Job DescriptionPOSITION PURPOSEThe
Senior Analyst, Organizational Development serves as a strategic, individual-contributor partner to Organizational Development, Human Resources, and enterprise leaders by delivering data-driven insights that inform organizational effectiveness, workforce strategy, and change initiatives. This role applies advanced people analytics, organizational diagnostics, and statistical modeling to analyze workforce, talent, engagement, and culture data, translating complex information into clear, actionable insights that drive informed decision-making.
Through close partnership with the National Director of Organizational Development and HR stakeholders, the Senior Analyst supports enterprise priorities by developing analytical products, dashboards, and executive-ready presentations; evaluating the impact of OD and change initiatives; and identifying trends, risks, and opportunities related to the employee experience and organizational performance. This role influences strategy through strong consulting, data visualization, and storytelling capabilities while collaborating across cross-functional teams to align talent and organizational objectives with business needs.
RESPONSIBILITIES AND TASKS - Applies organizational diagnostics (quantitative and qualitative) to assess organizational health, effectiveness, and readiness for change at the enterprise, regional, and facility levels.
- Partners with the National Director of Organizational Development and OD leaders to translate analytical insights into actionable recommendations related to organization design, structure, roles, workflows, and decision effectiveness
- Supports the CHRO and enterprise leadership by synthesizing insights, proactively identifying people-related risks and opportunities, and informing organizational strategy.
- Provides data-driven insights in support of enterprise change and transformation initiatives, including assessing readiness, adoption, impact, and sustainability using established change methodologies.
- Designs and evaluates measurement strategies to assess the effectiveness of OD initiatives, leadership programs, and change efforts using engagement, adoption, performance, and employee sentiment indicators.
- Conducts strategic workforce planning analyses in partnership with HR and business leaders, including demand forecasting, capacity modeling, critical role identification, skill gap analysis, and succession risk.
- Analyzes workforce supply, attrition, and talent pipeline data to inform short- and long-term workforce and business strategies.
- Leads the development, analysis, and interpretation of workforce and people data using advanced analytical tools, statistical methods, and visualization techniques.
- Develops and maintains HR scorecards, predictive models, dashboards, metrics, forecasts, and reporting solutions to support enterprise decision-making.
- Analyzes employee lifecycle, engagement, inclusion, and culture data to identify trends, root causes, risks, and opportunities to improve employee experience and organizational performance.
- Prepares recurring and ad hoc people analytics reporting, including executive-level and monthly human capital reporting.
- Benchmarks organizational performance using internal and external data sources to assess trends and alignment with industry standards and best practices.
- Serves as a trusted internal consultant and subject matter expert in people analytics and data visualization, translating complex data into clear narratives that influence leadership decisions.
- This position must sit at out Home Office in Birmingham AL
License or Certification: - Certification in data analytics Ex: SHRM People Analytics Specialty Credential or CHDA - Certified Health Data Analyst (AHIMA)
- Microsoft PL-300 (Data Analyst Associate)
- Tableau Desktop Certified Professional
Minimum Qualifications: - Bachelor's degree in an organizational data-related field (organizational science, organizational behavior, industrial psychology) required; Master's degree preferred.
- 5-7 years in data science or data analytics; experience in HR/People data analytics preferred.
- Advanced Excel and PowerPoint skills.
- Experience with Qualtrics, Tableau, Visier, QlikView or other data visualization and analytical software preferred.
- Experience with SQL database query and report development skills.
- Strong experience in data management (i.e. cleaning, organizing, and compiling data from multiple sources for analysis).
Our benefits start day one- Affordable medical, dental and vision plans for full-time and part-time employees and their families.
- Generous paid time off that accrues over time.
- Tuition reimbursement and continuing education opportunities.
- Company-matching 401(k) and employee stock purchase plans.
- Flexible spending and health savings accounts.
- A community of people who love what they do. Yes, we see that as a benefit.
ResponsibilitiesThe
Senior Analyst, Organizational Development serves as a strategic, individual-contributor partner to Organizational Development, Human Resources, and enterprise leaders by delivering data-driven insights that inform organizational effectiveness, workforce strategy, and change initiatives. This role applies advanced people analytics, organizational diagnostics, and statistical modeling to analyze workforce, talent, engagement, and culture data, translating complex information into clear, actionable insights that drive informed decision-making.
Through close partnership with the National Director of Organizational Development and HR stakeholders, the Senior Analyst supports enterprise priorities by developing analytical products, dashboards, and executive-ready presentations; evaluating the impact of OD and change initiatives; and identifying trends, risks, and opportunities related to the employee experience and organizational performance. This role influences strategy through strong consulting, data visualization, and storytelling capabilities while collaborating across cross-functional teams to align talent and organizational objectives with business needs.
Responsibilities- Applies organizational diagnostics (quantitative and qualitative) to assess organizational health, effectiveness, and readiness for change at the enterprise, regional, and facility levels.
- Partners with the National Director of Organizational Development and OD leaders to translate analytical insights into actionable recommendations related to organization design, structure, roles, workflows, and decision effectiveness.
- Supports the CHRO and enterprise leadership by synthesizing insights, proactively identifying people-related risks and opportunities, and informing organizational strategy.
- Provides data-driven insights in support of enterprise change and transformation initiatives, including assessing readiness, adoption, impact, and sustainability using established change methodologies.
- Designs and evaluates measurement strategies to assess the effectiveness of OD initiatives, leadership programs, and change efforts using engagement, adoption, performance, and employee sentiment indicators.
- Conducts strategic workforce planning analyses in partnership with HR and business leaders, including demand forecasting, capacity modeling, critical role identification, skill gap analysis, and succession risk.
- Analyzes workforce supply, attrition, and talent pipeline data to inform short- and long-term workforce and business strategies.
- Leads the development, analysis, and interpretation of workforce and people data using advanced analytical tools, statistical methods, and visualization techniques.
- Develops and maintains HR scorecards, predictive models, dashboards, metrics, forecasts, and reporting solutions to support enterprise decision-making.
- Analyzes employee lifecycle, engagement, inclusion, and culture data to identify trends, root causes, risks, and opportunities to improve employee experience and organizational performance.
- Prepares recurring and ad hoc people analytics reporting, including executive-level and monthly human capital reporting.
- Benchmarks organizational performance using internal and external data sources to assess trends and alignment with industry standards and best practices.
- Serves as a trusted internal consultant and subject matter expert in people analytics and data visualization, translating complex data into clear narratives that influence leadership decisions.
- Reports questionable situations, concerns, complaints or harassment immediately.
- Organizes, plans, and manages time effectively to complete assignments.
- Completes mandatory training and courses required by completion date.
License or Certification:- Certification in data analytics
- Ex: SHRM People Analytics Specialty Credential or CHDA - Certified Health Data Analyst (AHIMA)
- Microsoft PL-300 (Data Analyst Associate)
- Tableau Desktop Certified Professional
