TIA & Strategic Staffing Data Analyst

TIA & Stretegic Staffing Data Analyst

Internal employees: Set to your account to internal before applying at https://aisd.schoolspring.com/internaljobsettings

Primary Purpose

Provide advanced data analysis, reporting, visualization, submission, and data management support for the Human Resources Department, with primary responsibility for the Teacher Incentive Allotment (TIA), Strategic Staffing, Associate Teachers, educator certification, staffing, recruitment, retention, and other Human Resources data needs.

Qualifications:

Education/Certification:

• Bachelor’s degree from an accredited college/university in data analytics, business, human resources, education, information systems, mathematics, statistics, or a related field
• Master’s degree preferred
• SQL Server, Python, and Power BI preferred

Special Knowledge/Skills:

• Advanced knowledge of data analysis, validation, visualization, reporting, and data quality practices
• Advanced proficiency in Microsoft Excel, including formulas, pivot tables, lookups, data validation, and analysis of large datasets
• Proficiency with Power BI or similar business intelligence and dashboarding platforms
• Ability to collect, clean, combine, analyze, and interpret data from multiple systems and sources
• Ability to develop interactive dashboards, automated reports, scorecards, and monitoring tools
• Strong analytical, organizational, problem-solving, project-management, and attention-to-detail skills
• Manage multiple reporting requirements, deadlines, & submissions with a high degree of accuracy
• Knowledge of Microsoft 365 tools, including Power BI, Power Automate, SharePoint, Forms, and Excel, preferred
• Knowledge of TIA, educator certification, and school district staffing processes preferred

Experience:

• Minimum three (3) years of experience involving data analysis, reporting, information systems, Human Resources, education data, business intelligence, or a related area preferred
• Experience creating dashboards, automated reports, data visualizations, or analytical tools preferred
• Experience working with large and complex datasets preferred

Major Responsibilities and Duties:

The TIA & Strategic Staffing Data Analyst supports accurate, timely, and actionable Human Resources data. The position is responsible for data analysis, required submissions, dashboards, reporting, data integrity, and analytical support for TIA, strategic staffing, certification, Associate Teachers, and other Human Resources initiatives.

Collect, validate, analyze, interpret, and submit complex Human Resources data to support district decision-making, program compliance, strategic staffing initiatives, and continuous improvement. Develop and maintain dashboards, reports, and monitoring systems that provide district and campus leaders with timely, accurate, and actionable information.

Data Analysis & Business Intelligence

• Collect, clean, validate, analyze, and interpret Human Resources data from multiple district systems and data sources.
• Develop data models and analytical tools to support Human Resources planning, decision-making, and continuous improvement
• Analyze workforce trends related to staffing, vacancies, certification, retention, recruitment, educator pipelines, and other HR priorities.
• Conduct routine and ad hoc analyses requested by Human Resources leadership.
• Identify trends, anomalies, discrepancies, and data-quality concerns and coordinate with stakeholders to resolve issues.
• Translate complex data into clear findings, summaries, visualizations, and actionable information for district and campus leaders.

Dashboards & Reporting

• Design, develop, maintain, and continuously improve interactive Human Resources dashboards using Power BI and other reporting tools.
• Develop districtwide and campus-level dashboards that provide leaders with timely access to relevant Human Resources information.
• Create dashboards and reports for TIA, Associate Teachers, certification, staffing, vacancies, recruitment, retention, educator pipelines, and other strategic HR initiatives.
• Develop executive-level reports, scorecards, presentations, and data summaries for Human Resources leadership, district leadership, principals, and the Board.
• Establish automated reporting processes when appropriate to increase efficiency and reduce manual data entry.
• Maintain dashboard documentation, data definitions, refresh schedules, and quality-control procedures.

Teacher Incentive Allotment (TIA) Data

• Serve as the primary Human Resources data analyst for the Teacher Incentive Allotment program.
• Collect, organize, validate, analyze, and prepare TIA data required for district and state reporting.
• Coordinate and complete required TIA data submissions in accordance with TEA requirements, timelines, and district procedures.
• Conduct data validation and quality-assurance reviews prior to TIA submissions.
• Analyze TIA performance data, student growth measures, teacher observation data, designation data, teacher-type data, and other applicable measures.
• Develop TIA dashboards and reports to monitor eligibility, performance, designations, data capture, distribution, retention, and program outcomes.
• Maintain documentation and data files necessary to support TIA validation, audits, and district review processes.
• Collaborate with TIA staff, Human Resources leadership, Research and Accountability, Technology, Payroll, Finance, and other departments to ensure accurate reporting and submissions.

Strategic Staffing & Certification Data

• Analyze district staffing data to support strategic staffing decisions and workforce planning.
• Develop and maintain dashboards that monitor vacancies, staffing levels, hiring trends, turnover, retention, and other workforce indicators.
• Maintain and analyze Associate Teacher certification and progress data.
• Develop dashboards and reports that allow Human Resources and campus leaders to monitor Associate Teacher progress toward certification.
• Analyze educator certification status, testing progress, educator preparation program progress, and other relevant certification indicators.
• Identify employees approaching certification deadlines or requiring follow-up and provide reports to appropriate HR staff and district leaders.
• Support data systems that track educator pipelines from recruitment and hiring through certification and retention.
• Analyze recruitment and staffing data to identify trends, high-need areas, hard-to-fill positions, and potential workforce gaps.

Data Submissions, Integrity & Compliance

• Prepare and submit assigned Human Resources and TIA data accurately and within required timelines.
• Establish validation procedures to verify data accuracy prior to internal and external submissions.
• Maintain organized records of submissions, supporting documentation, data definitions, and validation processes.
• Coordinate with appropriate departments to reconcile discrepancies between Human Resources systems and other district data systems.
• Ensure confidential employee information is handled in accordance with district policies and applicable state and federal requirements.
• Maintain historical datasets to support longitudinal analysis and year-to-year comparisons.

Human Resources Data Support & Continuous Improvement

• Serve as a data resource to the Human Resources Department and provide analytical support for HR initiatives and special projects.
• Assist HR leadership in establishing key performance indicators and measures of program effectiveness.
• Create recurring and ad hoc reports to support staffing meetings, principal meetings, leadership discussions, Board presentations, and strategic planning.
• Provide training and technical assistance to HR staff and stakeholders regarding dashboards, reports, and data interpretation.
• Identify opportunities to automate manual HR processes and reporting using Power BI, Power Automate, SharePoint, Microsoft Forms, Excel, and related applications.
• Document processes to ensure sustainability and continuity of critical HR data systems.

Other

• Maintain confidentiality.
• Follow district safety protocols and emergency procedures.
• Maintain an appropriate level of technology competence to meet the current and future needs of Alief.
• Lead or support special projects and strategic initiatives assigned by Human Resources leadership.
• Implement alternative methods of instruction as needed.
• Perform other duties as assigned.

Supervisory Responsibilities:

None unless other wise assigned.

Evaluation

Performance of this job will be evaluated in accordance with provisions of the Board’s policy on evaluation of Professional Non-Supervisor Personnel.

Mental Demands/Physical Demands/Environmental Factors:

Tools/Equipment Used: Standard office equipment including computer and peripherals
Posture: Prolonged sitting; occasional kneeling/squatting, bending/stooping, pushing pulling, and twisting
Motion: Repetitive hand motions; frequent keyboarding and use of mouse; occasional reaching

Lifting: Moderate lifting and carrying (up to 15 pounds); May require occasional heavy lifting and carrying (15-45 pounds)

Environment: May work prolonged or irregular hours; frequent districtwide travel; all campuses are temperature-controlled with hard surface floors

Mental Demands: Work with frequent interruptions; maintain emotional control under stress
Calendar Days: P06
Pay Grade: 235

2026-2027 Salary Range Min. $104,520 Mid. $122,163 Max. $139,808 (Based on previous experience)

Salaries are determined by the number of completed and eligible years of service at an accredited school.

Salary is based on 235 days. If working less than 235 days, the salary will be less.

Internal employees: Set to your account to internal before applying at https://aisd.schoolspring.com/internaljobsettings