People Analytics Lead - Capital Projects

Primary Purpose

Facilitates the execution of company projects under the HR portfolio. This role serves as a strategic partner to cross-functional teams including Engineering & Construction (E&C), Project Controls, and Project Development. Ensures alignment of workforce planning, labor cost forecasting, and staffing strategies with project milestones and business objectives.

The role is deeply integrated into the Capital Value Process (CVP), particularly during the Select and Define stages, where HR deliverables are critical to project success. During the Select stage, develops preliminary staffing strategies, labor cost models, and assess local hiring feasibility. In the Define stage, finalizes workforce plans, project labor rates, mobilization/demobilization schedules, and designs local hiring and community engagement strategies.

Acts as project sponsor when designated and supports the HR Talent Acquisition & Project Manager and SI Project Management group as a technical expert in workforce planning, labor cost analysis, and HR project deliverables.

Duties and Responsibilities

• Leads HR strategic support for LNG capital projects through the full staffing lifecycle, including workforce planning, labor allocation, and alignment to project schedules and budgets.
• Provides strategic direction and consultative support to functional leadership to ensure alignment of TA acquisition processes, labor cost forecasting, and project labor rate management with operational goals.
• Provides monthly and quarterly project workforce reporting, staffing analytics, and KPI updates to project stakeholders and People & Culture leadership.
• Leads the development and coordination of HR deliverables for all CVP stage gates, including but not limited to preliminary and final staffing plans, work force planning inputs, project labor rate models, etc.
• Collaborates and manages the 3rd party workforce agencies and their agreements, including contractor resources management.
• Establishes and monitors key performance indicators (KPIs) and success metrics for HR milestones, providing regular reporting to the project stakeholders and the People & Culture leadership team.
• Performs other duties as assigned (no more than 5% of duties).

Education

• Typically requires a 4-year degree in a relevant field, or equivalent combination of relevant education and experience.

Experience

• Typically requires 10 years of related experience.
• 4 years of project planning and reporting experience required.

Knowledge, Skills and Abilities

• MS Office - Proficiency with MS Office and use of database systems. Advanced Excel including VLOOKUP, pivot tables, etc.
• Data Management - A process which includes acquiring, validating, storing, protecting, and processing required data.
• Process Automation - Business process automation (BPA), also known as business automation or digital transformation, is the technology-enabled automation of complex business processes. It can streamline a business for simplicity, achieve digital transformation, increase service quality, improve service delivery or contain costs. It consists of integrating applications, restructuring labor resources and using software applications throughout the organization. Robotic process automation is an emerging field within BPA.
• Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyzes.
• Statistical Analysis - Applying statistical tools to interpret workforce data, providing insights into trends, patterns, and relationships among various employee metrics.
• Data Visualization - The representation of data in graphical formats (e.g., charts, graphs, dashboards) to make complex data more accessible and understandable for strategic decision-making.
• Data Mining - The practice of examining large pre-existing databases to generate new information, crucial for discovering patterns in workforce behavior and outcomes.
• HR Metrics - Utilizing quantifiable data to track and assess the efficiency and effectiveness of HR initiatives, such as turnover rates and employee performance.
• Workforce Planning - The process of analyzing and forecasting the talent needs of the organization to ensure that the right number of employees, with the right skills, are in place.
• Data Governance - The overall management of data availability, usability, integrity, and security in enterprise systems, ensuring data quality and compliance for workforce analytics.
• Workforce Segmentation - The division of a workforce into distinct categories based on certain characteristics, facilitating targeted HR strategies and interventions.
• Results Oriented – Ability to succeed under the pressure and stress of deadlines. Focuses on key metrics to deliver consistent, accurate, timely and measurable results.
• Planning and Organizing – Ability to accurately forecasts future requirements consistent with SI goals; organizes and follows through to achieve goals including: setting priorities, objectives and action plans; determining resource needs and ensuring plans/budget integrity.
• Relationship Management – Ability to build and maintains a network of contacts to achieve work related goals and to set expectations for service delivery. Working closely, collaboratively, and cross-functionally with others to assess performance, potential, and to develop learning and other development interventions designed to bring out the best in others.
• Innovation – Ability to continually examine current state and, where appropriate, recommends change. Explores new ways for achieving business results; learns from mistakes and encourages team to do the same.

Other Qualifications

• Occasional travel to the PALNG site.