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Hr Predictive Analytics Jobs (NOW HIRING)

Centific

Technical Intern (Masters or PhD)

$40/hr

... statistics predictive analytics, research) * OR Master's Degree in Statistics, Econometrics ... 40/hr Centific is an equal-opportunity employer. All qualified applicants will receive ...

Slalom Consulting

General Information

Los Angeles, CA · On-site

$50 - $80/hr

The role focuses on predictive analytics and all-hazards risk modeling-including wildfire, extreme ... The targeted hourly pay range is $50/hr to $80/hr. Actual compensation will depend upon an ...

Baptistjax

$49 - $63.25/hr

... with HR, Operations, and Enterprise Analytics teams to translate complex workforce data into actionable business intelligence. This position plays a key role in enabling predictive analytics ...

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Hr Predictive Analytics information

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$33.5K

$78.8K

$116K

How much do hr predictive analytics jobs pay per year?

As of Jul 19, 2026, the average yearly pay for hr predictive analytics in the United States is $78,842.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,500.00 and $95,000.00 per year, depending on experience, location, and employer.

What are predictive analytics in HR?

Predictive analytics in HR involves using statistical models and data analysis techniques to forecast future workforce trends, such as employee turnover, performance, and hiring needs. HR professionals and analysts leverage tools like machine learning and data visualization to make data-driven decisions that improve talent management and organizational effectiveness.

What is the difference between Hr Predictive Analytics vs HR Data Analyst?

AspectHr Predictive AnalyticsHR Data Analyst
Required CredentialsDegree in HR, Data Science, or Analytics; experience with statistical toolsDegree in HR, Business, or Data Analysis; proficiency in Excel and SQL
Work EnvironmentData-driven HR teams, analytics departmentsHR departments, data teams within organizations
Employer & Industry UsageUsed for forecasting HR trends, workforce planningUsed for reporting, data interpretation, and insights
Common Search & Comparison IntentUnderstanding predictive capabilities in HRAnalyzing HR data for insights

While both roles involve working with HR data, Hr Predictive Analytics focuses on forecasting future HR trends using advanced statistical models, whereas HR Data Analysts primarily interpret current data to generate reports and insights. The predictive role requires stronger skills in analytics and modeling, often with specialized certifications, while the analyst role emphasizes data interpretation and reporting skills.

Is 40 too late for data science?

For an HR Predictive Analytics role, age is not a barrier to entering data science. Success depends on acquiring relevant skills such as statistical analysis, programming (e.g., Python, R), and understanding HR data, regardless of age. Many professionals transition into data science later in their careers by gaining certifications and practical experience.

What is the highest paid job in HR?

The highest paid roles in HR typically include HR Director, VP of Human Resources, or Chief Human Resources Officer (CHRO), with salaries often exceeding six figures. These positions require extensive experience, strategic leadership skills, and often involve overseeing large teams and organizational policies.

Does HR analytics pay well?

HR Predictive Analytics professionals typically earn competitive salaries that vary based on experience, education, and location. Skilled analysts with expertise in data modeling and tools like Python or R often command higher pay, especially in larger organizations or industries with a strong focus on data-driven decision-making.
More about Hr Predictive Analytics jobs
What cities are hiring for Hr Predictive Analytics jobs? Cities with the most Hr Predictive Analytics job openings:
What states have the most Hr Predictive Analytics jobs? States with the most job openings for Hr Predictive Analytics jobs include:
What job categories do people searching Hr Predictive Analytics jobs look for? The top searched job categories for Hr Predictive Analytics jobs are:
Hr Predictive Analytics jobs near you
Infographic showing various Hr Predictive Analytics job openings in the United States as of July 2026, with employment types broken down into 1% Internship, 94% Full Time, 3% Part Time, and 2% Contract. Highlights an 79% Physical, 5% Hybrid, and 16% Remote job distribution, with an average salary of $78,842 per year, or $37.9 per hour.
Cheil Agency Network - Director of People Operations & Analytics

Cheil Agency Network - Director of People Operations & Analytics

McKinney

New York, NY • On-site

Full-time

Posted 21 days ago

Job description

The Vision
To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN's) talent as a measurable, high-ROI asset. This role bridges the gap between the CPO's vision, the CFO's financial requirements, and the CAN Technology Strategy, ensuring that every agency has the People systems, data, and integrated support to scale.
I. Technology Strategy & Enterprise Integration
  • Tech Leadership Partnership: Partner directly with the CAN Technology Leader and agency-level tech teams to align People technology roadmaps with broader enterprise IT strategies.
  • Systems Integration: Lead the strategy and execution for integrating People systems (ADP, Employee Navigator, Lattice, ATS, Compliance) with enterprise tools (e.g., collaboration platforms, SSO, project management tools).
  • Security & Governance: Collaborate with Tech teams to ensure all People data systems meet CAN security standards and data privacy regulations.
  • AI-First Enablement: Lead the evaluation and deployment of GenAI-powered People tools (e.g., policy Q&A assistants, manager co-pilots, automated workflows) in partnership with CAN Technology to drive self-service and scale across agencies.
  • Innovation Scouting: Jointly evaluate emerging technologies (AI co-pilots, automated workflows, predictive analytics tools) with Tech leaders to determine scalability across all CAN agencies.

II. Future-Forward People Analytics
  • Data Architecture: Maintain and evolve the CAN People Data Model to standardize titles, levels, and compensation structures across all agencies for clean, AI-ready data.
  • Decision Systems: Move from static reporting to predictive modeling (e.g., attrition risk, skills-based planning, and Future of Work scenario modeling).
  • AI & Predictive Insights: Leverage AI and predictive analytics to surface early-warning signals (e.g., attrition risk, skills gaps) and to extract insights from unstructured data such as survey comments and performance feedback.
  • Reporting & Insights: Deliver high-urgency analytics on headcount, turnover, and talent ROI to the CPO, CFO, and Agency People Leaders.

III. Agency Partnership & Enablement
  • Strategic Consultant: Act as the Tier 2 expert and advisor for Agency People Leaders on complex systems, benefits, and employee relations escalations.
  • Resource Curation: Maintain the CORE Handbook and a centralized digital library of templates, job banks, and compliance checklists for agency use.
  • Collaborative Leadership: Lead cross-agency working groups (Agency People Leaders and Executive Admins) to solve shared People systems/optimization friction points.
  • Onboarding & Training: Standardize the onboarding for new Agency People Leaders to ensure consistency in the CAN way of People administration.

IV. Financial Intelligence & Partnership with Finance
  • Workforce Cost Modeling: Partner with the CPO, CFO, and Agency People Leaders to integrate people data into annual budgeting and talent cost forecasting (salary, tax, and benefits).
  • Monthly Financial Pack: Produce automated headcount reconciliations, benefits liability tracking, and associated budget variance analysis for Agency People Leaders and Finance.
  • Benefits Financials: Lead the financial interface with Gallagher; model the ROI of plan designs and project cost impacts for Open Enrollment and on a monthly basis once benefits convert to a self-funded benefits plan.
  • Audit & Compliance: Maintain accurate employee records for classifications and immigration compliance.

V. Strategic Employee Relations & Policy
  • Employee Relations Escalation #2: Serve as a high-touch, non-biased subject matter expert for personnel matters; conduct fact-finding and provide counsel on sensitive cases.
  • Policy Architecture: Draft and evolve CAN-wide practices; ensure fact-based and time-based clarity in all CAN communications.
  • Confidentiality: Handle the most sensitive personnel and financial data with absolute discretion and a controlled sense of urgency.

VI. Leadership & Team Management
  • Strategic Oversight: Provide high-level direction and mentorship to the People Operations function, ensuring all initiatives align with the CPO's long-term roadmap.
  • Manager, People Systems & Optimization: Manage and coach a high-capability, individual-contributor-skewed lead who owns complex project execution, analytics support, optimization of administrative processes, and the integrity of core People systems (ADP, Employee Navigator, and related tools).
  • AI Automation Mandate: Partner with the Manager, People Systems & Optimization to use AI-driven automation (e.g., AI-assisted auditing, automated reporting, and co-pilots embedded in core tools) to reduce manual administrative work across CAN agencies.

Qualifications
  • 4+ years in HR, People Operations, or People Analytics, including work in multi-entity or matrixed organizations (holding company or agency experience a plus).
  • 3+ years owning or heavily influencing HR technology/HRIS, with strong hands-on experience in ADP and familiarity with Employee Navigator or similar benefits platforms.
  • Demonstrated experience partnering with senior leaders (CPO/CHRO, CFO, Technology/IT leaders) on cross-functional, data-driven initiatives.
  • Proven track record leading complex projects (system implementations, data migrations, org changes, and major policy/benefits rollouts).
  • Meaningful experience using people data to build dashboards, scorecards, and executive-ready insights (not just running reports).
Technical & Analytics Skills
  • Advanced Excel/Google Sheets skills (pivot tables, lookups, complex formulas); experience with one BI/visualization tool (e.g., Tableau, Looker) strongly preferred.
  • Strong HR systems mindset: understands data models, integrations, SSO, security, and how HR data flows across systems; comfortable partnering with Technology/IT on integrations and governance.
  • Ability to translate ambiguous questions into clear metrics, repeatable reporting, and decision-ready insights.
  • Working knowledge of SQL (or strong aptitude to learn); able to query, validate, and interpret data directly from HRIS or connected data sources.
Financial & Business Acumen
  • Solid understanding of how headcount, compensation, and benefits flow into budgets and the P&L.
  • Experience supporting labor cost forecasting and budget vs. actual analysis with Finance.
  • Comfortable discussing ROI on People programs and benefits design decisions with senior stakeholders.
People / Employee Relations / Policy Skills
  • Experience handling sensitive employee relations escalations with sound judgment, neutrality, and discretion.
  • Experience contributing to or owning policies, handbooks, and People playbooks, ideally across multiple business units or agencies.
  • Strong communication and change management skills; able to explain complex systems or policy changes clearly to non-experts.
Leadership & Collaboration
  • Experience managing at least one high-capability individual contributor (HRIS, People Ops, or Analytics).
  • Proven ability to influence without authority across agencies or business units and build trusted partnerships with both People and Technology leaders.
  • Comfortable operating in a builder/architect mode in a growing, evolving environment.
Education
  • Bachelor's degree in Human Resources, Business, Data/Analytics, Information Systems, or a related field required.
  • Master's degree and/or HR certifications (e.g., SHRM-CP/SCP, PHR/SPHR) are a plus but not required.
Salary Range
Our estimated range for this role is $130k - $150k
Compensation packages are based on the skill level and experience each candidate brings to their role.
Right To Work In The US
You must be authorized to work in the US for any employer. At this time, we are not sponsoring or providing assistance with obtaining work authorization. We are in the office Tuesday/Wednesday/Thursday on a hybrid schedule. We look forward to meeting you!

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