APPLICANTS MUST BE PERMANENT IN THE STAFF ANALYST CIVIL SERVICE TITLE OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE
The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self-sufficiency as quickly as possible.
Human Resources Solutions (HRS) supports the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce.
Under the supervision of the Executive Director of Human Resources Information Systems and Workforce Analytics, the People Data & Strategy Analyst plays a crucial role in providing supportive analysis and assists in operational, procedural, and workforce analyses within the agency. This position will be responsible with focusing on data insights into strategic actions.
The Analyst will leverage advanced data analytics, strategic decision-making, to help improve the overall efficiency, effectiveness, and performance of the organization’s people operations. The role includes conducting research, analyzing data, and assisting in developing data-driven strategies for process improvements and operational effectiveness. The People Data & Strategy Analyst will utilize data tools and technologies to develop workforce strategies and initiatives.
Human Resources Solutions (HRS) is recruiting one (1) Staff Analyst Level II to function as the People Data & Strategy Analyst who will:
- Develop and maintain the Chief People Officer (CPO) dashboard booklet on a monthly basis, producing data visualizations and workforce insights that support strategic decision-making across the Human Resources Solutions (HRS) and Office of Labor Relations (OLR) leadership teams.
- Respond to ad hoc HR data requests and special projects, gathering, validating, and analyzing data from relevant sources to deliver clear insights and recommendations
- Analyze and interpret key workforce data related to recruitment, onboarding, offboarding, discipline, employee leave, retirements, and workplace injuries, providing insights to the Executive Director.
- Design and produce data visualizations, reports, and executive presentations, to communicate recommendations based on complex workforce data and operational findings to senior leadership in an accessible and strategic manner.
- Develop training materials and instructional videos for support staff adoption of new processes and systems, improving operational efficiency and consistency across teams.
- Conduct HR-focused research and operational analysis to identify process gaps, improve workflows, and support data-informed solutions that enhance the effectiveness of HR programs and services.
- Collaborate cross-functionally with HR teams, leadership, and operational stakeholders to identify workforce challenges, analyze underlying data, and develop data-driven recommendations to support HR strategy and operational effectiveness.
- Coordinate and manage HR-related projects across functional areas, collaborating with internal stakeholders to support project planning, track progress, and ensure timely completion of deliverables.
- Supervise and provide guidance to interns and temporary staff (temps), ensuring the timely and accurate completion of data analysis, reporting, and project deliverables.
Hours/Schedule: 9 to 5
STAFF ANALYST - 12626
A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school; or
A baccalaureate degree from an accredited college and two years of satisfactory full- time professional experience working in one or a combination of the following areas: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area.
An associate degree or completion of 60 semester credits from an accredited college and four years of satisfactory full-time professional experience as described in "2" above.
A four-year high school diploma or its educational equivalent approved by a State's department of education or a recognized accrediting organization and six years of satisfactory full-time professional experience as described in "2" above.
A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma.
The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.
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