Senior Workforce Analyst, Strategy, Engagement and Analytics, People Branch

• Ongoing & Non-ongoing for an initial period of up to 12 months, Flexible working arrangements will be considered

• Woden, ACT (however other NIAA office locations will be considered)

• Location: Woden, ACT (however other NIAA office locations will be considered)

• Application Closing Date: 10-Nov-2025

Classification

APS Level 6 ($98,314 - $110,483)

Employment Type

Ongoing & Non-ongoing (for an initial period of up to 12 months)

This role is being advertised as both ongoing and non-ongoing, with the employment type to be determined in negotiation with the preferred candidate and the NIAA delegate.

Where a non-ongoing specified term is offered, this would be for an initial period of up to 12 months, with possibility of extension up to a maximum period of two years.

A non-ongoing offer may result in conversion to an ongoing offer of employment however this must occur within 18 months from the opening date of this advertisement.

Flexible Work

Flexible working arrangements will be considered

The Opportunity

We're looking for an APS6 Senior Workforce Analyst to join the Strategy, Engagement and Analytics (SEA) team, within People Branch. The SEA team leads the NIAA's workforce analytics and insights function, people-related strategies and its diversity and inclusion agenda.

The workforce analytics and insights sub-team specialises in generating insights and conducting analysis, including leading the analysis of the NIAA's Census results. We help branch and regional managers interpret and understand their own workforce data and identify trends on key people metrics, including headcount, location, turnover, retention, separations, diversity and inclusion, flex balances, leave usage and more. We also provide advice on conducting localised surveys, including guidance around measurement scales.

Insights and analysis are key to our offering to the stakeholders we support. As our Senior Workforce Analyst you will lead a small team to achieve analytic outcomes in support of the SEA team's and NIAA's broader strategic direction.

Key duties include:

• providing timely, informed advice and analytic recommendations to Assistant Director and Director of SEA
• coordinating workforce metric reporting for the Agency, including for the APS Agency Survey and Workplace Gender Equality Agency reporting (analytics component)
• project managing key data elements of NIAA's approach to the APS Employee Census, including developing analytical workplans and supporting refinement of the analytics service offer for Senior Executive in relation to the Census
• quality assuring insights generated by more junior workforce analysts.

Our Ideal Candidate

Ideally, we're seeking an experienced workforce analyst who has experience leading similar work programs and functions with HR for APS agencies.

Experience working with the Aurion HR system (or similar), specifically finding, interrogating, extracting and reporting on workforce data would be highly regarded.

The following attributes and skills are critical to the role:

• strong attention to detail, particularly as it relates to reporting and analysis
• the ability to research, critically analyse and respond to complex and sensitive HR workforce metrics matters
• exceptional stakeholder engagement skills and ability to translate insights in a meaningful way to the audience
• the ability to work effectively in a multi-disciplinary team and leverage the expertise of others in the team/branch to respond to analytic challenges
• the ability to lead and build a high-performing team, including through establishing clear work expectations, systems and processes, and providing regular feedback and mentoring to junior staff members.

Identified Position

This position is Identified which signifies that the role has strong involvement in matters relating to Aboriginal and Torres Strait Islander peoples.

This position is required to liaise with Aboriginal and Torres Strait Islander peoples, communities and service providers. You will require cultural competency, including:

• understanding of the matters impacting Aboriginal and/or Torres Strait Islander peoples.
• demonstrated ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander peoples.
• demonstrated capability and commitment to continue to develop cultural competency.

Eligibility

To be eligible for this position you must be an Australian Citizen.

The successful candidate will be required to be assessed through our pre-employment screening checks, such as an Australian Criminal History Check.

Security Clearance Required

Baseline Vetting (Protected)

Contact Officer

Zac Cameron on or

Please Note – This is an unclassified web-based recruitment system so your application must not contain any classified or sensitive information. This includes in your one-page pitch and resume.