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Personnel Analyst Jobs (NOW HIRING)

AQIWO, Inc.

Personnel Security Analyst

Rockville, MD · On-site

... analytical skills. Standard job duties include: * Receive and process contractor, licensee, and ... Provide phone support to callers on the Personnel Security Branch (PSB) General Questions line.

Apogee Engineering, LLC

Personnel Manager

El Segundo, CA

$120K - $135K/yr

Analyze current and projected manning and conduct manpower studies to support resource planning. * Support civilian personnel processes by identifying vacancies, preparing RPAs, completing waivers ...

Apogee Engineering, LLC

Personnel Manager

El Segundo, CA · On-site

$120K - $135K/yr

Analyze current and projected manning and conduct manpower studies to support resource planning. * Support civilian personnel processes by identifying vacancies, preparing RPAs, completing waivers ...

RSC2, Inc.

Personnel Manager

El Segundo, CA · On-site

$103K - $237K/yr

RSC2 is currently looking for a Subject Matter Expert Personnel Manager to join our growing team ... Perform infrastructure management duties, such as evaluating and analyzing space requirements ...

Apogee Engineering, LLC

Personnel Manager

El Segundo, CA

$120K - $135K/yr

Analyze current and projected manning and conduct manpower studies to support resource planning. * Support civilian personnel processes by identifying vacancies, preparing RPAs, completing waivers ...

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Personnel Analyst information

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$77.2K

$99K

How much do personnel analyst jobs pay per year?

As of Jun 10, 2026, the average yearly pay for personnel analyst in the United States is $77,213.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $89,500.00 per year, depending on experience, location, and employer.

What are some common challenges Personnel Analysts face when working with multiple departments?

Personnel Analysts often collaborate with various departments to address workforce planning, job classification, and employee relations issues. A common challenge is balancing competing priorities and differing departmental objectives while maintaining consistency in analysis and recommendations. Effective communication and adaptability are essential, as each department may have unique needs and policies. Building strong relationships and understanding each team's workflow help Personnel Analysts provide tailored, strategic support across the organization.

What Does a Personnel Analyst Do?

As a personnel analyst, you support a human resources department as it evaluates current and potential employees. You interpret legal guidelines, help reorganize employee positions, conduct examinations for management, and train personnel for a variety of positions. This requires being flexible with your time, adapting to situations as they occur, and presenting reports to managers and executives on topics like employee compensation and recruitment efforts. You rarely make the final decision on most matters, but your input is given significant weight in decision making.

What is the difference between Personnel Analyst vs HR Specialist?

AspectPersonnel AnalystHR Specialist
Required CredentialsBachelor's degree in HR, Business, or related field; certifications like PHR or SHRM-CPBachelor's degree in HR, Business, or related field; certifications like PHR or SHRM-CP
Work EnvironmentCorporate HR departments, government agencies, consulting firmsCorporate HR teams, staffing agencies, government agencies
Employer & Industry UsageUsed across various industries for analyzing personnel dataUsed for employee relations, recruitment, and HR policy implementation

Personnel Analysts focus on analyzing employee data, workforce trends, and supporting HR decision-making. HR Specialists handle a broader range of HR functions like recruitment, employee relations, and policy enforcement. While both roles require similar credentials and often work in similar environments, Personnel Analysts are more data-driven, whereas HR Specialists focus on operational HR tasks.

What are the key skills and qualifications needed to thrive as a Personnel Analyst, and why are they important?

To thrive as a Personnel Analyst, you need strong analytical abilities, knowledge of HR principles, and a relevant degree such as in human resources, business administration, or a related field. Familiarity with HR information systems (HRIS), data analysis tools like Excel or SPSS, and sometimes certifications such as SHRM-CP or PHR are typically required. Outstanding interpersonal skills, attention to detail, and effective communication help you collaborate with stakeholders and interpret data for decision-makers. These competencies ensure accurate analysis, support effective HR strategies, and contribute to organizational efficiency and compliance.

What does a Personnel Analyst do?

A Personnel Analyst is responsible for analyzing and managing various aspects of human resources within an organization, such as job classifications, compensation, recruitment, and employee relations. They collect and interpret data to help improve HR policies and practices, ensure compliance with employment laws, and support organizational goals. Personnel Analysts often work closely with HR managers, department heads, and employees to provide recommendations and solutions regarding workforce management.
More about Personnel Analyst jobs
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Personnel Analyst jobs near you
Chief Management Analyst

Chief Management Analyst

City of Los Angeles

Los Angeles, CA • On-site

Full-time

Posted 4 days ago

City Of Los Angeles rating

9.0

Company rating: 9.0 out of 10

Based on 64 frontline employees who took The Breakroom Quiz

58th of 646 rated public administrative organizations

Job description

*Application / Resume review ONLY*
The Chief Management Analyst position manages, supervises, and evaluates the work of the IT Administration Division's professional, technical, and clerical staff responsible for administrative oversight of budget, contract, and personnel activities in support of the Information Management & Technology (IMT) division at Los Angeles World Airports (LAWA).
Duties include the following:
Manage all IMT procurements and the staff responsible for procurement and contract administration. Oversee staff interactions with vendors, City Attorney, the LAWA Board Office, the CEO's office and other LAWA divisions providing report and contract document approvals to ensure that all board report and contract documents are processed in a timely manner; manage IMT contracting process including reviewing/revising Requests for Proposals/Bids, evaluating contract join opportunities and coordination with IMT managers, Procurement Services Division and City Attorney; manage staff monitoring contractor participation in the various Business Enterprise programs and insurance expiration dates, as well as coordinating responses to Public Records Requests pertaining to IT procurements and contracts.
Review and approve IMT purchases in the IMT electronic purchase tracking system (ePAS) on behalf of the CIO; provide guidance to the IT Budget & Personnel Manager on budget issues, and review and approve of departmental documents correcting budgetary and time sheet errors; work with the IT Budget Manager, all IMT unit managers and CIO to review and prepare annual IMT fiscal budget for submission to the CFO and Finance & Budget Division. Provide guidance to the IT Budget & Personnel Manager on personnel issues; draft, review, and approve division correspondence to LAWA HR; coordinate with LAWA HR on unique and confidential HR matters impacting IMT staff.
Manage accounts payable-related activities include continued monitoring of Accounts Payable staff productivity in processing the over 2,200 invoices IMT processes annually; meet with accounting staff, the IT Budget Manager, and LAWA Accounting to resolve outstanding issues regarding division invoices and purchase orders.
MUST MEET REQUIREMENTS/MINIMUM QUALIFICATIONS
Two years of full-time paid professional experience in a position at the level of a Senior Management Analyst II, Senior Personnel Analyst II, Senior Administrative Analyst II, or Senior Benefits Analyst II, which provides professional experience in general and financial administration, administrative or legislative analysis and research, budgetary analysis and control, or personnel administration.
How to apply
To apply please submit a City Application (attached), resume and supplemental questionnaire (attached) to imtghiring@lawa.org and include the subject line: CMA ADMIN. Candidate will be selected off a City app/resume review. No interviews will be conducted.
Emergency Appointment
An emergency appointment is not a regular appointment. It is a temporary appointment which does not require that you successfully compete in the Civil Service examination process. The appointment may not exceed one year and must be terminated immediately when a regular appointment can be made from an eligible list. No emergency appointment can exceed one year. (City Charter Section 1013).

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