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Analytics Manager Jobs in Maine (NOW HIRING)

LaBella Associates

Analytics and Reporting

Augusta, ME · On-site

$70K - $100K/yr

Support the Sr. Manager of Cyber Operations to assure a stable and secure production environment for Avangrid Networks. * Evaluate monthly operating system patches for applicability and advising ...

LaBella Associates

Analytics and Reporting

Augusta, ME · Hybrid

$70K - $100K/yr

Support the Sr. Manager of Cyber Operations to assure a stable and secure production environment for Avangrid Networks. * Evaluate monthly operating system patches for applicability and advising ...

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Analytics Manager information

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$62.4K

$121.3K

$173.3K

How much do analytics manager jobs pay per year?

As of Aug 30, 2026, the average yearly pay for analytics manager in Maine is $121,341.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,800.00 and $144,300.00 per year, depending on experience, location, and employer.

What is an analytics manager?

An analytics manager translates raw data into insights that a business can use. Usually leading a team of analysts, your job duties include developing data analysis strategies, tracking and reporting on performance, implementing tools and solutions, and overseeing all analytics operations. You must stay up-to-date on current industry trends. Strong communication and analytical skills are required. Other qualifications include a bachelor’s degree in statistics, data management, or information technology and proven career experience in market research, statistical modelings, or project management.

How does an analytics manager typically collaborate with cross-functional teams to drive business insights?

Analytics Managers frequently work alongside teams such as marketing, product development, finance, and operations to translate data into actionable business strategies. They facilitate meetings to understand stakeholder goals, guide data collection efforts, and present findings in a way that's accessible to non-technical audiences. This cross-functional collaboration ensures that insights are aligned with business objectives and that projects are implemented effectively. Strong communication and project management skills are essential for success in this collaborative environment.

What are the key skills and qualifications needed to thrive as an analytics manager, and why are they important?

To thrive as an Analytics Manager, you need strong analytical skills, data interpretation expertise, leadership experience, and typically a degree in statistics, mathematics, computer science, or a related field. Familiarity with analytics platforms (such as Tableau, Power BI), programming languages (like SQL, Python, or R), and data management systems is essential, along with relevant certifications such as Google Analytics or Certified Analytics Professional (CAP). Excellent communication, problem-solving, and stakeholder management skills help you translate complex data insights into actionable business strategies. These competencies ensure data-driven decision-making, effective team leadership, and impactful business outcomes.

What is the difference between Analytics Manager vs Data Analyst?

AspectAnalytics ManagerData Analyst
Required CredentialsBachelor's or Master’s in Business, Analytics, or related fields; often certifications in analytics toolsBachelor's degree in Statistics, Mathematics, or related fields; certifications in data analysis tools
Work EnvironmentLeads teams, manages projects, collaborates with stakeholdersPerforms data cleaning, analysis, and reporting; works under supervision
Employer & Industry UsageUsed in corporate, finance, marketing, and tech sectors for strategic decision-makingCommon in research, finance, healthcare, and marketing for data insights

While both roles involve working with data, the Analytics Manager oversees teams and strategic projects, whereas Data Analysts focus on data collection, analysis, and reporting. The Analytics Manager typically has more leadership responsibilities and a broader scope.

More about Analytics Manager jobs

What are the most commonly searched types of Analytics jobs in Maine?

The most popular types of Analytics jobs in Maine are:

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For Analytics Manager jobs in Maine, the most frequently searched job titles are:

What job categories do people searching Analytics Manager jobs in Maine look for?

The top searched job categories for Analytics Manager jobs in Maine are:

What cities in Maine are hiring for Analytics Manager jobs?

Cities in Maine with the most Analytics Manager job openings:

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Analytics Manager jobs near you
Infographic showing various Analytics Manager job openings in Maine as of August 2026, with employment types broken down into 84% Full Time, 14% Part Time, 1% Temporary, and 1% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $121,341 per year, or $58.3 per hour.

Manager of Retail Workforce Planning & Analytics

L.L.Bean

Freeport, ME • On-site

Full-time

Re-posted 6 days ago

L.L.Bean rating

7.9

Company rating: 7.9 out of 10

Based on 53 frontline employees who took The Breakroom Quiz

38th of 739 rated retailers

Job description

At L.L.Bean, we believe the outdoors brings out the best in all of us. We are committed to fostering a culture of belonging and creating safe, inclusive spaces where everyone feels welcome-both here and Outside. We value individual differences and are dedicated to maintaining an inclusive work environment where everyone can bring the best of their experience and talents and truly thrive.
L.L.Bean is seeking a Manager of Retail Workforce Planning & Analytics to join our Retail Home Office team, based at our corporate headquarters in Freeport, Maine.
At L.L.Bean, we're growing and expanding our retail footprint as we bring new brick-and-mortar stores to more communities across the country. Guided by our belief in the restorative power of the outdoors, we're creating spaces where people can connect with nature, gear up for adventure, and feel part of something bigger.
Position Purpose:
This role leads workforce planning, labor strategy, scheduling standards, analytics, and related financial planning across L.L.Bean Retail and Outlet Stores. The position owns labor models, budgeting inputs, workforce tools, productivity insights, and G&A planning support, ensuring resources align with customer demand, store workload, operational priorities, and financial targets.
This role is based in Freeport, Maine and is not a remote position.
Responsibilities:
Labor Strategy & Workforce Planning
  • Owns the store labor model, including labor hours, staffing mix, store tiering, seasonal strategies, and role-based staffing needs.
  • Develops labor standards and resourcing assumptions by store format, volume, season, workload, and operating model.

Workforce Analytics & Productivity
  • Owns workforce performance metrics, including sales per labor hour, labor percent to sales, productivity, and labor utilization.
  • Analyzes trends and translates insights into reporting that supports operational, financial, and field leadership decisions.

Scheduling Standards & Optimization
  • Defines scheduling standards, coverage models, and peak staffing guidelines aligned to demand, workload, and service expectations.
  • Creates resources and partners with Store Operations and Field Leadership to improve scheduling effectiveness.

Initiative Impact & Capacity Planning
  • Assesses labor, workload, staffing, and capacity impacts of initiatives, including technology rollouts, operational changes, training, and process updates.
  • Provides recommendations on labor allocation, timing, workload tradeoffs, and go/no-go decisions.

Budgeting & Financial Ownership
  • Leads annual and in-year labor budgeting, forecasting, and reforecasting based on sales plans, workload, workforce trends, and financial targets.
  • Partners with Finance to monitor labor spend, support P&L alignment, and evaluate labor investment scenarios.
  • Creates and owns G&A budgeting with Finance for all stores and the Retail Home Office.

Cross-Functional Partnership
  • Serves as the primary workforce planning partner to Finance, Store Operations, and Field Leadership on labor and G&A budget management.
  • Builds feedback loops with Regional, District, and Store Leadership to validate assumptions, identify execution risks, and ground plans in store needs.
  • Translates workforce, labor, and G&A insights into actions that support budget management, productivity, and field execution.

Tools & Systems Ownership
  • Owns workforce management tools, including scheduling, forecasting, labor planning, and Dayforce-related processes.
  • Partners with IS, Store Operations, Field Leadership, and Retail Communications to maintain tools, support adoption, and improve system effectiveness.
  • Creates and maintains Excel-based models for ad-hoc labor projections, staffing scenarios, productivity analysis, G&A planning, and decision support.
  • Uses SAP to monitor G&A spend, account activity, expense coding, budget risks, and variances.
  • Audits workforce data to support reliable forecasting, reporting, scheduling, and decision-making.

People Leadership
  • Leads through indirect influence with Finance, Field Leadership, Store Operations, and cross-functional partners.
  • Develops peers, partners, and direct reports by building workforce planning, financial, analytical, operational, and leadership capability.
  • Manages direct reports through priorities, coaching, feedback, workload management, development planning, and talent activities.

Health and Safety Requirement: Every employee is responsible for contributing to a safe and healthy workplace. Employees are expected to be active participants in health and safety by following all safety policies and procedures, reporting unsafe conditions or at-risk behaviors to leadership, and conducting work in a safe manner. Those in a leadership role are also expected to model safe behaviors, evaluate risk, and ensure that risks are reduced to acceptable levels.
Education Level: 4-Year Bachelors Degree
Years of Experience: 5+
Skills and Qualifications:
  • Candidates must reside within a reasonable commuting distance of L.L.Bean's Corporate HQ in Freeport, Maine, and have reliable transportation to support regular on-site attendance.
  • Minimum of 5 years in a retail-based role with 3 years' experience in workforce management, labor planning, or workforce analytics.
  • Experience supporting multi-unit store operations, scheduling practices, labor planning tools, and workforce management processes.
  • Prior Store Manager, District Manager, or equivalent field leadership experience preferred.
  • Strong analytical, forecasting, budgeting, modeling, reporting, and financial acumen.
  • Demonstrated leadership, coaching, influencing, collaboration, communication, and cross-functional alignment skills.
  • Strong organization and project management skills with the ability to manage multiple priorities.
  • Proficiency with Microsoft Office and workforce management, scheduling, forecasting, or labor planning systems; Dayforce experience preferred.
  • Understanding of retail store service, safety, risk, and ability to travel as needed.

L.L.Bean uses a market-based compensation approach. The anticipated starting base pay for this position is $98,000 - $130,000. Individual compensation may vary based on factors such as a candidate's experience, qualifications, education, geographic location, skills, competencies, and proficiency for the role.
If you care about the outdoors, joining L.L.Bean is a great way to feel good about what you do. Our benefits package makes a good thing even better, with programs and perks designed to support your health and financial goals. Plus, maintaining a healthy work-life balance and re-charging outside are all part of the plan.
If your experience looks a little different from what we've identified and you think you'd be great at this role, we'd love to learn more about you! At L.L.Bean, we believe the outdoors brings out the best in all of us. We strive to reflect this every day in our commitments to employees and partners and in our efforts to promote belonging.

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