Senior Analyst, Workforce Intelligence

The Sr Analyst, Workforce Intelligence serves as the analytics and insights partner to Fortive Talent Partners and OpCo HR teams.

The role transforms employee listening, workforce, talent, organization, and work data into actionable insights and recommendations, leveraging advanced analytics and AI-enabled approaches to improve the speed, scale, and quality of insight generation, enabling, better talent, workforce, and organizational decisions.

The role is responsible for Fortive's employee listening strategy and workforce intelligence capability, including the processes, methodologies, reporting, and resources that support enterprise and OpCo decision-making.

Through analysis of workforce trends, employee sentiment, organizational effectiveness, skills, automation, and future workforce needs, the role helps Talent Partners, HRBPs, and leaders identify risks, evaluate options, and prioritize actions.

Own the listening strategy and convert employee feedback into potential action.

Connect people, work, organization, and technology data to illuminate decisions.

Create scalable standards, resources, and clear enterprise service commitments.

Establish and continuously improve Fortive's Workforce Intelligence operating model, including services, governance, delivery standards, and stakeholder expectations.

Define and deliver a clear portfolio of workforce intelligence products, insights, resources, and support for Talent Partners and HRBPs.

Develop scalable methodologies, tools, and self-service resources that strengthen data-driven decision making across Fortive, including AI-enabled intelligence products and analytical approaches that improve insight generation, pattern detection, forecasting.

Partner with HR Technology, HR Operations, and data owners to improve data quality, usability, and reporting effectiveness.

Own Fortive's employee listening strategy, including listening priorities, survey and pulse programs, governance, reporting, and insight generation.

Partner with VP, Talent Planning & Capability as well as Talent Partners to identify critical workforce questions and translate business needs into focused listening and analytical plans.

Analyze employee sentiment, engagement, retention, organizational health, and workforce trends to identify opportunities, risks, and root causes.

Translate complex findings into practical recommendations that enable Talent Partners and HRBPs to take targeted action with business leaders.

Generate enterprise and OpCo insights across workforce, talent, skills, succession, mobility, performance, and employee experience data.

Provide Talent Partners and HRBPs with data-driven recommendations that inform talent reviews, workforce planning, succession discussions, organizational effectiveness, and capability decisions.

Apply AI-enabled and advanced analytical techniques to synthesize structured and unstructured workforce data, identify emerging patterns and risks, develop scenarios, and generate decision-relevant insights.

Analyze organization and work patterns to inform organization design, workforce productivity, automation, AI adoption, and capability planning.

Integrate multiple data sources into dashboards, reporting, and advanced analyses that enable better talent, workforce, and business decisions.

Enterprise employee listening strategy

Workforce Intelligence methods, standards, resources, and service commitments

Analytical quality, interpretation, validation, and responsible use of AI-enabled workforce intelligence methods

Employee experience and organizational effectiveness priorities

Workforce, organization design, automation, and capability choices

Talent, workforce planning, and action priorities

Data and technology requirements

Employee listening platforms or HR technology

OpCo talent, workforce, or organization strategy

Business staffing, organization design, or automation decisions

Enterprise HR data governance outside the role's scope

Leaders’ accountability for workforce and employee outcomes

Bachelor’s degree required; advanced degree in industrial-organizational psychology, organizational research, analytics, data science, economics, human resources, or a related discipline preferred.

8+ years of experience in data analytics with a preference for people or workforce analytics, employee listening, organizational research, workforce planning, organizational effectiveness, consulting, or related disciplines.

Demonstrated experience managing employee listening or survey programs preferred, as well as translating quantitative and qualitative findings into practical action.

Strong analytical capability, including statistical analysis, trend identification, data visualization, and integration of multiple forms of evidence.

Demonstrated ability to apply AI-enabled analytical tools and methods to workforce or business questions, combined with the judgment to validate outputs, recognize limitations, protect sensitive information, and ensure responsible human oversight.

developing executive-level dashboards, reports, and decision-support materials that make complex topics clear and actionable.

Strong consulting, stakeholder management, project management, and influencing skills, with the ability to establish credibility with senior leaders and diverse HR partners.

operating effectively in a global, matrixed environment and handling sensitive workforce and employee information with sound judgment and discretion.

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