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People Analytics Jobs in Nebraska (NOW HIRING)

HDR

Analytics Engineer

Omaha, NE

The Analytics Engineer will play a critical role in transforming raw data into trusted, analytics ... Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with ...

HDR

Analytics Engineer

Omaha, NE · On-site

The Analytics Engineer will play a critical role in transforming raw data into trusted, analytics ... Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with ...

Varsity Tutors

Business Analytics Tutor

Omaha, NE · Remote

$18 - $40/hr

Deep knowledge of descriptive analytics, predictive modeling, prescriptive analytics, data ... About Varsity Tutors And 1-on-1 Online Tutoring Our mission is to transform the way people learn by ...

Varsity Tutors

Business Analytics Tutor

Lincoln, NE · Remote

$18 - $40/hr

Deep knowledge of descriptive analytics, predictive modeling, prescriptive analytics, data ... About Varsity Tutors And 1-on-1 Online Tutoring Our mission is to transform the way people learn by ...

HDR

Analytics Engineer 2

Omaha, NE · On-site

In the role of Analytics Engineer 2, we'll count on you to: Design and develop analytics models ... Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with ...

HDR

Analytics Engineer 2

Omaha, NE · On-site

In the role of Analytics Engineer 2, we'll count on you to: • Design and develop analytics models ... Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with ...

Deckers

Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data; Identify needs before issues arise and/or gaps ...

CSAA

Conduct impact assessments, partner analyses, and readiness assessments to inform change strategies. * Work with project team to define people specific objectives and key results and critical metrics ...

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How much do people analytics jobs pay per month?

As of Aug 3, 2026, the average monthly pay for people analytics in Nebraska is $5,997.75, according to ZipRecruiter salary data. Most workers in this role earn between $5,441.67 and $6,400.00 per month, depending on experience, location, and employer.

Is people analytics in demand?

People analytics is a growing field within human resources that focuses on data-driven decision making to improve workforce management. As organizations increasingly rely on data tools and skills like statistical analysis and HR software, demand for professionals in people analytics continues to rise across various industries.

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 does a people analytics analyst do?

A people analytics analyst collects and analyzes employee data to help organizations improve workforce strategies, engagement, and productivity. They use statistical tools and software like Excel, SQL, or specialized HR analytics platforms to interpret data and generate insights for decision-making.

Is people analytics a part of HR?

People analytics is a specialized field within human resources that involves analyzing employee data to improve decision-making, workforce planning, and organizational performance. It often requires skills in data analysis, statistics, and HR knowledge, and is increasingly integrated into HR departments to support strategic initiatives.

What are the key skills and qualifications needed to thrive in people analytics, 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?

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.

What are the most commonly searched types of People Analytics jobs in Nebraska? The most popular types of People Analytics jobs in Nebraska are:
What are popular job titles related to People Analytics jobs in Nebraska? For People Analytics jobs in Nebraska, the most frequently searched job titles are:
What job categories do people searching People Analytics jobs in Nebraska look for? The top searched job categories for People Analytics jobs in Nebraska are:
What cities in Nebraska are hiring for People Analytics jobs? Cities in Nebraska with the most People Analytics job openings:
People Analytics jobs near you
Infographic showing various People Analytics job openings in Nebraska as of July 2026, with employment types broken down into 89% Full Time, 8% Part Time, 1% Temporary, and 2% Contract. Highlights an 80% Physical, 6% Hybrid, and 14% Remote job distribution, with an average salary of $71,973 per year, or $34.6 per hour.

Talent Management Architect

Children's Hospital & Medical Center

Omaha, NE • On-site

Full-time

Re-posted 4 days ago

Job description


At Children's, the region's only full-service pediatric healthcare center, our people make us the very best for kids. Come cultivate your passion, purpose and professional development in an environment of excellence and inclusion, where team members are supported and deeply valued. Opportunities for career growth abound as we grow our services and spaces, including the cutting-edge Hubbard Center for Children. Join our highly engaged, caring team-and join us in providing brighter, healthier tomorrows for the children we serve.
Children's is committed to diversity and inclusion. We are an equal opportunity employer including veterans and people with disabilities.
A Brief Overview
The Talent Management Architect designs and recommends the infrastructure that enables Children's Nebraska to identify, develop, and advance the talent that will carry its mission forward. This role is a direct contributor to Children's Nebraska's commitment to being the premier healthcare employer in the region, ensuring every team member has the opportunity to grow, contribute, and thrive. It is a cornerstone of our talent strategy: to unify the processes and frameworks that align people practices with organizational outcomes. The work product of this role is the operating system for talent: the frameworks, processes, tools, and data structures that the People Strategy Advisor (PSA) team, Organization Development (OD) team, and senior leaders use to make sound, mission-aligned decisions about people. This role calls for someone energized by building from the ground up, rigorous in thinking about what a strong talent system produces, and able to differentiate between a process that looks complete and one that is driving outcomes.
Essential Functions
  • Talent Review Architecture & Calibration Design
    • Designs and recommends the enterprise talent review process: the methodology, sequencing, calibration tools, and facilitator preparation materials that enable consistent, values-aligned talent conversations across the organization.
    • Builds and maintains a calibration framework with explicitly defined, behaviorally anchored criteria for assessing both performance and potential that is grounded in what Children's Nebraska needs from its leaders at each level and designed to surface talent equitably across the organization.
    • Partners with the PSA team to prepare them for effective talent conversations through calibration norms, pre-work design, and facilitator guidance that produces consistent outcomes across business units.
    • Builds feedback loops into the talent review cycle so that outcomes are tracked, decisions are revisited, and the system improves with each iteration, strengthening the organization's capacity to promote from within and build the leadership pipeline for Children's Nebraska
  • Enterprise Learning Framework & Platform Stewardship
    • Designs and recommends the enterprise learning framework; the architecture defining what development is available to team members at each level, how it is organized, and how it connects to talent review findings, career pathways, and succession planning, ensuring that every team member has access to meaningful development opportunities.
    • The Talent Management Architect designs the framework structure and governs its integrity; the OD team assists in creating and delivering content within it.
    • Partners in evaluating and governing learning platforms and enterprise learning technology, ensuring that tools being considered position the workforce to lead in integrating emerging technology into healthcare delivery, and that implementation is governed for outcomes as well as adoption.
    • Designs content governance criteria ensuring learning offerings reflect the organization's values, capability priorities, and equity commitments across all team member levels.
  • Talent Assessment Design & Instrument Selection
    • Leads the selection, implementation, and ongoing stewardship of talent assessment instruments - validated psychometric tools, 360-degree feedback processes, and leadership assessments - that generate actionable data about capability and development need.
    • Approaches instrument selection with tool-agnostic judgment: evaluating validity, reliability, construct alignment, and potential for bias, rather than defaulting to familiarity.
    • Designs the data architecture surrounding assessments - how results are stored, communicated, protected, and used - in partnership with People Operations for platform integration and People Analytics for deeper data analysis.
  • Succession Pipeline & High-Potential Framework
    • Designs and maintains the succession framework for critical roles including defining successor readiness levels, structuring pipeline review processes, and ensuring succession conversations are data-informed.
    • Develops a behaviorally grounded high-potential identification framework that meaningfully distinguishes potential from current performance and is resistant to proximity bias.
    • Ensures succession data connects to development action by coordinating with OD Advisors to maintain active development plans for each individual in a pipeline. The design and integrity of the succession process belongs to this role; facilitation of succession conversations with senior leaders belongs to the PSA team.
  • Career Architecture & Development Pathway Design
    • Designs career pathway frameworks that give team members a clear, accessible picture of how growth is defined and supported at Children's Nebraska, in direct support of the People First Promise and our commitment to accessible career growth for every team member.
    • Builds progression criteria that are role-relevant, behaviorally anchored, and equitably applied, connecting career architecture to the broader talent ecosystem so that competency frameworks, learning pathways, talent review criteria, and succession pipelines speak a common language.
  • Talent Analytics, Data Stewardship & Team Contribution
    • Builds and maintains talent data infrastructure for evidence-based decision-making including tracking succession pipeline health, assessment utilization, learning engagement, and talent review quality over time and partners with People Analytics for deeper analytical work and organizational-level reporting.
    • Produces talent insights for senior leader and HR audiences that are well-contextualized, honest about gaps, and oriented toward action.
    • Contributes to the Talent & OD team's collective practice and stays current with emerging research in talent management, succession science, assessment, learning, and applying innovative tools to meet the workforce of the future.

Education Qualifications
  • Bachelor's Degree in Organizational Development, Human Resources, Industrial-Organizational Psychology, Business, or related field Required and
  • Master's Degree in Organizational Development, Industrial-Organizational Psychology, Human Resources, or related field Preferred

Experience Qualifications
  • 4-6 years experience in talent management, human resources, or organizational development Required and
  • Demonstrated experience designing a formal talent review or succession process, including calibration methodology and criteria development Required and
  • Experience contributing to a high-potential identification framework, including criteria definition and stakeholder alignment Required and
  • Experience with talent assessment instruments and working knowledge of psychometric principles Preferred and
  • Experience in a matrixed organization; healthcare experience a plus Preferred and
  • Experience with enterprise learning platforms or learning management systems Preferred

Skills and Abilities
  • Knowledge of talent management theory: succession planning, high-potential identification, talent calibration, and career architecture
  • Ability to design integrated talent systems across review processes, assessments, succession, learning pathways, and career frameworks
  • Working knowledge of psychometric principles and experience with talent assessment instrument selection and administration
  • Ability to design enterprise learning frameworks and partner on AI-enabled platform governance and evaluation
  • Demonstrated ability to build structured processes and practical tools from early-stage conditions
  • Change management and stakeholder influence skills; ability to prepare leaders for new processes and build adoption
  • Credible communicator with senior leaders; strong written communication and documentation skills
  • Equity orientation in talent system design; ensures frameworks align with the People First Promise and ICARE values
  • Proficiency in Microsoft Office; comfort with data analysis; familiarity with HRIS platforms

Licenses and Certifications
  • SHRM-CP/SCP, PHR/SPHR, ATD CPTD, or equivalent practitioner-level credential in talent management, assessment, or learning & development preferred
  • Certification in one or more validated psychometric or leadership assessment instruments. Fluency with psychometric principles and ethical use matters more than the specific tool preferred

Children's is the very best for kids and the very best for your career! At Children's, we put YOU first so together, we can improve the life of every child!

Apply