Workforce Management Analyst

Position

Description:

An opportunity has become available within TFG Human Resources for a Workforce Management Analyst.

Key responsibility in this role is the development of business staffing/scheduling plans, models and forecasting for the retail (stores) operations environment.

Key performance areas will be:

• Provide scheduling and forecasting solution that is aligned to business strategies and budgets
• Develop data-driven, high quality store scheduling forecasts and plans at multiple levels / store size & brand variation
• Applies business, statistical and predictive modelling expertise to identify underlying trends
• Collects and maintains data associated with store trade for both long and short term periods to continuously develop model and identify patterns
• Works directly with business to determine future business plans and changes which will impact staffing model and prepare for the change appropriately
• Complete analysis and provide insight into business solutions and proposed innovative ideas

Data Analysis (Workforce & Store Operations)

• Identify the characteristics that affect staffing and scheduling (Store size, brand format, trading patterns)
• Analyse the current factors affecting overstaffing & understaffing
• Identify the entities affected by WFM
• Identify the business factors that have an impact on scheduling patterns
• Sources all data structures for workforce planning

Calculate Staffing requirements

• Identify the staffing options for the different store formats and highlight the advantages and challenges associated with each
• Identify the WFM requirements per environment
• Outline the steps of calculating staff needs
• Identify the components of staff workload
• Define the store operations / customer service impact when staff is added or reduced
• Define and Calculate the occupancy and productivity measures

Create Workforce Schedules

• Identify the factors and perspectives that needs to be considered in scheduling for the group and brand format
• Classify the most likely conflicts in the scheduling process
• Identify the benefits / drawbacks of employment category variations
• Highlight legislative / labour environment challenges
• Identify methods and processes for managing shifts / time-off and unexpected “what-if” scenarios

Reporting & Trend Analysis (Feedback & Communication)

• Develop real-time reporting
• Track group and stores performance
• Develop dashboards to communicate key workforce metrics
• Develop presentation material to communicate & educate key WFM concepts
• Develop workforce schedule monitoring tools and methods
• Propose recommendations to internal management team for staffing needs and alternatives

Requirements:

• Degree in business, BSC, stats or IT (Mathematics) or 3 years relevant experience
• Experience with WFM software (preferable)
• 2-3 years Data analysis / Data Mining experience
• In depth understanding of basic conditions of employment
• Computer literate with advanced knowledge of excel
• Minimum 3 years proven experience in scheduling and forecasting preferably within retail environment (highly preferable)
  HR
• Ability to persuade and influence stakeholders
• Team Management & Leadership Skills
• Clear and Concise Communication skills, both verbal and written
• Functional / Technical
  
  Skills:
  
  must have strong quantitative, analytical and technical aptitude
• Must possess the ability to work under pressure, meet deadlines and be accountable for performance and able to adapt to a fast-paced and change-oriented environment including complex projects
• Problem solving : must demonstrate the ability to proactively find and define problems, understand the business impact and identify the relevant solutions and provide recommendations for action and implementation
• Positive, proactive and highly motivated
• Must be willing to take initiative for learning and increasing knowledge and skills in a self-directed manner to improve performance and add value
• Aptitude to learn with high attention to detail
• High numeracy & interest in numbers & data
• Retail operational insights advantageous

Preference will be given, but not limited to, candidates from designated groups in terms of the Employment Equity Act