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People Analytics Jobs in Iowa (NOW HIRING)

Infosys

HRBP - 4A

Des Moines, IA · On-site

Additionally, you will lead People Analytics for the Americas region, leveraging data-driven insights to inform talent and organizational decisions. Responsibilities - * End-to-End HR Lifecycle ...

Infosys Limited Digital

HRBP - 4A

Des Moines, IA · On-site

Additionally, you will lead People Analytics for the Americas region, leveraging data-driven insights to inform talent and organizational decisions. Responsibilities - * End-to-End HR Lifecycle ...

Bmo

Operations Data Analytics Specialist

Cedar Rapids, IA · On-site

$63K - $117K/yr

Our team provides reporting and analysis for Operations teams servicing loans. We develop reports ... It calls on us to create lasting, positive change for our customers, our communities and our people.

UnityPoint Health

Analytics Engineer

West Des Moines, IA · On-site +1

... ways people are unique and embrace what brings us together. And, we believe equipping you with ... Analyze complex datasets to identify trends, support decision-making, and improve operational and ...

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$3.1K

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How much do people analytics jobs pay per month?

As of Jul 31, 2026, the average monthly pay for people analytics in Iowa is $5,908.58, according to ZipRecruiter salary data. Most workers in this role earn between $5,358.33 and $6,300.00 per month, depending on experience, location, and employer.

Is people analytics in demand?

People analytics is in high demand as organizations increasingly rely on data-driven decision-making to improve workforce management, employee engagement, and productivity. Skills in data analysis, HR metrics, and tools like Excel, SQL, or specialized HR analytics software are valuable for roles in this field, which is expected to grow alongside the adoption of HR technology and organizational data strategies.

What does a typical day look like for someone working in People Analytics?

A typical day in People Analytics involves gathering and cleaning workforce data, analyzing trends related to employee engagement, retention, or diversity, and creating visual reports for HR and business leaders. Professionals in this role often collaborate closely with HR partners, IT teams, and business managers to understand organizational priorities and deliver actionable insights. You may also contribute to the design and execution of employee surveys, predictive modeling projects, and process improvements. This dynamic environment requires balancing both technical analysis and stakeholder communications to ensure organizational strategies are data-informed.

What do people analytics do?

People analytics involves collecting and analyzing data related to employees and workforce trends to improve HR decisions, such as hiring, retention, and performance management. Professionals in this field use statistical tools and data visualization to identify patterns and support strategic workforce planning.

What are the key skills and qualifications needed to thrive in the People Analytics position, and why are they important?

To excel in People Analytics, you need strong analytical skills, proficiency in data modeling, and a solid understanding of HR principles, often supported by a degree in statistics, business, psychology, or a related field. Experience with analytics tools such as SQL, Python, R, Tableau, and HR information systems (HRIS) is commonly required, and certifications like SHRM-CP or HR Analytics credentials are valued. Outstanding communication, problem-solving, and stakeholder management abilities help convey insights and influence data-driven decisions. These skills enable professionals to turn complex workforce data into actionable strategies that drive organizational success.

What is a People Analytics job?

A People Analytics job involves using data to improve workforce decision-making and optimize HR processes. Professionals in this field collect, analyze, and interpret data related to employee performance, engagement, retention, and other HR metrics. They use statistical methods, machine learning, and visualization tools to provide insights that help organizations make data-driven HR decisions. The goal is to enhance productivity, improve employee experience, and align HR strategies with business objectives.

How to become people analytics?

To pursue a career in people analytics, develop skills in data analysis, statistics, and HR concepts, often through a degree in human resources, data science, or related fields. Gaining proficiency in tools like Excel, SQL, and data visualization software, along with experience in HR or organizational data, can enhance job prospects. Certifications in analytics or HR analytics can also be beneficial.

What is the difference between HR analyst and people analytics?

A People Analytics professional focuses on analyzing workforce data to inform strategic HR decisions, often using data tools and statistical methods. An HR analyst typically handles broader HR functions like employee records, compliance, and reporting, with less emphasis on advanced data analysis. Both roles may overlap, but People Analytics emphasizes data-driven insights for talent management and organizational improvement.
What are the most commonly searched types of People Analytics jobs in Iowa? The most popular types of People Analytics jobs in Iowa are:
What are popular job titles related to People Analytics jobs in Iowa? For People Analytics jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching People Analytics jobs in Iowa look for? The top searched job categories for People Analytics jobs in Iowa are:
What cities in Iowa are hiring for People Analytics jobs? Cities in Iowa with the most People Analytics job openings:
People Analytics jobs near you
Infographic showing various People Analytics job openings in Iowa as of July 2026, with employment types broken down into 91% Full Time, 7% Part Time, and 2% Contract. Highlights an 80% Physical, 6% Hybrid, and 14% Remote job distribution, with an average salary of $70,903 per year, or $34.1 per hour.

Vice President Human Resources

Alchemy Global Talent Solutions

Des Moines, IA • On-site

Other

Re-posted 6 days ago

Job description

We are looking for an experienced Vice President, Human Resources to join a global corporation. This position is office based 5 days per week located in the Des Moines, IA area.


The Vice President of Human Resources will play a central role in shaping the organization’s growth by aligning workforce strategy with innovation, product development, and long-term scalability. This position requires someone who can translate business objectives into practical, measurable people initiatives while fostering a culture that attracts and retains high-performing professionals.


Key Responsibilities:

  • Create and implement a people strategy that supports scaling engineering, architecture, and product teams in a competitive talent market.
  • Advise executive and technical leadership on organizational structure, role clarity, and capability building as the company grows.
  • Build leadership pipelines within technical functions, ensuring depth of expertise and continuity in critical roles.
  • Develop retention programs tailored to highly skilled professionals whose expectations around flexibility, growth, and impact differ from traditional workforces.
  • Oversee recruitment strategies designed to attract top-tier technical talent in complex and niche skill areas.
  • Introduce advanced people analytics and intelligent HR systems to improve hiring accuracy, workforce forecasting, and performance insights.
  • Guide leaders through periods of change related to new technologies, evolving product strategies, or organizational expansion.
  • Establish performance and feedback systems that resonate within engineering and product environments.
  • Partner with finance and executive teams on headcount planning, compensation strategy, and benefits design aligned with market realities.
  • Ensure sound employee relations practices and full compliance with employment regulations while maintaining credibility with both leadership and staff.


Key Requirements:

  • At least 10 years of progressive HR leadership experience.
  • Demonstrated success scaling teams during periods of growth, transformation, or digital evolution.
  • Strong background in organizational effectiveness, workforce modeling, and leadership development.
  • Experience leveraging HR systems, automation tools, and data insights to drive strategic decisions.
  • Ability to operate as a credible advisor to senior executives.
  • Excellent communication skills with the ability to influence across highly analytical and results-oriented teams.
  • Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
  • Bachelor’s degree required; advanced degree preferred.

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