Retail Workforce Management Analyst

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JOB FUNCTION / SUMMARY:
The Retail Workforce Management Analyst administers the FTE Staffing & Scheduling model for the Core Retail Bank providing total bank level and market level analysis and delivering FTE recommendations to all levels of Retail leadership on an as needed basis to include reporting.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Manages and maintains the FTE forecasting model by maintaining all model attributes, activities, time standards, and settings, coordinating and making updates based upon revised and new data feeds (as needed), adding new branches and designating closed branches, maintaining model documentation
Serves as FTE Staffing & Scheduling subject matter expert
Works with appropriate business partners and Retail representatives to ensure the model accurately reflects the current/anticipated financial center operating environment
Responsible for the validity and accuracy of the staffing model
Produces quarterly staffing forecasts used in FTE need determination and financial center scheduling.
Produces centralized reporting to retail leadership to assist with FTE needs and effectiveness of the financial center delivery channel.
Analyzes trends in recommended staffing levels and financial center activity volumes and provides recommendations to Retail leaders for efficiency improvements, as well as performs “what if” analyses to determine FTE impacts as the financial center operating environment changes and in support of decision-making.
Understands the bank's delivery strategy.
Works closely with Retail and Branch Management, and Human Resources to ensure model and recommendations are in Retail initiative and hiring processes.
Communicates model components to all levels of Retail Management to facilitate education and support.
Reviews model results and provides findings and recommendations to all levels of Retail Management.
Conducts in-branch fieldwork and participates in time studies as needed to support ongoing changes and accuracy of model.
Performs User Acceptance Testing following software upgrades.
Participates in and/or leads strategy sessions with Retail and State Management regarding how to implement model recommendations with the branch network
SUPERVISORY RESPONSIBILITIES:
NONE
MINIMUM REQUIRED EDUCATION, EXPERIENCE & KNOWLEDGE:
High school diploma or general education degree (GED). Bachelor’s degree is preferred.
2+ years related experience and/or training; or equivalent combination of education and experience.
Experience in modeling concepts, and systems development and implementation
General knowledge of capacity planning and staff scheduling principles and techniques
General understanding of banking network and supporting business partners
Advanced knowledge of, Microsoft Office products to include Word, Excel, Access, PowerPoint and Outlook
Strong desktop computer skills including spreadsheets, databases, word processing and presentations
Excellent communication, analytical, customer service and organizational skills
Demonstrated ability to specify requirements for and maintain large databases, professional forms, detailed reports, and complex programs.
Strong analytical, conceptual, and problem solving skills
Ability to analyze data and offer alternative solutions
Strong concern for accuracy and attention to detail
Strong communication and documentation skills
Ability to work within predetermined timelines
Ability to prioritize and multi-task effectively
Ability to work independently with little direct supervision
Ability to lead project teams
ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS:
Ability to travel if required to perform the essential job functions
Ability to work under stress and meet deadlines
Ability to operate related equipment to perform the essential job functions
Ability to read and interpret a document if required to perform the essential job functions
Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an “undue hardship” then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.
Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.