Manager, Global People Analytics (Job Analysis & Assessment)

POSITION PURPOSE:

Fresenius Medical Care, an $18 billion company and largest Kidney Care company in the world, is seeking a Manager, Global People Analytics (Job Analysis & Assessment) to join our growing Global People Analytics team.

As a member of the Global People Analytics (GPA) Team, the Manager position will lead the execution of work in the areas of Job Analysis & Assessment and Employee Listening. In addition to leading the execution of work in these key areas, the Manager, Global People Analytics will also support the execution of analytics projects driven by the GPA Team in support of Total Rewards, Talent Acquisition, Organization Effectiveness, Leadership, and Learning.

Responsibilities

I. Job Analysis & Assessment: Leads the execution of job analysis & assessment work. Conducts scientific studies of roles across the organization to identify critical knowledge, skills and abilities (KSAs) required for success, and provide guidance on best practices of assessing both internal and external talent.

1. In partnership with internal I/O Psychologists and third party assessment consulting firms:

i. Conduct robust job analysis studies (e.g., review job descriptions, success profiles, training manuals; conduct interviews/focus groups with SMEs, conduct job observations)

ii. Identify KSAs that are both critical to success on the job and required upon entry

iii. Gather validity evidence (e.g., criterion-related validity, content-related validity)

iv. Conduct adverse impact analyses

v. Develop training & support materials for HRBPs

1. Serve as a subject matter expert on assessments, providing consultation to our internal stakeholders regarding best practices in the field
2. Continuously review the utility and validity of pre-hire assessments, especially as jobs continue to evolve, to ensure the appropriateness of our selection procedures
3. Optimize the efficiency and effectiveness of interview processes by:

i. Developing structured interview guides for non-technical competencies including competency definitions, structured behaviorally based questions, probing questions, and behaviorally anchored rating scales (BARS)

ii. Developing & deploying structured interview training for hiring managers and HR

iii. Partnering with the business and HR to identify the need for customized interview guide support – particularly across large workforce segments (e.g., PCTs, Nurses, Clinical Managers/ATLs/FAs, Manufacturing & Supply Chain) and develop customized structured interview guides for key roles (e.g., CMs, DOs)

1. Lead the development of capability assessments to inform buy/build decision making
2. Lead the rollout of developmental assessments to measure organizational/leadership/team/ change effectiveness

II. Employee Listening: Leads the execution of employee listening work, in close partnership with the Office of Experience. As a subject matter expert on measurement practices, survey development, and sampling methodology, the Manager will support in the design and launch of employee surveys, focus groups and interviews, analysis of results, and presentation of key insights back to HR and the business in a way that inspires action

1. Conduct intake meetings with key stakeholders in the business to understand business questions and advise on the appropriate method of gathering employee feedback (e.g., survey, focus groups, interviews)
2. Provide guidance on best practices in developing survey items (e.g., ensure items appropriately measure construct domain, items not double-barreled)
3. Coach HRBPs, business stakeholders, and more junior team members on best practices regarding surveys, focus groups, etc.
4. Partner closely with Global Communications, HR Leadership & business stakeholders to develop and implement communication strategy prior to survey launch
5. Design and launch ad hoc surveys, analyze survey results and report results to leadership outlining recommendations and action items
6. Support the stay interview program (Engagement Check-Ins) aimed at identifying and correcting pain points for employees to increase engagement and minimize flight risk & turnover by providing guidance on measurement and analysis best practices

Requirements

• Proficient in at least one programming language (e.g., R, Python)
• Demonstrated experience leading large job analysis projects at varying levels within the organization (e.g., frontline roles, leadership)
• Master’s Degree in Industrial-Organizational Psychology, PhD preferred
• Experience leading a team of high performing I/O Psychologists and Analysts
• Proficient with Tableau
• Ability to draw inferences from disparate pieces of data; quickly identify key findings; and the ability to link to implications and provide recommendations
• 3+ years of experience managing people
• Excellent verbal/written communication skills and effective presentation skills
• Proven ability to use data, analytics, and business knowledge to solve complex business problems
• Proficient with Qualtrics
• Proficient with Microsoft Excel
• Strong attention to detail
• 6+ years of work experience in an Assessment, I/O Consulting, or People Analytics role
• Ability to frame analytic findings in a digestible and business friendly format that identifies key business implications and inspires action; must be able to create visually-appealing Executive Summaries using Microsoft Office (e.g., Word, PowerPoint)
• A strong intellectual curiosity with a desire to understand, and support the global organization in preparing for, the future of work
• Successful track record of superior service delivery and change management in a global environment
• Demonstrated experience developing, validating, and implementing pre-employment and developmental assessments in a large organization, either internally or as an external consultant