ZipRecruiter

Log In

1

Operations Analytics Manager Jobs in Colorado (NOW HIRING)

Calance US

Sr. Operations Analyst

Denver, CO · Remote

Partner directly with Clinical Product Managers and operational leaders on metric definitions, baselines, and clinical workflow analysis. Build and optimize advanced SQL pipelines and BigQuery data ...

Quest Global

Operations Analyst

Longmont, CO · On-site

$65K - $75K/yr

Operations analyst supports management of order booking and revenue recognition. Primary responsibility includes SAP order creation and country specific ERP tasks related to projects and services.

Quest Global

Operations Analyst

Longmont, CO

$65K - $75K/yr

Operations analyst supports management of order booking and revenue recognition. Primary responsibility includes SAP order creation and country specific ERP tasks related to projects and services.

Quest Global

Operations Analyst

Longmont, CO · On-site

$65K - $75K/yr

Operations analyst supports management of order booking and revenue recognition. Primary responsibility includes SAP order creation and country specific ERP tasks related to projects and services.

MSCCN

Operations Analyst - Aurora CO

Aurora, CO · On-site

$23.08 - $30/hr

Johnson Controls, a global leader in thermal management, mission-critical building systems, energy ... Operations Analyst - CMC Support/ICC Please Note: While the title of this position is Operations ...

eTeam

Sales Operations Analyst

Denver, CO · Remote

$57 - $65/hr

Job Title PS Operations Analyst Location 100% Remote (Must support MST zone) Base pay range $57.00 ... You'll play a key role in managing partner operations, ensuring smooth onboarding, compliance, and ...

eTeam

Sales Operations Analyst

Denver, CO · Remote

$57 - $65/hr

Job Title PS Operations Analyst Location 100% Remote (Must support MST zone) Base pay range $57.00 ... You'll play a key role in managing partner operations, ensuring smooth onboarding, compliance, and ...

previous pagenext page

Showing results 21-40

All JobsOperations Analytics JobsOperations Analytics Manager JobsOperations Analytics Manager Jobs in Colorado

Operations Analytics Manager information

See Colorado salary details

$32.6K

$66.7K

$124.6K

How much do operations analytics manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for operations analytics manager in Colorado is $66,725.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,100.00 and $81,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an operations analytics manager?

To thrive as an Operations Analytics Manager, you need strong analytical skills, business acumen, and experience with data modeling, often supported by a degree in business, statistics, or a related field. Familiarity with analytics platforms like SQL, Tableau, Python, and experience in ERP or CRM systems is typically required. Exceptional problem-solving, communication, and leadership skills help you translate data insights into actionable strategies and lead cross-functional teams. These skills are vital to drive data-informed decision-making and optimize operational efficiency within an organization.

How does an operations analytics manager typically collaborate with cross-functional teams in a company?

Operations Analytics Managers frequently work with departments such as finance, supply chain, IT, and customer service to identify inefficiencies and recommend data-driven improvements. They act as a bridge between technical analysts and business stakeholders, translating analytical findings into actionable strategies. Regular meetings, project updates, and collaborative workshops are common, ensuring alignment on objectives and progress. This role requires strong communication skills and the ability to tailor complex data insights to diverse audiences.

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

AspectOperations Analytics ManagerData Analyst
Required CredentialsBachelor's or Master’s in Business, Analytics, or related field; often prefers experience in operationsBachelor's in Statistics, Mathematics, or related field; certifications like SQL or Tableau are common
Work EnvironmentLeads teams in operational settings, collaborates with management, focuses on process improvementAnalyzes data sets, creates reports, supports decision-making across departments
Employer & Industry UsageUsed in logistics, manufacturing, retail, and supply chain companiesCommon across finance, marketing, healthcare, and tech industries

The Operations Analytics Manager focuses on leading teams to optimize operational processes using analytics, while Data Analysts primarily interpret data to support decision-making. Both roles require strong analytical skills, but the manager role involves leadership and strategic planning in operational contexts.

What does an operations analytics manager do?

An operations analytics manager analyzes data related to business operations to improve efficiency, reduce costs, and optimize processes. They use tools like Excel, SQL, and data visualization software to identify trends and support decision-making, often overseeing teams and collaborating with other departments.

What cities in Colorado are hiring for Operations Analytics Manager jobs?

Cities in Colorado with the most Operations Analytics Manager job openings:

Operations Analytics Manager jobs near you

Talent Acquisition Strategy and Analytics Manager

Natural Grocers

Lakewood, CO

$90K - $110K/yr

Full-time

Posted 12 days ago

Natural Grocers rating

6.9

Company rating: 6.9 out of 10

Natural Grocers

Based on 81 frontline employees who took The Breakroom Quiz

6.1

Company rating compared to similar companies: 6.1 out of 10

Grocery stores average

Based on 50,486 frontline employees who took The Breakroom Quiz

Job description

Salary RangeUSD $90,000.00/Yr. - USD $110,000.00/Yr.Overview

The Job in a Nutshell:

We are looking for a data-driven Talent Acquisition Strategist to move beyond traditional recruiting metrics (like "time to fill") and focus on hiring quality and longevity.

In this role, you will not be a full-desk recruiter, although you will be expected to help recruit as needed. Your focus will be to act as an internal consultant, analyzing our current hiring practices to answer critical questions: Why do some new hires fail? Why do some internal promotions succeed? Where are we missing top talent?

You will be responsible for architecting the roadmap that allows us to source external innovators for new positions while simultaneously building a culture where internal candidates are primed and ready for existing openings.

Applications are accepted by the date below, which may be updated if the hiring timeline is extended.

09/07/2026

Responsibilities

Main Ingredients:

 

Recruitment Strategy & Process Evaluation

  • Audit the current end-to-end recruitment process to identify bottlenecks and biases that prevent us from finding top-tier talent.
  • Develop innovative sourcing strategies specifically designed to attract external candidates where no internal talent pool exists.
  • Design targeted internal mobility campaigns to increase the quantity and quality of internal candidates applying for existing open roles.
  • Partner with Operations and the Video Department to explain why (compensation, benefits, career development and promotion paths, and culture) Natural Grocers is a great company to work for and a place to advance your/have a career to appeal to both passive external candidates and current employees.

    • ATS (Applicant Tracking System) Configuration and Reporting

  • Optimizes ATS configuration, workflows, and user experience to improve recruiter efficiency, applicant experience, and overall process effectiveness.
  • Partners with the ATS vendor, HRIS, and internal stakeholders to maintain accurate data integrations, reporting structures, and system functionality.
  • Audits ATS processes, data integrity, and reporting outputs to support compliance, accuracy, and reliable recruiting analytics.
  • Evaluates current and emerging ATS capabilities, recommends system enhancements or investments, and ensures the company is using cost-effective, time-saving recruiting technology solutions.

    • Vendor Management

  • Develops and manages monthly recruitment advertising spend across sourcing platforms, ensuring budget alignment, cost effectiveness, and measurable return on investment.
  • Plans, coordinates, and evaluates recruiting events, including both onsite and virtual hiring events, to support critical staffing needs.
  • Oversees recruitment-related social media content and job-marketing campaigns to strengthen employer visibility and candidate engagement.
  • Researches, evaluates, and pilots new recruiting tools, vendors, and resources to determine effectiveness, scalability, and alignment with company hiring goals.

    • People Analytics & Hiring Success

  • Conduct Predictive Hire Analysis: Work with Human Resources and the HRIS team to track the performance and retention rates of employees based on their hiring source (e.g., internal promotion vs. external hire).
  • Evaluate promotion success rates: Analyze the performance and tenure of internally promoted employees versus external hires to determine which method yields higher success for specific positions.
  • Identify the key traits and experiences of high-performing employees; use this data to build "Ideal Candidate Profiles" and "Success Profiles" for recruiters to use.
  • Report on quality of hire metrics, moving beyond subjective manager feedback to objective performance data (e.g., leadership metrics, sales goals met, project completion rates).

    • Partner with Store Operations to ensure recruiting practices align with operational goals.

  • Create recommendations to successfully fulfill the company's internal promotion philosophy and identify opportunities to support candidate readiness, succession planning and development strategies.
  • Identify and track stores with a higher-than-average number of open critical store positions and work with the Recruiting Team to create a strategy to assist operations in filling these positions.

    • Workforce & Pipeline Planning

  • Partner with Operations, Regional Managers, and SSC Department Heads to understand upcoming skill gaps.
  • Utilize success rate data to determine best candidate profiles.
  • Build talent pipelines and communities to ensure a ready supply of external candidates for hard-to-fill or future strategic roles.

    • Traits for Success:

  • Strategic Mindset:You don't just do what we have always done; you question why we are hiring, where we are looking, and how we can do it better.
  • Data Literacy:You can interpret hiring data, turnover rates, and performance metrics to tell a story and influence C-level stakeholders.
  • Internal vs. External Expertise:Deep understanding of the nuances of recruiting internal retail employees (career pathing, discreet outreach) versus external candidates (branding, competitive analysis).
  • Project Management:Ability to manage multiple initiatives, from revamping the referral program to implementing a new sourcing tool.

    • Success Measures:

  • In 3 Months:Completed a comprehensive audit of the current recruitment funnel and promotion success rates.
  • In 6 Months:Implemented a new internal job posting strategy resulting in a 15% increase in internal applicants.
  • 12 Months:Established a baseline "Quality of Hire" metric and identified the sourcing channels that yield the highest-performing employees.

    •  

    Although this is a general outline of job responsibilities all employees are expected to be "hands on" and do whatever it takes to get the job done and make the company thrive.

    Qualifications

    Recipe for Success:

  • High School diploma or equivalent required 
  • Minimum 7 years of leadership experience in Talent Acquisition, Recruitment Operations, or HR Analytics.
  • Proven track record of designing recruitment strategies that improved hiring outcomes.
  • Experience creating and implementing successful talent acquisition related strategies  
  • Experience with HRIS and Recruitment Analytics tools
  • Experience with multiple ATS and Social Media sourcing solutions 
  • Must have high volume recruiting experience, retail experience preferred. 
  • Ability to effectively align strategy and results with the company culture and driving principles. 
  • Experience working with members of the executive team of an organization 
  • Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations 
  • Communication skills to effectively summarize data and proposals in both verbal and written form.   
  • Ability to communicate recruiting principals at all levels of the organization. 
  • Write and speak clearly, easily communicating complex ideas. 
  • Excellent organizational skills and attention to detail 
  • Excellent time management skills with a proven ability to meet strict deadlines  
  • Ability to build strong interdepartmental partnerships  
  • Ability to prioritize tasks and to delegate them when appropriate 
  • Ability to function well in a high-paced and at times stressful environment 
  • Analytical skills to look at the numbers, trends, and data including graphs, charts, etc. to form reports for leadership. 
  • Extensive experience exercising judgment to plan and accomplish goals. 
  • High level of computer proficiency and technical aptitude including Microsoft 365 applications 
  • Intermediate to Advanced Excel skills 
  • Ability to skillfully manage multiple, competing priorities concurrently while maintaining strong customer service  
  • Strong presentation and facilitation skills  

    • This job description is not an employment contract.  It does not guarantee a job or that the above listed duties are the limit of responsibilities.  The job and job description are subject to change with and without notice.  Employees are required to accomplish any and all tasks assigned to them by their Manager and/or other Store Support Center manager that might not be listed in this job description.

    Employment Type: FULL_TIME

    Working at Natural Grocers

    What Natural Grocers employees say

    Pay

    Benefits

    Hours and flexibility

    Workplace

    Get the full story on Breakroom

    Apply