I have been begging VPs of HR to hire human resources business analysts.
Anyway, the job description starts off like this:
The Amazon Device team designs and engineers high-profile consumer electronics, including the best-selling Kindle family of products. We have also produced groundbreaking devices like Fire tablets, Fire TV, Fire phone, and Amazon Echo. What will you help us create? Work hard. Have fun. Make history.
You could do worse for a compelling brand.
In this role, you will be part of the Kindle Human Resources organization and work closely with HR and Recruiting teams across the globe, building on your strong analytical skills to support the team with regular production of metrics and analytics that are meaningful and scalable. Reporting to the Director, Human Resources, you will work closely with a wide range of business professionals across Amazon, including HR and Recruiting, to apply advanced modeling techniques and build predictive models to help drive business decision-making.
It is a wordy description to say, “You get to build something cool.” Amazon must have expectations for regular reports on meaningful HR metrics, but you get to build something—predictive models that inform important business decisions. That’s pretty sweet. Every HR leader needs this for her team. Can’t afford to hire for this role? Move existing headcount. Can’t move existing headcount? Get an intern, dammit.
Now let’s move on to the duties of the job. I hate bullet-driven lists in job descriptions. Can’t we find a better way, especially when activities like these are pretty important?! But look at these responsibilities:
* Develop and maintain recruiting and HR scorecards for leaders in the Kindle organization that include analysis of recruitment cycle performance and results, as well as predictive indicators and modeling of future performance
* Design, develop and evaluate highly innovative models for forecasting purposes
* Establish scalable, efficient, automated processes for large scale data analyses
* Provide ad-hoc or special project data analysis to HR and business leaders that enable them to achieve their goals, drive decision making and create new strategies where necessary
* Gather and manage large datasets from multiple sources
* Contribute to the research of external benchmark information that enables HR teams to foresee future talent trends
* Build and maintain strong partnerships across HR and the business
Do you see a theme here? (“Forecast. Predict. Benchmark. Data. Help us figure out where we’re going.”) Beyond delivering payroll and keeping clocks running, this is the skill set that every HR leader needs on her team.
Now here comes the dump.
* Driven and results oriented, with strong business acumen and quantitative analytical abilities
* Experience in SQL and ability to create queries using SQL
* Ability to create custom pivot tables and create dynamic charts and graphs from complex data
* Innovative collaborator who designs unique analytical tools and methodologies
* High degree of accuracy and expertise in the use of leading edge tools for all data creation, research, and analyses
* Knowledge of basic or advanced statistical techniques
* Ability to use R Statistical Computing Language
* Ability to work independently, as well as an active member of both business and HR teams
* Ability to create, maintain and disseminate information to stakeholders for multiple projects/work streams at one time
* Excellent written and verbal communication; high-quality document and report preparation
* Strong skills using Microsoft Office products, expert in Excel
Your normal crop of HR students don’t have any of these skills. Maybe strong communication skills and Excel. (Maybe.)
I think it would be neat to see a university with an existing HR program team up with a not-for-profit STEM program to help young HR colleagues navigate the new rules of work. Crack the code between managing people and data in a meaningful way, and you crack the code for the future of human resources.
Why does everyone hate HR? Join the movement to fix that. Download the new e-book, “I Am HR.” ow.ly/xIRbQ