People Strategy Enablement Advisor

Job Summary Serves as a liaison between People Strategy, HR, and operational stakeholders and the Data & Insights function. People Strategy Enablement Advisor translates business priorities into analytics use cases, requirements, and decision‑support needs, while partnering with the Data & Insights team that owns technical development and delivery. The role ensures analytics efforts focus on the highest‑priority workforce challenges and that UCSF continues to transition from descriptive reporting to predictive and prescriptive insights. Department Summary UCSF Human Resources has a mission of attracting, developing and retaining outstanding and diverse people with a vision of being a strategic and trusted partner empowering the UCSF Health community to leverage their talents. The department focuses on training a customer‑centric workforce, leading workforce strategies, engaging in continuous improvement, and demonstrating value to the organization. Key Responsibilities Partners with HR Business Partners and Centers of Excellence to embed insights into core processes (e.g., workforce planning, talent reviews, workforce development, learning and development, recruitment strategy), ensuring analytics products are adopted and integrated into people strategy governance. Collaborates across HR teams and business stakeholders to identify critical workforce questions and translate those needs into actionable analytics use cases that align with measurable business outcomes such as retention, productivity, labor cost, talent quality, and skill gaps. Develops and manages a prioritized portfolio of people analytics initiatives, defining business value, success metrics, and expected impact for each use case, and balances immediate reporting needs with long‑term capability building. Converts stakeholder needs into defined metrics, KPIs, data requirements, dashboard and visualization specifications, and appropriate analytical approaches (diagnostic, predictive, prescriptive). Supports the Data & Insights team in establishing consistency in workforce metrics, definitions, and governance to ensure actionable outputs. Defines and drives the roadmap to evolve people analytics capabilities by identifying high‑impact opportunities for predictive modeling (e.g., attrition risk, workforce planning, hiring effectiveness, HR service levels, employee engagement) and partners with Data & Insights to deliver business‑relevant, interpretable models embedded in decision processes. Partners with Data & Insights leadership to inform business‑capability development and resourcing roadmap, ensuring that development efforts align with future‑state people strategy needs. Serves on committees and participates on cross‑functional teams to solve complex HR business, process, service, and systems issues. Required Qualifications Bachelor's degree in Business Administration, Human Resources, I/O Psychology, Organizational Development, or a related field; or equivalent combination of education, training and experience. 6‑10 years related experience in HR strategy, HR operations, and/or people analytics. In‑depth knowledge of how workforce dynamics impact business performance. Advanced knowledge and skill in connecting people strategy initiatives to measurable outcomes and converting ambiguous business questions into structured analytical problems. Advanced critical‑thinking and problem‑solving skills to manage highly complex information, assess problems, and develop effective solutions. Advanced organizational and project management skills. Advanced written and verbal communication skills with the ability to convey complex information in a clear, concise manner and produce and deliver presentations to diverse audiences. Advanced interpersonal skills for collaborating across HR, business leaders, and technical data and dashboard development teams. Working knowledge of data structures and metrics, visualization and dashboard design best practices, and basic statistical and predictive modeling concepts. Preferred Qualifications Master's degree in Business Administration, Human Resources, I/O Psychology, Organizational Development, or a related field. Ability to serve as an advanced technical leader providing advice, counsel, and analysis on business intelligence issues. Background in management consulting, workforce strategy, or analytics translation roles. Familiarity with modern HR data platforms and visualization tools (e.g., Oracle HCM, Tableau, Power BI). HR or People Analytics Certification. Strategic Management Professional (SMP) or other strategy certification. SHRM or PHR Certification. Equal Employment Opportunity The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law. #J-18808-Ljbffr University of California - San Francisco