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.