Midland is seeking an individual who can work collaboratively with operations management in reviewing, analyzing, and interpreting key staffing and productivity metrics for the purpose of identifying, recommending, and managing strategic initiatives to improve efficiencies and retention. Some of the key responsibilities for this role would be as follows:

• Participate in staff modeling and capacity planning
• Analyze forecast variances, understand variance drivers, and identify opportunities to improve staffing efficiencies
• Perform trend analysis of absenteeism, PTO, attrition, and productivity – as well as in-depth analysis of anomalies to pinpoint cause and effect
• Analyze new hire, exit, and employee engagement surveys to identify opportunities to improve the Midland work environment, hiring success, and employee retention
• Work collaboratively with cross-functional teams to implement workforce management strategies (i.e., scheduling, attendance tracking, and productivity)
• Work collaboratively with HR to monitor hiring efforts

Position Requirements:

• 5+ years of work related experience in analytics, modeling, and reporting
• Bachelor's Degree in math or business related field (Mathematics, Statistics, Actuarial Sciences, Finance and Accounting with a 3.25 GPA)
• Excellent analytical, problem solving and decision-making skills
• In-depth knowledge of reporting concepts and analysis techniques
• Excellent interpersonal, verbal, and written communication skills, including strong listening skills
• Experience in managing large amounts of data from various sources
• Ability to exercise discretion and judgment and make independent decisions
• A strong willingness to learn, adapt, and actively contribute to the success of the organization

#LI-Onsite

#MM

Education

• Bachelors or better

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)