Workforce Planning Analyst - 991341

About the role

Nova Southeastern University (NSU) was founded in 1964 and is a not-for-profit, independent university committed to academic excellence and innovation. NSU offers competitive salaries, a comprehensive benefits package including tuition waiver, retirement plan, excellent medical and dental plans, and much more. NSU is a tobacco-free university that cares about the health and welfare of its students, faculty, staff, and campus visitors.

Responsibilities

• Supports annual and multi-year workforce planning processes for faculty and staff populations.
• Conducts workforce supply and demand analyses, including staffing trends, vacancy rates, turnover, retirements, and pipeline risks.
• Builds and maintains workforce forecasts and scenario models aligned to enrollment trends, budget assumptions, and institutional goals.
• Tracks and analyzes headcount, FTE, position data, and workforce composition across schools, colleges, and administrative units.
• Develops dashboards, reports, and presentations that translate complex workforce data into clear, actionable insights for HR leaders and campus stakeholders.
• Promotes data-driven decision-making by collaborating with HRIS, Finance, and Institutional Research to ensure data accuracy and consistency.
• Conducts ad hoc analyses in support of strategic initiatives, new programs, reorganizations, and leadership requests.
• Identifies data quality issues and recommends improvements to workforce data and reporting processes.
• Supports workforce planning consultations with deans, department heads, and administrative leaders.
• Partners with Finance to align workforce assumptions with budgeting and financial planning cycles.
• Contributes to workforce planning discussions related to faculty hiring, staff capacity, and organizational design.
• Aids in developing workforce planning frameworks, tools, and templates appropriate for a higher education environment.
• Documents methodologies, assumptions, and data sources used in workforce models and analyses.
• Stays current on workforce planning and people analytics best practices, with attention to applicability in higher education.
• Supports continuous improvement of HR strategy and planning capabilities.
• Completes special projects as assigned.

Requirements

• Knowledge of workforce planning principles, including workforce supply and demand analysis, headcount and FTE forecasting, scenario modeling, and workforce risk identification.
• Understanding of how workforce planning supports organizational strategy, budget planning, and long-range institutional goals.
• Familiarity with HR data elements such as positions, headcount, FTE, vacancies, turnover, and demographics.
• Working knowledge of HRIS platforms and related reporting tools.
• Understanding of data privacy, confidentiality, and ethical handling of employee and institutional information.
• Basic knowledge of operating budgets, labor cost drivers, and the relationship between workforce size and institutional financial sustainability.
• Skills in building and maintaining workforce models and forecasts using tools such as Microsoft Excel.
• Skill in developing clear, well-structured reports, dashboards, and visualizations that communicate workforce insights effectively.
• Skill in preparing executive-level materials and summaries to support decision-making.
• Ability to listen to business needs and tailor analyses to address specific workforce questions or concerns.
• Ability to work collaboratively with other departments.
• Ability to translate technical and quantitative findings into plain language insights for non-technical audiences.
• Ability to integrate HR data with financial, enrollment, or institutional data to support scenario analysis.
• Ability to analyze large and complex data sets to identify trends, risks, and insights related to workforce composition and planning.
• Ability to exercise sound judgment when working with confidential and sensitive employee, financial, and institutional data.
• Ability to maintain professionalism and discretion in all communications and analyses.
• Ability to identify workforce implications of institutional changes, such as new academic programs, reorganizations, or budget shifts.
• Ability to assess data quality issues and determine appropriate analytical approaches despite imperfect information.
• Ability to operate effectively in a dynamic environment with evolving priorities and assumptions.
• Ability to adjust analyses and recommendations as enrollment, budget, or strategic inputs change.
• Ability to support and influence workforce decision-making through data, insights, and clear communication rather than formal authority.
• Ability to build credibility and trust with stakeholders through accuracy, reliability, and responsiveness.

Qualifications

• Bachelor’s degree in Human Resources, Analytics, Economics, Business, Public Administration, Higher Education Administration, or a related field.
• 4–6 years of experience in workforce planning, people analytics, HR analytics, institutional research, or a related analytical role.

Skills

• Knowledge of workforce planning principles, including workforce supply and demand analysis, headcount and FTE forecasting, scenario modeling, and workforce risk identification.
• Understanding of how workforce planning supports organizational strategy, budget planning, and long-range institutional goals.
• Familiarity with HR data elements such as positions, headcount, FTE, vacancies, turnover, and demographics.
• Working knowledge of HRIS platforms and related reporting tools.
• Understanding of data privacy, confidentiality, and ethical handling of employee and institutional information.
• Basic knowledge of operating budgets, labor cost drivers, and the relationship between workforce size and institutional financial sustainability.
• Skills in building and maintaining workforce models and forecasts using tools such as Microsoft Excel.
• Skill in developing clear, well-structured reports, dashboards, and visualizations that communicate workforce insights effectively.
• Skill in preparing executive-level materials and summaries to support decision-making.
• Ability to listen to business needs and tailor analyses to address specific workforce questions or concerns.
• Ability to work collaboratively with other departments.
• Ability to translate technical and quantitative findings into plain language insights for non-technical audiences.
• Ability to integrate HR data with financial, enrollment, or institutional data to support scenario analysis.
• Ability to analyze large and complex data sets to identify trends, risks, and insights related to workforce composition and planning.
• Ability to exercise sound judgment when working with confidential and sensitive employee, financial, and institutional data.
• Ability to maintain professionalism and discretion in all communications and analyses.
• Ability to identify workforce implications of institutional changes, such as new academic programs, reorganizations, or budget shifts.
• Ability to assess data quality issues and determine appropriate analytical approaches despite imperfect information.
• Ability to operate effectively in a dynamic environment with evolving priorities and assumptions.
• Ability to adjust analyses and recommendations as enrollment, budget, or strategic inputs change.
• Ability to support and influence workforce decision-making through data, insights, and clear communication rather than formal authority.
• Ability to build credibility and trust with stakeholders through accuracy, reliability, and responsiveness.