionable analytics, reporting, and dashboard requirements to govern the development glidepath.

Responsibilities

of time
Essential Function (Yes/No)

Key Responsibilities

(To be completed by Supervisor)
20Y
Partners with HRBPs and COEs to embed insights into core processes (e.g., workforce planning, talent reviews, workforce development, learning and development, recruitment strategy) and ensure analytics products are adopted, integrated into people strategy governance, and used effectively across HR. Defines and tracks impact of analytics initiatives on business and talent outcomes.
15Y
Collaborates across HR teams and business stakeholders to identify critical workforce questions and decision needs and translates those needs into clear analytics use cases. Aligns people analytics efforts to measurable business outcomes (e.g., retention, productivity, labor cost, talent quality, current and future workforce skill gaps, etc.).
20Y
Develops and manages a prioritized portfolio of people analytics priorities which define business value, success metrics, and expected impact for each use case. Balances immediate reporting needs with longer-term capability building and serves as a key input into the Data & Insights team to support prioritization and sprint planning
15Y
Converts stakeholder needs into defined metrics and KPIs, data requirements and specifications, dashboard and visualization requirements, and appropriate analytical approaches (diagnostic, predictive, prescriptive). Supports the Data and Insights team in establishing and driving consistency in workforce metrics, definitions, and governance to ensure outputs are designed for business decision-making and actionability.
15Y
Defines and drives the roadmap to evolve people analytics capabilities by identifying high-impact opportunities for predictive modeling (e.g., attrition risk, workforce planning, hiring effectiveness, HR service levels, employee engagement). Partners with Data & Insights to ensure models are business-relevant, interpretable and usable, and embedded into decision processes.
10Y
Partners with Data & Insights leadership to inform business capability development and resourcing roadmap and ensure that development efforts align with future-state people strategy needs, not just reactive demand.
5 Serves on committees and participates on cross-functional teams to solve complex HR business, process, service and / or systems issues. 100% (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)

Qualifications

Required:

• Bachelor's degree in Business Administration, Human Resources, I/O Psychology, Organizational Development, or a related field; or equivalent combination of education, training and experience.
• 6-10 years related experience in HR strategy, HR operations, and/or people analytics.
• In-depth knowledge of how workforce dynamics impact business performance.
• Advanced knowledge and skill in connecting people strategy initiatives to measurable outcomes and converting ambiguous business questions into structured analytical problems.
• Advanced critical thinking and problem-solving skills to manage highly-complex information, assess problems, and develop effective solutions.
• Advanced organizational and project management skills.
• Advanced written and verbal communication skills with the ability to convey complex information in a clear, concise manner. Ability to produce and deliver presentations to diverse audiences.
• Advanced interpersonal skills for to collaborate across HR, business leaders, and technical data and dashboard development teams
• Working knowledge of data structures and metrics, visualization and dashboard design best practices, and basic statistical and predictive modeling concepts

Preferred:

• Master's degree in Business Administration, Human Resources, I/O Psychology, Organizational Development, or a related field.
• Ability to serve as an advanced technical leader providing advice, counsel, and analysis on business intelligence issues.
• Background in management consulting, workforce strategy, or analytics translation roles.
• Familiarity with modern HR data platforms and visualization tools (e.g., Oracle HCM, Tableau, Power BI).
• HR or People Analytics Certification
• Strategic Management Professional (SMP) or other strategy certification
• SHRM or PHR Certification

Salary Information

The final salary and offer components are subject to additional approvals based on UC policy.

Your placement within the salary range is dependent on a number of factors including your work experience and internal equity within this position classification at UCSF. For positions that are represented by a labor union, placement within the salary range will be guided by the rules in the collective bargaining agreement.

To learn more about the benefits of working at UCSF, including total compensation, please visit: https://ucnet.universityofcalifornia.edu/compensation-and-benefits/index.html