- APS Level 5
- Canberra, ACT; Sydney, NSW; Brisbane, QLD; Adelaide, SA; Perth, WA
- $93,660 - $100,132

About The Department Of Employment And Workplace Relations

We are committed to empowering futures, ensuring rights and enriching lives. We support people to have safe, secure and well-paid work with the skills for a sustainable future as we ourselves strive to be a model employer.

We provide the framework for fair and productive relationships between employers and employees. We also oversee skills development and training initiatives to support those entering the workforce or retraining to take advantage of emerging employment opportunities.

With us, your work directly contributes to shaping the employment landscape. Whether you are engaging in policy development, program implementation, or direct support services, your efforts will have a tangible impact on job seekers, employees and the economy by giving them a framework to build a future anchored and realised through employment.

It is our ambition to do things differently, to create the 'department of great jobs' - where our people reflect our purpose.

The Role

As a Workforce Analyst you will provide critical workforce intelligence that underpins efficient and effective service delivery. In the role you will interpret data, identify trends and risks, develop evidence-based recommendations and support operational leaders to make informed workforce decisions. This recruitment process is being used to fill roles across forecasting, scheduling and real-time functions. Successful candidates may be assigned to a specific functional area based on business requirements, operational priorities and alignment with their skills and experience.

Duties and Responsibilities

Forecasting and Capacity

- Apply workforce management methodologies and analyse historical data to inform forecast planning, demand profiling and decision‑making.
- Develop, maintain and continuously improve forecasting models, including assumptions, inputs and methodologies, to support accuracy and reliability.
- Analyse trends, volumes,



seasonality and performance drivers, identifying data limitations, emerging issues and opportunities to refine forecasting approaches.
- Undertake capacity planning and scenario modelling (e.g. demand fluctuations and staffing constraints) to support resource allocation and operational planning.
- Monitor performance against forecasts, analyse variances and investigate root causes to inform adjustments and practical improvements.
- Provide timely, evidence‑based advice and recommendations to stakeholders to support planning decisions and service delivery outcomes.

Workforce Scheduling

- Develop, maintain and optimise workforce schedules and rosters aligned to forecast demand, workforce availability and operational requirements.
- Incorporate workforce constraints and individual circumstances where appropriate, balancing fairness, compliance and operational outcomes.
- Manage roster changes (e.g. leave, absences, shift swaps) and adjust schedules in response to demand fluctuations and operational priorities to maintain service continuity.
- Ensure all schedules comply with enterprise agreements, policies, procedures and legislative requirements.
- Monitor scheduling outcomes and workforce coverage, identifying risks, inefficiencies or gaps, and implementing corrective actions.
- Liaise with stakeholders to communicate scheduling decisions, impacts and trade‑offs, maintain accurate workforce data in systems, and support intraday operational adjustments.

Real‑Time Monitoring

- Monitor real‑time operational performance across queues, workloads and service levels, taking timely action to address variances and maintain service continuity.




- Analyse live workforce data (e.g. volumes, adherence, handling times) to identify trends, risks and impacts on service delivery.
- Manage intraday workforce activities, including schedule adjustments, resource reallocation and response to operational disruptions or demand changes.
- Identify and respond to emerging operational risks and events (e.g. demand surges, system issues or workforce shortages), implementing mitigation strategies or escalating where required.
- Investigate variances between forecast, schedule and actual performance, applying data‑informed approaches to implement corrective actions and optimise workforce utilisation.
- Provide timely updates and advice to stakeholders on performance, risks and mitigation actions, and contribute to the continuous improvement of real‑time and optimisation practices

Recruitment processes within the APS rely on merit. If you choose to use AI to support you during recruitment, it’s key you understand the department’s guidelines for candidate use of AI throughout the recruitment process. The APS work level standards outline the expectations for each classification level and can be used as a guide when preparing your application.

Eligibility

Don't meet all the role requirements?

At DEWR we are dedicated to building a diverse and inclusive workforce and seek to recruit staff with a wide range of backgrounds, skill levels, disciplines and working styles. If this role resonates with you and you are excited about making an impact, but your past experience doesn’t align perfectly, we encourage you to apply anyway.

Citizenship

to be eligible for employment with the Department, you must be an Australian Citizen or, in limited circumstances, in the process of obtaining it.

Security Clearance

our successful candidate is required to hold, or have the ability to obtain, and maintain a Baseline security clearance.

Please refer to the Job Information Pack for more information about the role.

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📌 Workforce Analyst (South Australia)
🏢 Department of Employment and Workplace Relations
📍 South Australia