skip to Main Content

Operations Research Analyst Job Description

How to Hire an Operations Research Analyst

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Operations Research Analyst Job Description

We are hiring an analytical Operations Research Analyst who will be responsible for the formulation and application of mathematical and optimisation modelling to decision making, policy formulations, and other functions of our business operations.

As our Operations Research Analyst you will collect and analyse data on business operations, identify and understand potential or existing problems, show the implications of different actions to solve the problems, and assist in the decision-making process.

We expect our Operations Research Analyst to assist the leadership team in the allocation of resources, production schedule development, supply chain management, and pricing procedures.

To be a succeed as a Operations Research Analyst, you should have strong analytical, decision-making, and problem-solving skills. You should also have good technical and computer literacy skills and should demonstrate a strong understanding of mathematics and data analysis.

Operations Research Analyst Duties and Responsibilities

  • Excellent analytical, critical thinking, problem-solving, and mathematical skills.
  • Strong communication, interpersonal, and report writing skills.
  • Computer literacy and familiarity with advanced statistical and database software.
  • A Bachelor’s degree in Operations Research, Engineering, Computer Science, Mathematics, or related field.
  • A Master’s degree would be advantageous.

Operations Research Analyst Skills and Requirements

  • Collect and analyse data from current operation systems to develop decision support software.
  • Gather input from workers or people with specialised knowledge who can assist in solving operational problems.
  • Use statistical analysis or simulations to analyse the information to define operational problems, develop methods to analyse the problem, and develop practical solutions.
  • Defining data requirements, gather and validate information.
  • Apply judgement and statistical tests to devise problem-solving actions.
  • Develop mathematical models of potential and existing operational problems.
  • Perform tests to ensure the accuracy of the models.
  • Advise leadership teams on solutions and assisting with decision making.
  • Write reports on your findings and recommendations.
  • Develop time and cost networks to plan, control, and review large projects.
  • Develop business methods and procedures, such as accounting systems, logistics systems, and production schedules.
  • Excellent analytical, critical thinking, problem-solving, and mathematical skills.
  • Strong communication, interpersonal, and report writing skills.
  • Computer literacy and familiarity with advanced statistical and database software.
  • A Bachelor’s degree in Operations Research, Engineering, Computer Science, Mathematics, or related field.
  • A Master’s degree would be advantageous.

How to write an Operations Research Analyst Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write an Operations Research Analyst job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Operations Research Analyst Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


Back To Top