Director Workforce Operations-Forecasting & Analytics (Remote Available)

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timePosted 3 days ago location United States salarySalary undisclosed
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Job Description

Company :Hm Health Solutions Inc.Job Description :JOB SUMMARYThis role leads the demand, capacity, and resource management functions for the company. Responsibilities include comprehensive pipeline forecasting and management, long range capacity planning, intra-day and command center capabilities, staffing impact assessments, budgetary direction and oversight, metric management, and remediation planning. This position ensures collaboration between client engagement teams (internal partners) and the demand capacity team (direct reporting team) to drive consistency in forecast modeling and pipeline data collection.Leader is responsible to build and maintain comprehensive planning models that influence and partner across client portfolios, roadmaps, and work type including strategic projects and routine maintenance. Leader must direct and oversee company-wide specific performance measurements and monitoring of operational, process, and human performance metrics, used to drive decision making on capacity and resource allocations while also strategizing for the workforce needs of the future. Leader will be responsible the development and upskilling of our team members, ensuring we have the supply to match forecasted demand. This includes maintaining oversight and coordination for position requests and approvals, ensuring alignment to budget and inventory needs and efficient labor mix between employed and contingent workers and various site locations. Serve as key liaison to supply partners including contractors, partners, and Thryve.This position oversees the match & deploy function accountable for planning and operationalizing the matching of internal skill sets with inbound demand and deploying those resources to project(s) as necessary.Leader will be responsible for workforce analysis to plan for and quantify impacts to the business such as new products, technology changes, process improvements, system outages, and inventory fluctuations as well as thinkUP activities.This leader can sit outside of Pittsburgh, PA.Employee Referral Payout: Level 2ESSENTIAL RESPONSIBILITIESPerform management responsibilities to include, but are not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plan, organize, staff, direct and control the day-to-day operations of the department; develop and implement policies and programs as necessary; may have budgetary responsibility and authority.Drive the strategic direction of workforce planning and capacity management, staff solutions strategy, and geographic diversification. Create optimal capacity plans and set staffing targets for our business by managing trade-offs between Customer Experience/Service Levels, Employee Experience, Operational Flexibility, and Cost Effectiveness.Lead the end-to-end cycle of workforce planning from collection during annual planning to tracking and governance throughout the plan year. Establish a forecast process that creates greater accuracy and agility in understanding the workforce needs at a level of granularity that includes number and type of resources, critical skills in demand, analysis of available supply and plan to address gaps.Provide analytics and interpret results to support the business decision involving internal labor modeling, location strategy, organization workforce design, workforce competency modeling, etc. Ongoing evaluation, management and reconciliation of data with an emphasis on accurate interpretation of data in order to identify potential issues and provide solutions.Other duties as assigned or requested.MINIMUM QUALFICATIONSBachelor's Degree10 years of experience in two or more significant business or operational functionsTo Include7 years of defining and/or utilizing operational or performance metrics, performance monitoring reports, remediation plans and related management controlsSKILLSSolid understanding of people metrics with ability to explain the data insights to business partners.Demonstrated experience modeling workforce trends and analytics, including the utilization of various forms of data analysisStrong communication skills with ability to present to different levels of business partnersdemonstrated experience with operations service monitoring technology for workforce planning capabilitiesPHYSICAL, MENTAL AND WORKING CONDITIONSPosition TypeOffice BasedTeaches / trains others regularlyDoes Not ApplyTravel regularly from the office to various work sites or from site-to-siteDoes Not ApplyWorks primarily out-of-the office selling products/services (sales employees)Does Not ApplyPhysical work site requiredDoes Not ApplyLifting: up to 10 poundsDoes Not ApplyLifting: 10 to 25 poundsDoes Not ApplyLifting: 25 to 50 poundsDoes Not ApplyDisclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.Compliance Requirement: This position adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times. In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company's Handbook of Privacy Policies and Practices and Information Security Policy.Furthermore, it is every employee's responsibility to comply with the company's Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability.EEO is The LawEqual Opportunity Employer Minorities/Women/ProtectedVeterans/Disabled/Sexual Orientation/Gender Identity ()We endeavor to make this site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact number below.For accommodation requests, please contact HR Services Online at Consumer Privacy Act Employees, Contractors, and Applicants Notice