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We are excited that you are considering joining Nova Southeastern University!

Nova Southeastern University (NSU) was founded in 1964, and is a not-for-profit, independent university with a reputation for academic excellence and innovation. Nova Southeastern University offers competitive salaries, a comprehensive benefits package including tuition waiver, retirement plan, excellent medical and dental plans and much more. NSU cares about the health and welfare of its students, faculty, staff, and campus visitors and is a tobacco-free university.

We appreciate your support in making NSU the preeminent place to live, work, study and grow. Thank you for your interest in a career with Nova Southeastern University.

Primary Purpose:

Delivers data driven insights and analysis to inform workforce decision making across faculty and staff populations. This role focuses on workforce forecasting, supply and demand analysis, position and headcount trends, and scenario modeling to support institutional priorities, budget planning, and long range strategy. Helps the University anticipate workforce needs, assess risks and gaps, and ensure the workforce is aligned with the institution’s mission, strategic plan, and enrollment outlook.

Job Category: Exempt

Hiring Range:  Commensurate with experience

Pay Basis:  Annually

Subject to Grant Funding? No  

Essential Job Functions: 

1. Supports annual and multi year workforce planning processes for faculty and staff populations.
2. Conducts workforce supply and demand analyses, including staffing trends, vacancy rates, turnover, retirements, and pipeline risks.
3. Builds and maintains workforce forecasts and scenario models aligned to enrollment trends, budget assumptions, and institutional goals.
4. Tracks and analyzes headcount, FTE, position data, and workforce composition across schools, colleges, and administrative units.
5. Develops dashboards, reports, and presentations that translate complex workforce data into clear, actionable insights for HR leaders and campus stakeholders.
6. Partners with HRIS, Finance, and Institutional Research to ensure data accuracy and consistency.
7. Conducts ad hoc analyses in support of strategic initiatives, new programs, reorganizations, and leadership requests.
8. Identifies data quality issues and recommends improvements to workforce data and reporting processes.
9. Collaborates with HR Business Partners to support workforce planning consultations with deans, department heads, and administrative leaders.
10. Partners with Finance to align workforce assumptions with budgeting and financial planning cycles.
11. Contributes to workforce planning discussions related to faculty hiring, staff capacity, and organizational design.
12. Assists in developing workforce planning frameworks, tools, and templates appropriate for a higher education environment.
13. Documents methodologies, assumptions, and data sources used in workforce models and analyses.
14. Stays current on workforce planning and people analytics best practices, with attention to applicability in higher education.
15. Supports continuous improvement of HR strategy and planning capabilities.
16. Completes special projects as assigned.
17. Performs other duties as assigned or required.

Job Requirements: 

Required Knowledge, Skills, & Abilities: 

Knowledge:
1. Knowledge of workforce planning principles, including workforce supply and demand analysis, headcount and FTE forecasting, scenario modeling, and workforce risk identification.
2. Understanding of how workforce planning supports organizational strategy, budget planning, and long range institutional goals.
3. Working knowledge of HR data elements such as positions, headcount, FTE, vacancies, turnover, and demographics.
4. Familiarity with HRIS platforms and related reporting tools.
5. Understanding of data privacy, confidentiality, and ethical handling of employee and institutional information.
6. Basic knowledge of operating budgets, labor cost drivers, and the relationship between workforce size and institutional financial sustainability.
Skills:
1. Skill in building and maintaining workforce models and forecasts using tools such as Microsoft Excel.
2. Skill in developing clear, well structured reports, dashboards, and visualizations that communicate workforce insights effectively.
3. Skill in preparing executive level materials and summaries to support decision making.
4. Skill in supporting workforce planning discussions with Deans, Department Chairs, and administrative leaders.
5. Skill in managing multiple analyses or projects simultaneously while meeting deadlines.
6. Ability to document assumptions, methodologies, and data sources clearly and consistently.
7. Skill in identifying opportunities to improve workforce planning processes, tools, and reporting efficiency.
Abilities:
1. Ability to listen to business needs and tailor analyses to address specific workforce questions or concerns.
2. Ability to work collaboratively with other departments.
3. Ability to translate technical and quantitative findings into plain language insights for non technical audiences.
4. Ability to integrate HR data with financial, enrollment, or institutional data to support scenario analysis.
5. Ability to analyze large and complex data sets to identify trends, risks, and insights related to workforce composition and planning.
6. Ability to exercise sound judgment when working with confidential and sensitive employee, financial, and institutional data.
7. Ability to maintain professionalism and discretion in all communications and analyses.
8. Ability to identify workforce implications of institutional changes, such as new academic programs, reorganizations, or budget shifts.
9. Ability to assess data quality issues and determine appropriate analytical approaches despite imperfect information.
10. Ability to operate effectively in a dynamic environment with evolving priorities and assumptions.
11. Ability to adjust analyses and recommendations as enrollment, budget, or strategic inputs change.
12. Ability to support and influence workforce decision making through data, insights, and clear communication rather than formal authority.
13. Ability to build credibility and trust with stakeholders through accuracy, reliability, and responsiveness.
Physical Requirements:
1. Near Vision - Must be able to see details at close range (within a few feet of the observer).
2. Speech Recognition - Must be able to identify and understand the speech of another person.
3. Speech Clarity - Must be able to speak clearly so others can understand you.
4. Travel - Must be able to travel on a daily and/or overnight basis.
5. May be required to work nights or weekends.
6. May be exposed to short, intermittent, and/or prolonged periods of sitting and/or standing in performance of job duties.
7. May be required to accomplish job duties using various types of equipment/supplies, to include but not limited to pens, pencils, and computer keyboards.

Required Certifications/Licensures: 

Required Education: Bachelor’s degree

Major: Human Resources, Analytics, Economics, Business, Public Administration, Higher Education Administration, or a related field.

Required Experience: 4–6 years of experience in workforce planning, people analytics, HR analytics, institutional research, or a related analytical role.

Preferred Qualifications: 

1. Experience working in higher education or another mission driven, complex organization.
2. Familiarity with HRIS systems commonly used in higher education.
3. Exposure to faculty workforce planning, academic staffing models, or shared governance environments.
4. Experience supporting budget or financial planning processes.
5. Experience with data visualization tools.

Is this a safety sensitive position? No  

Background Screening Required?  Yes  

Pre-Employment Conditions: 

Sensitivity Disclaimer: Nova Southeastern University is in full compliance with the Americans with Disabilities Act (ADA) and does not discriminate with regard to applicants or employees with disabilities and will make reasonable accommodation when necessary.

NSU is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status or any other legally protected status.