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Resource Analyst Jobs (NOW HIRING)

HR Annie Consulting

Resource Adequacy Analyst

Portland, OR · On-site +1

$98K - $111K/yr

Skilled in resource adequacy, compliance analysis, and working with utility data? Put your expertise to work supporting grid reliability across the West. Western Power Pool is hiring a Resource ...

State of Oregon

Human Resource Analyst 3

Salem, OR · On-site

$6.5K - $9.6K/mo

Human Resource Analyst 3 The Oregon State Police in Salem, Oregon is hiring for one (1) Full-Time, Permanent Human Resource Analyst 3 position. This position offers the opportunity for a hybrid work ...

ARES Corporation

MTIC Resource Analyst

Houston, TX · On-site

The Resource Analyst will: * Provide financial and workforce analysis support to ISS Resources Office with primary focus on ISS Program in support of the MTIC Contract. * Review and process contract ...

SAIC

Senior Human Resource Analyst

Washington, DC · On-site

The candidate will execute various HR actions to include hiring and onboarding; analyze the productivity and efficiency of organizational structure, support performance management tracking and tasks ...

SAIC

Senior Human Resource Analyst

Washington, DC

The candidate will execute various HR actions to include hiring and onboarding; analyze the productivity and efficiency of organizational structure, support performance management tracking and tasks ...

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Resource Analyst information

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$61.5K

$92.9K

$133.5K

How much do resource analyst jobs pay per year?

As of Jun 21, 2026, the average yearly pay for resource analyst in the United States is $92,925.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,000.00 and $100,000.00 per year, depending on experience, location, and employer.

What jobs will boom in 2026?

Resource analysts are expected to see growth as organizations increasingly rely on data to optimize resource allocation and project management. Skills in data analysis, software tools, and industry-specific knowledge will be valuable, with demand driven by sectors such as technology, healthcare, and manufacturing. Continuous learning and certifications in data management can enhance job prospects in this field.

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

To thrive as a Resource Analyst, you need strong analytical skills, a background in business or finance, and proficiency in data interpretation, often supported by a relevant degree. Experience with resource management software, data visualization tools like Tableau or Power BI, and advanced Excel functions is highly valuable. Attention to detail, critical thinking, and effective communication skills help you convey complex findings and collaborate with stakeholders. These capabilities are crucial for optimizing resource allocation and supporting data-driven decision-making within organizations.

What jobs pay 2000 a day?

Resource Analysts typically do not earn $2000 a day; such high daily rates are more common in specialized consulting, executive roles, or freelance positions in fields like finance, law, or technology. These roles often require advanced skills, certifications, or extensive experience and may involve project-based or contract work. Most high-paying jobs at this level are in senior management or niche consulting rather than standard resource analysis positions.

What jobs pay $10,000 a month without a degree?

Resource analysts typically require a degree, but high-paying roles without a degree include sales managers, real estate brokers, and certain tech sales positions, which can pay $10,000 or more monthly through commissions and bonuses. Success in these roles often depends on experience, skills, and performance rather than formal education.

What does a resource analyst do?

A resource analyst is responsible for assessing and managing an organization’s resources, such as personnel, equipment, and materials, to optimize efficiency and meet project goals. They analyze data, develop resource allocation plans, and use tools like spreadsheets or resource management software to ensure effective utilization. Strong analytical skills and attention to detail are essential in this role.

What is the difference between Resource Analyst vs Data Analyst?

AspectResource AnalystData Analyst
Required CredentialsBachelor's degree in business, finance, or related field; often some certificationsBachelor's degree in statistics, mathematics, or related field; often certifications in data analysis tools
Work EnvironmentCorporate, government, or consulting settings focusing on resource allocationBusiness, finance, healthcare, or tech sectors analyzing data for insights
Employer & Industry UsageUsed in resource management, project planning, and logisticsUsed in data-driven decision making, reporting, and forecasting

While both roles involve analysis, Resource Analysts focus on managing and allocating resources within organizations, whereas Data Analysts interpret data to support business decisions. The roles often overlap in skills like data interpretation and reporting, but their core focus and industry applications differ.

How does a Resource Analyst typically interact with project managers and other departments to optimize resource allocation?

Resource Analysts regularly collaborate with project managers and department leads to assess current and future resource needs across multiple projects. They analyze data on staffing, budgets, and project timelines, then communicate findings and recommendations to ensure resources are efficiently distributed. This role often involves facilitating meetings, negotiating priorities, and adapting plans based on changing project requirements. Effective communication and relationship-building are key, as Resource Analysts must balance organizational goals with the needs of individual teams.
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Resource Analyst jobs near you
Human Resource Analyst

Human Resource Analyst

Southern University at Shreveport

Shreveport, LA • On-site

$40K - $43K/yr

Full-time

Posted 9 days ago

Job description

POSITION SUMMARY
Support the HR Director in day-to-day operations by administering and coordinating all HR functions and activities including On-boarding/Orientation, Training, Recruitment, Employee Relations, etc., and enforcement of University policies and procedures while maintaining an atmosphere of trust and confidentiality.
PRIMARY RESPONSIBILITIES
  • Processes all internal paperwork required to fill open positions, i.e. position vacancy authorizations and announcements.
  • Reviews job description for accuracy of organizational information. Contacts employees, supervisors, managers etc. to elicit corrections or resolve minor conflicts in information presented.
  • Generates job postings, post to approved positions to sites such as NeoGov, university website, and other requested sites such as Indeed, HigherEd, and LinkedIn.
  • Monitors all applications received. Accepts and reviews all applications to determine if the minimum qualifications have been met. Ranks the candidates based on those qualifications. Forwards most qualified applicants to the hiring department.
  • Generates offer letters for selected candidates. Meets with the candidate to discuss the offer and obtain signature.
  • Provides induction documents to new employees providing guidance and general overview of each document. Follows up with employees to ensure new employees complete forms timely.
  • Submits paperwork for and payment for employee background checks. Verify employees right to work using EVERIFY.
  • Enter new hires into the LAGOV and Banner databases. Issue employee personnel numbers for each system.
  • Answers all call & emails internally and externally in regard to open positions.
  • Assists in the maintenance of the Human Resources website
  • Works with the finance department to ensure that payroll is accurate and processed in a timely manner. Reviews electronic payment authorizations. Enters employee deductions.
  • Completes job verifications for both active and separated employees. Provides grievance forms and routine procedural instructions to employees.
  • Attends job fairs and other recruitment activities to engage and recruit new employees
  • Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
  • Maintains a database of active employees and new hires.
  • Maintains employee records required by Louisiana State Civil Service for classified employees, i.e. position descriptions, evaluations & certifications of compliance.
  • Perform other duties as assigned

REQUIRED EDUCATION AND EXPERIENCE
  • Must have a bachelor's degree in related field from an accredited college or university
  • Two (2) years of professional experience in Human Resources; advanced degree may substitute for experience
  • Ability to work independently and in a team environment
  • Must be able to maintain confidentiality and demonstrate knowledge and understanding of ethics in communications, records and data collection/analysis
  • Excellent oral and written communication skills
  • Ability to work with little supervision
  • Strong attention to detail is essential

PREFERRED QUALIFICATIONS:
  • Master degree in Human Resources, Business, Organizational Management or a related field from an accredited college or university
  • Human Resources experience in a Higher Education environment
  • Five (5) or more years of previous professional level HR experience
  • Strong knowledge of Microsoft Office

TYPE: Full-time
COMPENSATION: $40,000-$43,888
APPLICATION DEADLINE: Review of applications begins June 22, 2026 and continues until position is filled.
  • The application can be filled out online at
  • *Note: If you are an internal candidate, please fill out the

Please attach cover letter, resume, transcript(s), and three references to application.
Reasonable accommodations may be made to enable individuals with disabilities to perform the duties.
Criminal background check and reference verification is required.
Southern University at Shreveport, an institution within the Southern University and A & M System, seeks to provide quality education for its students, while being committed to the total community. This institution prepares students for careers in technical and occupational fields; awards certificates, diplomas and associate degrees; and offers courses and programs that are transferable to other colleges and universities. Dedicated to excellence in instruction and community service, this open enrollment institution promotes cultural diversity, provides developmental and continuing education, and seeks partnerships with business and industry.
Title IX is a federal law that prohibits discrimination on the basis of sex in any federally funded education program or activity. Title IX prohibits use of federal money to support sex discrimination in education programs and provides individuals protection against such practices.
In compliance with federal law and USDOE federal guidance, including provisions of Title VII of the Civil Rights Act of 1964 (Title VII), Title IX of the Education Amendments of 1972 (Title IX), Section 503 and 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, the ADA Amendments Act of 2008, the Age Discrimination in Employment Act of 1967 (ADEA), Executive Order 11246, Executive Order 13988, the Vietnam Era Veterans Readjustment Assistance Act of 1974 as mended by the Jobs for Veterans Act, the Uniformed Services Employment and Reemployment Rights Act, as amended, and the Genetic Information Nondiscrimination Act of 2008, an institution of the Southern University System shall not discriminate against individuals on the basis of their race, sex, sexual orientation, gender identity, gender expression, religion, color, nation or ethnic origin, age, disability, military service, covered veteran's status, or genetic information in its administration of education policies, programs, or activities; admission policies; scholarship and loan programs; athletic or other institution-administered programs; or employment.
As part of their commitment to maintaining a community free of discrimination, and in compliance with Title IX's mandate, institutions of the Southern University System shall address allegations of power-based violence and sexual misconduct, including sexual harassment and sexual assault, in a timely and effective manner. Further, institutions of the Southern University System will provide resources as needed for affected persons (Reporters, Complainants, Respondents, and third parties within the institution's community) and will not tolerate retaliation against any person who reports or participates in the investigation of alleged power-based violence or sex/gender discrimination.
In accordance with the requirement of Title II of the Americans with Disabilities Act of 1990 and its Amending Act of 2008 (collectively "ADA"), the Southern University System (System) will not discriminate against qualified individuals with disabilities on the basis of disability in its services, programs, or activities. The System does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under Title I of the ADA. The System will generally, upon request, provide appropriate aids and services leading to effective communication for qualified persons with disabilities so they can participate equally in the System's programs, services, and activities, including qualified sign language interpreters, assistive listening devices, documents in Braille, and other ways of making communications accessible to people who have speech, hearing, or vision impairments. The System will make reasonable modifications to policies, procedures, and programs to ensure that people with disabilities have an equal opportunity to enjoy all of its programs, services, and activities. Anyone who requires an auxiliary aid or service for effective communication, or a modification of policies or procedures to participate in a program, service, or activity of the System, should contact the ADA Coordinator. The ADA does not require the System to take any action that would fundamentally alter the natures of its programs or services or impose an undue financial or administrative burden. Complaints that a program, service, or activity of the System is not accessible to persons with disabilities should be directed to the ADA Coordinator.
-EOE-

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