Workforce Planning Consultant

This position supports Kaiser Permanente’s code of conduct and compliance by adhering to all laws and regulations, accreditation and Licensure requirements, and internal policies and procedures. Kaiser Permanente is proud to be an equal opportunity/affirmative action employer. For other employment oppotunities with Kaiser Permanente, visit our website at www.jobs.kp.org. DEPARTMENT: HR – WORKFORCE PLANNING SCHEDULE:  Full-Time Regular; 40 hours per week; Day shift; Scheduled day and time are contingent on departmental needs. EDUCATION/LICENSE/CERTIFICATION: Bachelor’s degree in Business Administration, Human Resources, Economics, Operations Research, Public Health Administration, Healthcare Administration or equivalent. Master’s degree preferred. Four or more years of experience including senior level consultation (business case development, design, implementation). JOB SUMMARY: Consult with leadership, management and labor partners to address strategic workforce planning issues to include determining the workforce planning challenges and structuring the problem-solving approach. The position will provide high level analytical support, expert consultation, complex project management and comprehensive management reports that evaluate, assess, forecast and address projected workforce needs enabling Kaiser Permanente to meet current and future organizational goals. QUALIFICATIONS: Demonstrated ability to conduct and interpret highly complex quantitative and qualitative analyses (e.g. retirement risk, utilization & productivity, payroll & registry costs, demographics, diversity). Advanced proficiency in PowerPoint, MS Word, and MS Excel including experience extracting and manipulating data, designing reports, models, databases, creating pivot tables, database functions, graphing and formulas. Candidate will be tested to verify level of competency. Experience:- Developing forecasting models and conducting forecasting processes (supply/demand). - Designing analytical methodologies, management reports and interpreting and presenting quantitative data (survey and correlated external competitive research). - Producing business cases and cost/benefit analysis, including financial modeling. History of management consultation and leading collaborative efforts that include identifying key business issues and developing and evaluating appropriate and alternative action plans that incorporate multi-disciplinary perspectives (preferred technical expertise in talent management scope including recruiting, retention, staff development/career ladders, pipeline development, internships, and rotations). Demonstrated ability to manage client relationships through influence, partnership and collaboration to move work forward.Demonstrated effective interpersonal, written, presentation and facilitation skills.Demonstrated ability to build and facilitate cross-functional teams to implement projects.Ability to proactively tailor communications and style to a broad range of specific audiences and transfer team knowledge and tools to clients. Ability to adapt to changing priorities in managing a wide range of projects.Ability to work effectively both independently and as part of a team.Familiarity with and knowledge of HR systems, structures and practices and labor management structures, contracts and processes.Ability and willingness to travel approx 30% of the time within Northern California Region. PREFERRED QUALIFICATIONS:Healthcare experience preferred. Strong MS Access experience preferred. SKILLS TESTING:  N/A DUTIES:  The role contributes to the department goals by leveraging the following tools and processes: - Survey and correlate external competitive research- Partner with Metrics Team to give client KP data and analysis on - Retirement risk, Recruitment and selection (including entrance interviews)- Retention (including exit interview)- Utilization and productivity; Payroll and registry costs- Demographics and diversity- Mercer modeling (internal labor market mapping) - Focus groups & Expert Interviews- Supply and demand forecasting Under direction of department management, assists in defining/framing multi-dimensional strategic Workforce Planning management issues (recruiting, retention, staff development/career ladders, pipeline development, internships, rotations); develops actionable processes, strategies, analyses, timetables and work plans. Provides strategic analysis, consultation and support to department management, HR Workforce Planning Consulting and regional/area management and leadership to assess, evaluate, project and address workforce planning needs. Partners and consults with a broad range of constituents, including area and regional leaders, managers and labor partners to develop strategies to assess, evaluate and address issues that impact workforce needs (technology changes, regulatory changes, re-skilling, corporate initiatives that impact jobs and staffing). Contributes to the development of methodologies for supply/demand workforce forecast models. Collects data and gathers input, including conducting interviews and focus groups, and prepares quantitative forecast. Analyzes current state, identifies trends and forecasts future state. Performs gap and oversupply analysis. Under the direction of department management, works with leadership to evaluate findings and develop strategies to address workforce challenges. Develops and/or contributes to Workforce Planning Toolkit (systems, process, tools, reports) that supports functional, regional and areas workforce planning. Leads and/or supports (depending on size, complexity, and visibility of projects) efforts that include development and interpretation of workforce, recruitment, retention and redeployment data (retirement risk; recruitment and selection including entrance interviews; retention including exit interviews; utilization and productivity, etc). Synthesizes, analyzes and identifies key findings (demographics and diversity; payroll and registry costs; Mercer modeling – internal labor market mapping; survey and correlated external competitive research). Creates management reports and presents findings to management, leaders and sponsors. Tracks performance metrics related to workforce planning. Consistently supports compliance and the Principles of Responsibility (Kaiser Permanente’s Code of Conduct) by maintaining the privacy and confidentiality of information, protecting the assets of the organization, acting with ethics and integrity, reporting non-compliance, and adhering to applicable federal, state and local laws and regulations, accreditation and licenser requirements (if applicable), and Kaiser Permanente’s policies and procedures.  Kaiser Permanente conducts compensation reviews of positions on a routine basis.  At any time, Kaiser Permanente reserves the right to reevaluate and change job descriptions, or to change such positions from salaried to hourly pay status.  Such changes are generally implemented only after notice is given to affected employees.  - Kaiser Permanente is an AA/EEO employer - Additional Information Reference Code: RE.0801645 Position Type: Full Time, Employee