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Senior Workforce Analyst

At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference.

What’s the role?

As a Senior Workforce Analyst, you will have the opportunity to leverage your analytical expertise to drive strategic decision-making and optimize our workforce performance, transforming HR data into actionable insights that will shape our workforce planning and drive our organizational success. You will be responsible for analyzing HR data, identifying trends, and providing actionable insights to our business leaders. By leveraging our data infrastructure and platforms, you will communicate key findings and recommendations that will guide our senior leadership team in making informed workforce and talent decisions.

Your expertise will be crucial in developing and implementing strategic workforce plans aligned with our organizational goals. By evaluating workforce productivity metrics, identifying areas for improvement, and collaborating with cross-functional teams, you will drive process enhancements and create a more productive and engaged workforce. Additionally, you will play a vital role in attracting and retaining top talent by analyzing recruitment data, identifying opportunities for improvement, and recommending strategies to enhance our hiring and retention practices.

KEY OUTCOMES DRIVEN BY THIS ROLE:

  • Actionable Insights : Analyze HR data to identify trends, patterns, and insights that will empower our leaders to make informed decisions. Create reports and visually appealing dashboards that communicate key findings and actionable recommendations.

  • Optimized Workforce Performance : Evaluate workforce productivity metrics and identify areas for improvement. Collaborate with HR teams to ensure key performance indicators (KPIs) and metrics are aligned with our organizational goals and driving understanding of risks and opportunities. Leverage analysis to recommend process improvements and enhance workforce productivity.

  • Top Talent Engagement & Retention : Analyze recruitment, engagement, and turnover data to identify areas for improvement in our selection, onboarding, and career development processes. Make data-backed recommendations to increase our ability to attract and retain top talent.

  • Strategic Workforce Planning : Conduct in-depth analysis of internal and external workforce data to assess talent supply and demand, predict talent gaps, and model future scenarios to accurately identify and prioritize talent risks and opportunities. Develop long-term workforce plans to support business growth and ensure we have the skills we need now and for the future.

  • Robust, Benchmarked Data : Integrate, correlate, and compare HR data from across platforms and channels to build a vibrant and complete picture of our workforce. Leverage external data to benchmark key metrics and provide competitive and market insights.

  • Strong Business Alignment : Partner closely with business leaders to deeply understand their strategy, goals, OKRs, and priorities. Deliver analytics and insights tailored to the business and designed to positively influence leaders for change.

  • Compliant and Optimized Processes : Evaluate the impact of HR policies and procedures for compliance and effectiveness. Implement data cleansing and validation procedures to ensure the accuracy and reliability of HR data.

OUR MOST SUCCESSFUL CANDIDATES WILL:

  • Embody continuous learning, curiosity, and a growth mindset. They will fluidly share findings and new insights with peers and leaders through coaching and mentoring across levels.

  • Feel a strong sense of personal accountability for high quality, accurate, value-driven work that supports business outcomes; places the user in the center of decision making; and prioritizes speed, agility, and innovation in work.

  • Be responsive to changing business needs, manage and prioritize concurrent assignments, and handle ambiguity with ease. They will have a strong customer orientation and a consistent record of hitting deadlines.

  • Demonstrate skill in capturing information systematically; consider a broad range of issues and factors; grasp complexities and perceive relationships among problems or issues; and use accurate logic in analysis.

  • Value diversity of thought and prioritize proactive consultation that anticipates our partners' needs; have the ability to manage up, down, and across seamlessly to support our goals and team engagement as effective advocates for the needs of their team.

OTHER QUALIFICATIONS:

  • Bachelor's degree in HR, Business Administration, or a related field.

  • Demonstrated ability to effectively analyze complex HR data sets, identify patterns, trends, and insights, and translate them into actionable recommendations. Proficiency in statistical analysis, data modeling, data story-telling and visualization techniques.

  • In-depth knowledge of HR and workforce planning strategies. Strong understanding of talent acquisition, retention, engagement, development, performance management, succession planning, total rewards, and diversity and inclusion and principles and best practices to deliver effective guidance to business leaders.

  • Strong business acumen, with the ability to quickly and deeply understand the organization's goals, challenges, and industry trends to align workforce strategies with business objectives.

  • The ability to effectively and compellingly convey complex data and insights in a concise and intuitive manner. Strong presentation skills to deliver impactful reports, dashboards, and presentations that influence decision-making at the senior leadership level.

  • Proven track record of building strong relationships with stakeholders. Excellent interpersonal and collaboration skills and the ability to influence and persuade business leaders, gaining their trust and buy-in for data-driven recommendations.

  • The ability to think critically, identify challenges, and propose innovative solutions based on data analysis to support business leaders in overcoming hurdles and achieving their strategic goals.

#LI-Hybrid

Compensation Range:

Pay Range - Start:

$75,180.00

Pay Range - End:

$139,620.00

Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please click here for additiona l information relating to location-based pay structures.

Grow your career with a best-in-class company that puts our client’s interests at the center of all we do. Get started now!

We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law.

If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits.


FIND YOUR FUTURE

We’re excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion.