At Owens & Minor, our Mission is simple: empowering our customers to advance healthcare. Our teammates continue to play an essential role in the global fight against COVID-19 by working to ensure our healthcare customers have what they need, when they need it, enabling them to focus on the critical task of providing patient care. As a Fortune 500 company with over 15,000 teammates in over 70 countries, Owens & Minor remains laser-focused on delivering on our Mission throughout COVID-19 and beyond. Our $9-billion business includes our Global Solutions and Global Products segments, with core offerings structured across three pillars of excellence: Products, Services, and Distribution.
Our people are the power that propels us. As we continue to navigate unprecedented circumstances, teammate safety remains our top priority, and all of our facilities have implemented enhanced safety and sanitation protocols. Just as our teammates are dedicated to empowering healthcare around the world, Owens & Minor is dedicated to providing the kind of culture and benefits that empower teammates to grow their careers and enjoy the rewarding work they do every day.
Owens & Minor benefits are applicable to Full Time Regular and Permanent Teammates, and include:
Medical, dental, and vision insurance, available on first working day
401(k), eligibility after 30 days of employment
Employee stock purchase plan
Tuition reimbursement
Development opportunities to grow your career with a global company
Summary
Produces and enhances Owens & Minor’s people analytics and reporting capabilities (culture, capabilities, performance, productivity, profitability, etc.). Drives insights across the teammate employment cycle, bringing the power of data to the HR function so HR Partners can better understand and address teammate needs. Works with internal partners to identify and suggest analytics needed for business objectives, using system capabilities to efficiently deploy those analytics. Oversees the development and implementation of actionable research questions tied to business needs, collecting and analyzing talent data, correlating talent data with business performance, providing actionable recommendations, and advising stakeholders using insights from research/analytics.
Core Responsibilities
Leads HR analytics projects and cross-functional teams. Develops and maintains project plans and status reports for incoming and active projects.
Develops and executes the company’s HR Analytics and Data strategy and roadmap, building out the requisite capabilities to enable success.
Partners with HR team and business leaders answer strategic questions with data analytics, making insightful data-driven business decisions, and properly designing new initiatives for optimal impact.
Develops hypotheses, defining actionable research questions, and drives exploratory human capital data analysis (diversity, inclusiveness, culture, talent acquisition, retention, turnover, promotion trends, teammate engagement, individual/team performance, succession planning, training & development, total rewards, workforce demographics, etc.). Ensures appropriate data governance, protection, and retention of all analyses and results.
Delivers hypotheses-driven analysis, and cohesively presents key findings to relevant stakeholders. Uses advanced statistics and tools to ensure analytics are meaningful, rigorous, and provide actionable /comprehensive insights.
Synthesizes workforce analyses, identifying root cause(s), and developing recommendations to influence business solutions. Connects analyses to strategic issues to support a compelling argument for action.
Creates effective, easy to understand HR reporting solutions (dashboards, metrics, reports, people-related models, etc.) to meet business needs.
Evaluates the ROI of HR-related services, products, and programs. Identifies opportunities for innovation and improvement.
Establishes strong partnerships with relevant business and HR teams, providing leadership, best/new practices, and insights for how analytics can drive and empower more meaningful decision-making.
Leverages both quantitative and qualitative data (employee survey results, etc.) to enable leaders to dig deep into the company’s cultural dynamics. Supports organizational culture evolution by analyzing and identifying driving factors.
Ensures data structure and infrastructure supports current and evolving HR analytics needs. Investigates, evaluates, and recommends solutions to meet ongoing and future business needs.
Performs additional duties as directed.
Qualifying Experience
Bachelor’s Degree in relevant field (Industrial/Organizational Psychology, Applied Statistics, Mathematics, etc.); advanced degree preferred
12 or more years of related experience (data analytics, performance reporting, developing/implementing data driven initiatives and strategies)
4 or more years of relevant management/supervisory experience, including leading analytical projects from beginning to end
Or any combination of education and experience to meet the above requirements
Demonstrated experience working with Human Capital Management Systems to develop reports, metrics, KPI’s, dashboards and visualizations- experience with Workday preferred
Demonstrated project management and consulting skills
Ability to drive change and influences decision-making using advanced understanding of applied analytics and statistical concepts and methods.
Demonstrated experience leading analytical projects from beginning to end: creating research questions, defining data requirement, summarizing findings, presenting recommendations and driving outcomes
High level of initiative with a drive for results and the ability to multi-task
Strong stakeholder management skills with the ability to influence effectively
Exceptional interpersonal and communication skills with ability to adapt to different audiences, including track record of presenting to and effectively influencing executives
Ability to work effectively in a fast paced and dynamic work environment
Deep interest in human behavior and how to affect positive change in a large organization
We also invite you to connect with the Recruiter via LinkedIn. #LI-AVB
Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.
If you feel this opportunity could be the next step in your career, we encourage you to apply.
Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.
Note: Owens & Minor is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at our Company via email, the Internet, or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of our Company. No fee will be paid in the event the candidate is hired by our Company as a result of the referral or through other means.