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Human Capital Analyst Jobs (NOW HIRING)

LMI

Human Capital Consultant

Washington, DC

A successful LMI Sr. Human Capital Consultant will demonstrate competency in leadership ... Excellent analytical, problem solving, and presentation skills * Excellent customer relationship ...

LMI

Human Capital Consultant

Washington, DC · On-site

A successful LMI Sr. Human Capital Consultant will demonstrate competency in leadership ... Excellent analytical, problem solving, and presentation skills * Excellent customer relationship ...

LMI

Human Capital Consultant

Washington, DC · On-site

A successful LMI Sr. Human Capital Consultant will demonstrate competency in leadership ... Excellent analytical, problem solving, and presentation skills * Excellent customer relationship ...

ProSidian Consulting

HR Policy Analyst

Alexandria, VA · Hybrid

We seek HR Policy Analyst | Human Capital Programmatic Evaluation & Compliance - Policy & Governance Support [NSF0101101] candidates with relevant Government And Public Services Sector Experience ...

ZS

Human Capital Consultant

Chicago, IL · On-site

$95K - $110K/yr

As a Human Capital Consultant , you will contribute to this work across multiple service areas ... Supporting learning analytics workstreams that connect capability activation to business ...

Peraton

Human Capital Data Analyst

Mclean, VA · On-site

$112K - $179K/yr

Responsibilities Peraton is seeking a highly skilled and motivated Human Capital Data Analyst to support a critical National Security program. The ideal candidate will have extensive experience ...

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How much do human capital analyst jobs pay per year?

As of Sep 2, 2026, the average yearly pay for human capital analyst in the United States is $83,973.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $109,000.00 per year, depending on experience, location, and employer.

What is a human capital analyst?

A human capital analyst provides support to human resources departments at organizations. Your duties typically involve assessing and analyzing the current strategies, goals, and capacities of your clients and providing solutions for reaching them. You evaluate current market trends and management strategies, and develop ways for your clients to implement these changes. The qualifications for the career include a background in human resources or consulting, job training and experience, and education. Important skills include strong analytical problem-solving, strong verbal and written communication, and computer literacy.

What is a human capital analyst?

A Human Capital Analyst is a professional who uses data analysis to evaluate and improve an organization's workforce strategies and human resources processes. They collect and interpret data related to employee performance, recruitment, retention, and engagement to help organizations make informed decisions about their people. Their work often involves creating reports, identifying trends, and recommending actions to optimize workforce productivity and satisfaction. Human Capital Analysts frequently collaborate with HR teams and business leaders to align human capital initiatives with organizational goals.

What are the key skills and qualifications needed to thrive as a human capital analyst, and why are they important?

To thrive as a Human Capital Analyst, you need strong analytical skills, a background in human resources or business, and proficiency in quantitative data analysis, often supported by a bachelor’s degree in a related field. Familiarity with HRIS systems, data visualization tools like Tableau or Power BI, and certifications such as SHRM-CP or PHR are typically beneficial. Exceptional communication, problem-solving abilities, and attention to detail help you interpret data insights and collaborate effectively with stakeholders. These skills enable Human Capital Analysts to drive informed HR strategies and improve organizational performance through evidence-based decision making.

What are some typical challenges a human capital analyst faces when implementing new HR technologies?

Human Capital Analysts often encounter challenges such as resistance to change from employees and managers, data integration issues with legacy systems, and ensuring data privacy compliance. Successfully implementing new HR technologies requires strong communication skills to explain the benefits, thorough training for end-users, and close collaboration with IT and HR teams to address technical and process-related concerns. Proactive planning and stakeholder engagement can help smooth the transition and maximize the value of the new systems.

What is the difference between Human Capital Analyst vs HR Analyst?

AspectHuman Capital AnalystHR Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; often some certificationsBachelor's degree in HR, Business, or related field; similar certifications
Work EnvironmentCorporate HR departments, consulting firms, or government agenciesHR departments within organizations, staffing agencies, or consulting firms
Employer & Industry UsageUsed across various industries focusing on workforce analytics and talent managementPrimarily in organizations managing employee relations and HR functions

Both roles involve analyzing workforce data and supporting HR functions, but Human Capital Analysts often focus more on strategic talent management and workforce planning, while HR Analysts tend to handle day-to-day HR operations and reporting.

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Human Capital Analyst jobs near you
Infographic showing various Human Capital Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $83,973 per year, or $40.4 per hour.

Human Capital and Proposal Analyst

RDR Inc

Chantilly, VA • On-site

Full-time

Re-posted 14 days ago

Job description

Description:

This position is contingent upon award.


Requires active TS/SCI with CI Poly prior to consideration.


RDR is hiring a Human Capital & Proposal Analyst to oversee aspects of hiring and work on our proposal efforts.  


  • The individual will ensure legal compliance and implementation aligned with the organization’s mission and talent strategy.
  • Managing activities such as interviewing, performance management, training & development, talent management and employee relations.
  • The person will report to the CEO/President and will take the lead in ensuring the organization continues to be a happy and productive workplace where everyone works to realize our established mission and objectives.
  • Promoting RDR values and shaping a positive culture as well as a “customer service” approach to coworkers is a vital aspect of the Human Capital and Proposal Analyst job description and specifications.

RESPONSIBILITIES

  • Assists with interviews, hires, and works collaboratively to onboard new staff.
  • Provides a framework for constructive and timely performance evaluations.
  • Handles discipline and termination of employees in accordance with company policy.
  • Assists in offboarding departing employees.
  • Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, 
  • initiatives, and surveys to support the organizations human resource compliance and strategy needs.
  • Administers, oversees, or collaborates on the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters. 
  • disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Bridges management and employee relations by addressing demands, grievances, or other issues.
  • Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
  • Assists with development, engagement, motivation, and preservation of current staff.
  • Nurtures a positive working environment.
  • Monitors and collaborates with other organizational leaders and advisors to ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
  • Develops and implements departmental budget.
  • Facilitates professional development, training, and certification activities.
  • Performs other duties as required.


Requirements:
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and negotiation skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Ability to adapt to the needs of the organization and employees.
  • Ability to prioritize tasks.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite.
  • Proficient with, or the ability to quickly learn, the organization’s systems


EDUCATION AND EXPERIENCE

Bachelor’s degree in human resources, Business Administration, or related field required. Four years of additional, relevant work experience may be substituted in lieu of a degree.

At least five years hiring experience required.

Certifications such as SHRM-CP or SHRM-SCP, or other professional certifications, are highly preferred.


Security Clearance

Must have an active TS/SCI with CI Poly clearance prior to consideration.