Manager, Analytics and Workforce Planning

at  TransLink

MARKETING STATEMENT

A career at TransLink and our family of companies means working with people with a wide range of skills and perspectives, all teaming up towards a common goal: preserving and enhancing the region’s world-envied quality of life. Together, we connect the region and enhance its livability by providing a sustainable transit and transportation network, embraced by our communities and people.
At TransLink we are dedicated to building a workforce that reflects the diversity of the communities in which we live. We’re committed to fostering an inclusive, equitable and accessible workplace, recognizing the unique value and skills every individual brings.
Looking for a great place to work where your contributions are valued and you can make a difference in a vibrant city? At TransLink, one of BC’s Top Employers, you’ll help make Metro Vancouver a better place to live, built on transportation excellence. Put your future in motion!

KEY ACCOUNTABILITIES

Leads the HR analytics team in gathering, analyzing, and interpreting HR data to deliver actionable insights.
Develops dashboards, reports, and data visualizations to present insights to senior leadership.
Ensures data accuracy and integrity across HR systems throughout the entire employee lifecycle.
Identifies key HR metrics and KPIs that align with the People & Culture team’s strategic goals, continuously monitors and refines these metrics to ensure they effectively measure HR performance.
Implements and manages HR analytics and workforce planning tools and platforms.
Conducts external research to stay informed about emerging trends and best practices in workforce analytics and planning, determining their potential applications for programs and initiatives.
Leads the development of workforce planning strategies and frameworks in collaboration with managers and senior leaders. Conducts risk assessments for employee segments based on market and workforce analysis, providing accurate, insightful, and contextual reports on workforce skills and trends to support business decisions. Identifies gaps and risks by workforce segment and recommends solutions for short, medium, and long-term workforce needs, skills, capabilities, efficiencies, and alternative talent models aligned with business requirements.
Develops and maintains long-term models, short-term forecasts, and ad-hoc modeling to inform staffing, budgeting, workload distribution, and strategic and tactical decision-making to support the achievement of service objectives.
Provides senior-level expertise and support on workforce planning activities aligned with industry standards. Assists with the development, updating, and maintenance of key workforce planning and analytics processes, tools, and data models.
Drives continuous improvement and automation, developing, implementing, and monitoring plans to ensure effectiveness and compliance with policies, regulations, and accepted standards, principles, and practices. Monitors design and delivery, addresses gaps and emerging business needs, and advises management on policy and procedure improvements. Manages risk and ensures risk mitigation plans and strategies are in place and reported.
Oversees the lifecycle of medium to large-scale projects and initiatives with high complexity, including project development, implementation, budget management, timelines, deliverables, and stakeholder engagement. Reports on project progress, risks, timelines, milestones, and key metrics to senior leadership, offering suggestions and recommendations to mitigate risks and resolve issues.
Delivers training to senior management on HR analytics and workforce planning. Develops an approach for assessing workforce planning effectiveness, monitoring plan development, and ensuring performance aligns with business and regulatory needs.
Participates in various joint steering committees, working groups, and processes, providing expertise and guidance to ensure compliance with industry standards in workforce planning and analytics.
Drafts, prepares, and presents sensitive and confidential analyses, briefings, and reports for management.
Establishes and maintains relationships with internal stakeholders to gather feedback, identify opportunities, and propose practical solutions. Collaborates with external stakeholders and subject matter experts to identify best practices and advocates for increased awareness of HR data and workforce planning issues in the workplace.
Works closely with the Talent Acquisition team to identify gaps and skills shortages, creating partnerships and analyzing market trends, including talent availability and sources. Collaborates with the Organizational Development and Equity, Diversity, and Inclusion (EDI) teams to align and integrate practices into all planning activities.
Sets department goals and work plans, implements processes and procedures, and leads optimized service delivery while overseeing the department budget.
Manages the team, including recruitment, selection, development, coaching, performance management, and other people management activities. Oversees relationships with contractors and consultants, providing work direction and ensuring contract compliance.

EDUCATION AND EXPERIENCE

The qualifications for this role are obtained through the completion of an undergraduate degree in Human Resources, Business Analytics, Data Science, or a related field, along with five (5) years of relevant experience at progressively higher levels of responsibility, demonstrating a strong ability to plan and execute HR Analytics and workforce planning programs. A CPHR designation is considered an asset.

OTHER REQUIREMENTS

Advanced knowledge of the theories, principles, practices and techniques pertaining to HR functions and in particular, HR analytics and workforce planning.
Proficiency with analytics tools (e.g., Excel, Power BI, Tableau) and HR systems (e.g., Workday, Oracle Fusion, SAP SuccessFactors).
Advanced relationship-building skills with ability to develop critical partnerships with business leaders and employees, and ability to collaborate effectively with colleagues in a multi-disciplinary context.
Advanced planning skills to develop work plans for areas of accountability, in alignment to business objectives.
Advanced interpersonal and communication skills to provide specialized guidance and expertise to managers and staff; and to develop and manage critical relationships.
Solid analytical and problem-solving skills to identify and mitigate workforce planning risks, gaps and issues.
Solid organizational and time management skills.
Advanced program and change management skills to manage deployment and roll out of initiatives and facilitate related changes.
Solid leadership skills with ability to manage directly reporting staff, and also to provide specialized guidance and expertise to all levels of the organization.

PRIMARY PURPOSE

Plays a critical role in fostering data-driven decision-making within the human resources function and leads the planning, development, implementation, and continuous management of workforce planning capabilities to ensure the achievement of strategic goals and objectives. Conducts risk assessments by employee segment based on market and workforce analysis, identifying gaps, risks, and opportunities for short, medium, and long-term planning. Develops a roadmap for enhancing and standardizing HR analytics capabilities and workforce planning, while identifying the talent needed to support strategic objectives.