• Set priorities, methodologies, standards, and an operating rhythm for workforce planning analysis and decision support.
• Lead senior-level business and HR partnership to identify priority workforce questions, validate findings, and shape recommendations and executive insights.
• Build and strengthen workforce planning frameworks and tools that assess current- and future-state role requirements, capacity, capabilities, talent risks, internal pipeline, and other relevant workforce considerations.
• Ensure workforce planning insights translate into coordinated actions across HR Business Partners, Compensation, Talent Management, Talent Development, and Talent Acquisition, with ongoing tracking of decisions, actions, outcomes, and impact.

Advance Workforce Analytics

• Expand Workforce Analytics capabilities by strengthening predictive insights and decision-support tools that improve workforce and organizational decisions.
• Establish repeatable methodologies, analytical standards, and best practices that improve the consistency, quality, and impact of workforce analytics and planning.
• Evaluate and apply emerging technologies that improve analytical efficiency and workforce insights.

What You'll Bring:

• Bachelor’s degree or equivalent combination of education and experience.
• 7+ more years of progressively responsible experience in workforce analytics, people analytics, business analytics, finance, workforce planning, or a related analytical field.
• 3+ or more years of experience leading employees, complex projects, or strategic initiatives.
• Advanced proficiency in Power BI and Excel required; experience with Workday is preferred but not required.
• Experience using analytics to solve business or workforce challenges and translate data into actionable insights and recommendations.
• Experience developing analytical frameworks, tools, or processes that strengthened an existing analytics or workforce planning capability preferred.

Business and Analytical Acumen

• Knowledge of workforce planning, organizational effectiveness, workforce supply and demand, scenario planning, and talent trends.
• Ability to apply business and financial acumen to workforce questions involving cost, capacity, productivity, organizational capability, investment, and future talent needs.
• Experience applying workforce analytics, forecasting, trend analysis, scenario modeling, and workforce metrics.
• Ability to identify leading indicators and anticipate workforce risks, opportunities, and future needs.
• Strong analytical, quantitative, and critical-thinking skills with the ability to address complex and ambiguous questions.
• Ability to integrate multiple sources of workforce and business data into meaningful insights and recommendations.

Consulting, Communication, and Leadership

• Intellectual curiosity with the ability to quickly develop an understanding of the business, identify emerging workforce questions, and proactively develop analytical approaches that support workforce decisions.
• Ability to frame workforce questions, challenge assumptions, and develop practical, data-informed recommendations.
• Strong communication, presentation, and data storytelling skills with the ability to communicate effectively with leaders at all levels.
• Strong facilitation, relationship-building, and influencing skills.
• Ability to influence without direct authority and build trusted partnerships across a matrixed organization.
• Demonstrated ability to lead strategic initiatives, build or strengthen organizational capabilities, and drive continuous improvement.
• Demonstrated ability to coach and develop talent while fostering collaboration and accountability.
• Ability to exercise sound judgment when working with sensitive employee and workforce information.

Technical Knowledge

• Experience with workforce analytics platforms, business intelligence tools, data visualization technologies, and statistical analysis.
• Working knowledge of HR information systems and workforce data structures.
• Knowledge of Workday reporting and analytics capabilities preferred.
• Familiarity with emerging technologies that may improve workforce insights and analytical efficiency.

First American will consider for employment all qualified applicants, including those with arrest or conviction records, in a manner consistent with the requirements of applicable state and local laws (e.g., the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act).

First American intends to conduct a review of an applicant’s criminal history in connection with a conditional offer. First American reasonably believes that a criminal history may have a direct, adverse and negative relationship with the following material job duties for this position potentially resulting in the withdrawal of the conditional offer of employment: handling of confidential, proprietary or trade secret information belonging to First American or its customers, administrating or facilitating financial transactions, and the ability to meet customer-imposed criminal history requirements.

What We Offer

Originally posted on Himalayas