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Cpg Analytics Manager Jobs (NOW HIRING)

CSG

Sales Data Analyst (CPG)

Chicago, IL · On-site

Sales Data Analyst - CPG Retail Analytics (Walmart / National Accounts) Location: Remote A growing ... Alteryx Power Automate Python Zapier Experience managing analytics projects with multiple ...

Molson Coors

Advanced Analytics Manager

Milwaukee, WI · On-site

In the role of Advanced Analytics Manager - Acquired Brands basedin Chicago, IL or Milwaukee WI ... CPG or beverage industries. * Proven expertise in developing enterprise-scale reporting and KPI ...

Leinenkugel's

Advanced Analytics Manager

Milwaukee, WI · On-site

In the role of Advanced Analytics Manager - Acquired Brands based in Chicago, IL or Milwaukee WI ... CPG or beverage industries. * Proven expertise in developing enterprise-scale reporting and KPI ...

Molson Coors

Advanced Analytics Manager

Milwaukee, WI · On-site

Crafted Highlights:         In the role of Advanced Analytics Manager - Acquired Brands ... CPG or beverage industries. * Proven expertise in developing enterprise-scale reporting and KPI ...

CSG

Sales Data Analyst (CPG)

Chicago, IL · On-site

Sales Data Analyst - CPG Retail Analytics (Walmart / National Accounts) Location: Remote A growing ... Alteryx Power Automate Python Zapier Experience managing analytics projects with multiple ...

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Cpg Analytics Manager information

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$64.5K

$125.3K

$179K

How much do cpg analytics manager jobs pay per year?

As of Sep 13, 2026, the average yearly pay for cpg analytics manager in the United States is $125,326.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,000.00 and $149,000.00 per year, depending on experience, location, and employer.

What does a CPG Analytics Manager do?

A CPG (Consumer Packaged Goods) Analytics Manager is responsible for analyzing sales, marketing, and consumer data to help CPG companies make strategic decisions. They use data analytics tools and techniques to uncover trends, measure the effectiveness of marketing campaigns, and identify growth opportunities. These managers collaborate with cross-functional teams to translate complex data into actionable insights, enabling companies to enhance product performance, optimize pricing, and improve market share. Their work directly supports business objectives by providing data-driven recommendations.

How does a CPG Analytics Manager typically collaborate with marketing and sales teams to drive business outcomes?

CPG Analytics Managers play a crucial role in bridging the gap between data insights and business strategy. They regularly work with marketing and sales teams to analyze consumer behavior, evaluate the effectiveness of promotional campaigns, and identify growth opportunities based on market trends and sales data. This collaboration often involves presenting actionable insights through dashboards or reports and participating in cross-functional meetings to align on goals. By ensuring that data-driven recommendations are clearly communicated, Analytics Managers help these teams make informed decisions that drive revenue and improve market share.

What are the key skills and qualifications needed to thrive as a CPG Analytics Manager, and why are they important?

To thrive as a CPG Analytics Manager, you need strong analytical abilities, data interpretation skills, and a background in business, statistics, or a related field, often supported by a bachelor's or master's degree. Proficiency with data analytics tools like SQL, Python, Tableau, and familiarity with syndicated data sources such as Nielsen or IRI is typically required. Excellent communication, problem-solving, and leadership skills help translate data insights into actionable business strategies and foster cross-functional collaboration. These skills are crucial for driving data-driven decisions that optimize sales, marketing, and supply chain strategies in the competitive consumer packaged goods sector.

What is the difference between Cpg Analytics Manager vs Cpg Data Analyst?

AspectCpg Analytics ManagerCpg Data Analyst
Required CredentialsBachelor's/Master's in Analytics, Business, or related field; often some experience in managementBachelor's in Data Science, Statistics, or related field; entry to mid-level experience
Work EnvironmentOversees analytics teams, collaborates with marketing and sales departmentsPerforms data analysis, reports findings, supports decision-making
Employer & Industry UsageCommon in consumer packaged goods companies, retail, and marketing firmsUsed across similar industries for data support roles

The Cpg Analytics Manager focuses on leading analytics teams and strategic decision-making, while the Cpg Data Analyst handles data collection, analysis, and reporting. Both roles require strong analytical skills, but the manager position involves more leadership and strategic responsibilities.

What cities are hiring for Cpg Analytics Manager jobs?

Cities with the most Cpg Analytics Manager job openings:

What are popular job titles related to Cpg Analytics Manager jobs?

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

Infographic showing various Cpg Analytics Manager job openings in the United States as of September 2026, with employment types broken down into 96% Full Time, and 4% Contract. Highlights an 69% In-person, 9% Hybrid, and 22% Remote job distribution, with an average salary of $125,326 per year, or $60.3 per hour.

Consumer Analytics Manager - CPG Forecasting

Emeryville, CA • On-site

Premier Nutrition
Manufacturing • 51 - 200 employees
Learn more about Premier Nutritionexternal

$135K - $155K/yr

Full-time

Retirement, PTO

Re-posted 21 days ago

Key responsibilities

  • Drive the performance of the Premier Nutrition brands by leading consumption forecasting analytics.

  • Develop new forecasting techniques for greater application and accuracy.

  • Report on consumption forecasts to support teams in making informed decisions for growth.

Job description

Here’s what all the hype is about…
Premier Nutrition Company (PNC) is one of the fastest-growing companies in the proactive wellness space showing clear leadership in the category of protein shakes and powders. We make the brands Premier Protein and Dymatize, and are part of our publicly traded holding company, BellRing Brands (NYSE: BRBR).
We have a simple, yet powerful, formula for our success, which we’ve been nailing since our founding in 1997. We start with an organization powered by our company purpose—Changing Lives with Good Energy. Then our purpose-driven people are given the support and autonomy to develop and grow. Next, we are super-intentional about designing a culture where everyone feels like they truly connect and belong, which is one of our five company core values. Purpose-driven, connected employees deliver amazing business results. And winning companies with remarkable people and thriving cultures attract and retain top talent, so the cycle becomes self-reinforcing or what we call our regenerative culture.
We don’t mind sharing our formula, since we believe the world would be a better place if more workplaces treated adults like adults and gave them the platform to do the best work of their lives—alongside some truly amazing colleagues. Why don’t more companies do this? It takes deep-in-your-bones conviction to your people, products, and purpose to pull it off. It also takes resisting the urge to try to control people, and instead, trusting them to make the right decisions. The result of our vibrant culture speaks for itself: We were certified as a Great Place to Work™ for the 9th year-running in 2025. And we currently rank #8 on Fortune Magazine’s Best Workplaces in our category and were in the top 12 for each of the last 7 years.
We have a long list of ways we take care of our people, but here are some crowd-pleasers that our employees often say they love most: Year-round ½ day Fridays, in-office massages, free lunches amp; snacks, dogs in the office, culture of belonging celebrations, engaging in-office events like bring your kids to work day, 6% 401k match after 1 year, generous paid family leave regardless of gender, all positions bonus-eligible, company-wide volunteer days, company-matched charitable donations, no employee handbook, no dress code, coaching conversations instead of performance reviews, and walking meetings.
PNC seeks individuals who will flourish in this type of work environment and will add to our culture and help build this high-growth company for the next phase in our amazing journey. Does this sound like you? Then read on…
We believe in the power of mindset, and specifically what we call the Challenger Mindset. Do you take smart, bold risks, display relentless hunger, and see yourself as a builder? We’re looking for individuals who choose action over analysis paralysis—those who start before they feel completely ready, make calculated moves based on the best information available, and build momentum through decisive action rather than perfect planning. You should have an insatiable drive that keeps you agile and forward-thinking, always challenging assumptions, seeking new opportunities, and focusing on long-term impact over short-term wins. Above all, you’re a builder—someone who transforms the status quo, finds smarter, simpler, faster ways to get things done, and inspires others to do the same.
The Role…
This role lives and breathes consumption forecasting and analytics. A day in life would include important consumption forecasting analysis, working on developing new forecasting techniques for greater application, and reporting to help teams make best decisions for growth. Your typical day would be working with lots of cross-functional groups including marketing, sales, IT, investor relations, international and outside partners.
The primary responsibilities of this position are to drive the performance of the Premier Nutrition Corp. Brands by leading consumption forecasting analytics, and managing one version of the truth consumption forecast reporting.
The work environment…
So, what’s it like to work here? If you’re based in the greater Bay Area, you’ll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues, some sitting with their dogs, talking excitedly through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead.
We are a dynamic, HYBRID workplace, with an expectation that all employees come into the office Tuesday through Thursday. We are very intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories during virtual meetings just don’t happen. The expected pay scale for this role is $135k to $155k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role.
At the beginning of 2026, we moved into our massive modern 133,000 square foot headquarters in Emeryville, California, complete with spacious personal workspaces, gym with rock-climbing wall, a café, free onsite parking, tons of greenery, and many transportation options.
You’re excited about this opportunity because your time will be filled with…

Weekly and Quarterly Consumption Forecast Reporting: 75% of Time
  • Ensure the consumption forecast is updated and supports required applications.
  • Display expertise in brand-specific forecasting and deep understanding of and experience with using forecasting analytics that predict consumption trends and support decisions for growth.
  • Continually seek approaches for better forecast efficiency and accuracy, reviewing forecast accuracy, conducting root cause analysis on discrepancies, as well as evaluating forecasting methodologies and implementing improvements over time.
  • Challenge assumptions, and pressure test by leveraging historical data, internal/external benchmarks.
  • Actively participate in all cross functional project meetings, providing forecasting expertise and guidance; coming prepared with relevant data, insights, and benchmarks to aid in decision making.
  • Be a cross-functional partner in quarterly and annual Strategic Plan development, Brand AOP, and responsible for consumption forecasts, explaining impacts to business, and recommending strategies to improve results.

Analytics amp; Reporting: 15% of Time
  • Develop amp; automate forecast reporting “toolkit” encompassing reporting, dashboards, and scenario planning.
  • Partner with IT to ensure proper and timely data governance, integration, and aggregation.
  • Develop standardized forecasting input templates for cross functional team members.
  • Assist in the planning and execution of meetings and quarterly business performance reviews.
  • Serve as a voice of forecasting at HQ with cross functional partners/meetings.

The daily stuff that everyone does but few quantify: 10% of Time
  • Attending meetings and presentations.
  • Participating in company-wide activities and events galore.
  • Impromptu conversations with colleagues.
  • Administrivia like email, calendaring, expense reports, and other non-value-added work.

What are we looking for?
Education:
  • BA/BS degree in Business, Marketing, Statistics, Economics, or a research-related field

Experience and Skills:
  • 5+ years of relevant experience, ideally client side in Consumer Package Goods or with an analytics supplier.
  • Demonstrated working knowledge of forecasting methods and leading forecasting initiatives.
  • Experience using syndicated / custom CPG data (Nielsen/Circana/Numerator/Mintel) for analysis, and insights.
  • Solid practical knowledge working with disparate data sources, and data harmonization.
  • Ability to demonstrate a challenger mindset and intellectual curiosity.
  • Strong use of influencing skills to gain alignment across internal/external key stakeholders.

So, if after reading through this long list you’re thinking—I’m not sure I meet 100% of these requirements, should I still apply? YES—if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!
Select 5 Key Capabilities amp; Traits Important to Add to and Diversify your Current Team:
  1. Be a builder
  2. Start amp; end with consumer
  3. Embody a strategic mindset
  4. We are better together
  5. Challenge ideas respectfully

You will thrive here and may just do the best work of your life if…
  • You want to be an integral part of shaping and nurturing an amazing work culture
  • You are comfortable being natural, casual, open, and even a bit playful at work
  • You don’t have a big ego and hate siloed thinking
  • You like to get sh*t, I mean—stuff done
  • You can be friendly, vulnerable, and self-deprecating in one moment, and deal with a challenging, delicate people-related matter as a professional in the next
  • You can do periods of focused, deep work on projects that drive the needle

This may not be your ideal next career move if…
  • You like a lot of structure, rules, and uniformity
  • You like hierarchy, command and control management
  • You want to build lots of processes, systems, governance, or policies and make a beautiful bureaucracy
  • Dealing with ambiguity or experimentation is not your jam
  • You try to resolve challenging interpersonal situations over instant messaging or passive aggression
  • You tend to chase whatever shiny object presents itself during the day instead of real results
Here’s the deal with our not-so-standard, um…standard interview process because we know you are the curious type, which is why you’re still reading this…
  • Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have
  • Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you—and who wants that, right?):
  • A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don’t do panel interviews because they don’t give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we’re probing different capabilities)
  • A case study or job task to simulate what you’d actually be doing in the role might be included (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don’t have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
  • Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so, because this place is the real deal, and don’t just believe us—just ask the 91% of our people who said this is a great place to work in our most recent employee survey.

We strive to create an equitable and inclusive environment to contribute to the success of our organization. Premier Nutrition provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

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