Our PMO Analyst job description includes the PMO Analyst responsibilities, duties, skills, education, qualifications, and experience.
PMO Analyst Example
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What does a PMO Analyst do?
Project management office (PMO) analysts are in charge of overseeing all PMO operations. Their duties include building detailed project plans, keeping projects on budget, tracking progress, and analysing project data to identify areas of improvement. PMO analysts work in various industries, such as IT and consulting.
PMO Analyst Role
We are hiring a PMO Analyst to oversee our PMO operations. As our Project Management Office Analyst, you will be responsible for creating project plans, monitoring progress and budgets, and identifying improvement opportunities. Your duties will also include analysing project data and producing project status reports for review by management.
PMO Analyst Duties
- Creating our project management strategies using toolsets and templates.
- Agreeing on client-aligned project parameters.
- Collating project data, spotting weaknesses, and identifying opportunities.
- Resolving issues that may affect deadlines or budgets.
- Creating project status reports for review by management.
- Handling client communications, answering questions, and providing project status updates.
PMO Analyst Requirements
- Project Management Degree.
- Chartered Management Institute, Project Management Institute, or Association for Project Management qualification or membership.
- Three years of project management experience.
- Familiarity with Basecamp, ProofHub, and Scoro.
- Excellent business management and math skills.
- Problem-solving and critical thinking skills.
How to write a PMO Analyst Job Description
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Job Description Tips - Help on formatting a PMO Analyst Job Specification
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.
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