Workforce Solutions Technology Analyst

Description

Workforce Solutions Technology Analyst

We have a unique opportunity for an analyst to make an immediate impact on a dynamic industry. You will join a group of dedicated business professionals who, together, constitute the premier source of research, information and analysis on the staffing industry, contingent workforce management and the workforce solutions ecosystem. In the role of Workforce Solutions Technology Analyst, you will act as thought leader and conduct a wide variety of analyses, research reports and articles to help HR and procurement executives and staffing executives make better business decisions relating to VMS and other workforce solutions technology.

About the Company
Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program. Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

About the Role

Based in the US, the Workforce Solutions Technology Analyst will be part of SIA’s research team reporting to the Workforce Solutions Research Director. The successful candidate will be focused on the provision of research reports to SIA’s Contingent Workforce Strategies (CWS) Council members and SIA Corporate Members.

The CWS Council is a business intelligence and advisory service for corporate buyers of contingent labor. Research and advisory content is designed exclusively for supply management, procurement, HR, IT professionals and department managers who use or engage contingent/temporary workers, independent contractors or SOW consultants. Current members include 27 of the Fortune 100.

Responsibilities

The primary research focus will be the delivery of market trend reports, best practices and benchmarks to assist both CWS Council members in the creation and development of different types of workforce solutions programs as well as staffing and VMS executives.

Research will communicate key business intelligence and analysis in clear and precise language supported by relevant charts, graphs and tables as well as originating and verifying supporting data from primary and secondary sources.

In addition to individual research responsibilities, the role will also include the following functions:

• Working alongside the SIA research team, sharing information and fostering collaboration
• Responding to queries from members 
• Participation in SIA webinars and client meetings/briefings
• Supporting SIA’s Contingent Workforce Strategies Council
• Participation in SIA’s global conferences and webinars as presenter or moderator and assisting, as needed, with conference planning activities, including speaker recruitment and support work related to the development and construction of speaker presentations.
• Monitoring of all relevant news, research studies and industry developments in order to stay on top of market trends.

Qualifications

The ideal candidate will have the following skills and experience:

Talent Acquisition and Human Resource Expertise – You have experience in and knowledge of trends in the use of contingent labor and latest innovations in talent acquisition including VMS, total talent acquisition and direct sourcing. You are familiar with multiple VMS providers and have experience in implementation and integration, ideally on an international basis. You will also be familiar with other workforce solutions technology such as freelancer management systems, direct sourcing technology and technologies underpinning the delivery of total talent management.

Writing Experience – You are an excellent writer with good grammar skills and have business writing experience for an executive level business audience.

Communication Skills - You are comfortable interacting with senior executives to learn and understand their agenda and determine what research will be of most use to them in solving business problems. You are outgoing and comfortable in establishing a network of contacts to inform your research output and fostering good internal relationships within SIA.

Visualization of data – Your general analytical and mathematical problem-solving skills are excellent. You exercise good judgment when using various chart types, tables and diagrams and are highly skilled in using Microsoft Excel and/or other software to analyze data and create graphics to communicate key research findings. You have a keen eye for visual detail.

Intelligence – You can investigate and answer unfamiliar questions through original and creative analyses that generate perceptive value-added insight. You have the ability to become an acknowledged global expert on all things related to workforce solutions technology.

Execution Oriented – You get the right stuff done day-in and day-out. You meet every deadline. You’ve achieved significant results fast, and you can prove it with hard facts from previous jobs. 

People want to work with you again. They respect you, they trust you and they learn from you. Everyone knows that you’re a problem solver. Challenges get met when you’re around. You’re comfortable working in a flexible team environment and are eager to lend a hand as needed. You own up to mistakes quickly. You pull your own weight and you do it with a smile.

A major plus would be experience in one or more of the following areas:

• Familiarity with SIA research including SIA methodology, research standards, and report production
• CCWP accreditation
• The staffing industry and contingent labor, preferably in an international or global capacity, especially as it relates to the provision of technology to large enterprise customers
• Presenting to executive audiences

Pay Transparency Disclosure:

The estimated salary range for this position is $100,000 to $120,000.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

www.staffingindustry.com

@SIAnalysts

About Crain Communications: 

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote.  

• An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.  
• A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. See list accompanying this job posting. We cannot employ a work from home employee unless they reside in one of these states.  
• A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval. 

Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.  

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.  

Physical Demands 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs. 

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25 lbs of force occasionally and/or up to 10 lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50 lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.  

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)