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Senior Workforce Analyst Jobs in California (NOW HIRING)

TalentBurst

Workday Support Analyst

Torrance, CA

$45 - $55/hr

My name is Kashif Meraj and I'm a Senior Technical Recruiter with TalentBurst, Inc. and currently ... Workday Support Analyst Pay Rate: $45-55/hour on W2 Location: Torrance, CA / Plano, TX (open to ...

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Senior Workforce Analyst information

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$47.9K

$101.2K

$128.8K

How much do senior workforce analyst jobs pay per year?

As of Aug 6, 2026, the average yearly pay for senior workforce analyst in California is $101,184.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,800.00 and $115,000.00 per year, depending on experience, location, and employer.

What is a senior workforce analyst?

Senior Workforce Analysts are professionals responsible for analyzing and optimizing workforce resources within an organization. They use data-driven insights to forecast staffing needs, monitor performance metrics, and recommend strategies to improve efficiency. Their role often involves collaborating with management to ensure that the right number of employees are scheduled at the right times, minimizing costs while maintaining service quality. Senior Workforce Analysts typically have advanced experience and may lead teams or projects related to workforce planning and analytics.

How does a senior workforce analyst typically collaborate with other departments to improve operational efficiency?

A Senior Workforce Analyst works closely with operations, HR, and IT teams to align staffing strategies with business goals. They analyze workforce data, forecast staffing needs, and share actionable insights during regular cross-functional meetings. This collaboration ensures that scheduling, resource allocation, and process improvements are data-driven and meet both departmental and organizational objectives. Open communication and teamwork are essential, as analysts often present findings and recommendations that help other teams make informed decisions.

What are the key skills and qualifications needed to thrive as a senior workforce analyst?

To thrive as a Senior Workforce Analyst, you need strong analytical abilities, advanced Excel skills, and experience in workforce planning, often supported by a degree in business, statistics, or a related field. Familiarity with workforce management systems like NICE IEX, Verint, or Genesys, and proficiency in data visualization tools such as Tableau or Power BI are typically required. Exceptional communication, problem-solving, and stakeholder management skills help you translate complex data into actionable insights and collaborate effectively with different teams. These skills ensure accurate forecasting, optimized staffing, and data-driven decisions that enhance organizational efficiency.

What does a senior workforce analyst do?

A senior workforce analyst analyzes workforce data to identify trends, forecast staffing needs, and improve operational efficiency. They use tools like Excel or data analytics software and often collaborate with HR and management to develop strategic staffing plans. Strong analytical skills and experience with data visualization are essential for this role.

What is the difference between Senior Workforce Analyst vs Workforce Analyst?

AspectSenior Workforce AnalystWorkforce Analyst
Required CredentialsBachelor's degree, experience in data analysis, workforce planningBachelor's degree, entry-level data analysis skills
Work EnvironmentCorporate HR or Operations teams, often in larger organizationsHR departments, staffing agencies, or consulting firms
Employer & Industry UsageCommon in industries like healthcare, retail, and financeUsed across various industries for workforce planning
Search & Comparison IntentUnderstanding senior-level responsibilities and qualificationsEntry to mid-level workforce analysis roles

The main difference between a Senior Workforce Analyst and a Workforce Analyst lies in experience, responsibilities, and seniority. Senior Workforce Analysts typically have more experience, handle complex data analysis, and contribute to strategic planning, whereas Workforce Analysts focus on data collection and reporting. Both roles are essential in workforce planning but differ in scope and level of expertise.

What are the most commonly searched types of Workforce Analyst jobs in California? The most popular types of Workforce Analyst jobs in California are:
What are popular job titles related to Senior Workforce Analyst jobs in California? For Senior Workforce Analyst jobs in California, the most frequently searched job titles are:
What job categories do people searching Senior Workforce Analyst jobs in California look for? The top searched job categories for Senior Workforce Analyst jobs in California are:
What cities in California are hiring for Senior Workforce Analyst jobs? Cities in California with the most Senior Workforce Analyst job openings:
Senior Workforce Analyst jobs near you
Infographic showing various Senior Workforce Analyst job openings in California as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $101,184 per year, or $48.6 per hour.

Senior Workforce Governance Program Manager

Crusoe

San Francisco, CA • On-site

$136K - $137K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 29 days ago

Job description

Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack - from electrons to tokens - to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that - with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved - people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About the Role:
We're looking for an experienced workforce governance and employment compliance practitioner to own workforce governance, employment compliance, and regulatory risk programs across the People organization. This is a hands-on, high-ownership individual contributor role within the People team. You'll partner closely with Legal and People functions including People Operations, Compensation, Benefits, Payroll, Recruiting, Global Mobility and People Analytics, providing governance, compliance, and control oversight across these areas rather than directly owning the underlying programs.
You will design and operate the frameworks, standards, and controls that ensure the company meets its workforce-related legal, regulatory, contractual, and policy obligations.
If you've built and operated workforce governance, employment compliance, HR compliance, or regulatory programs and understand the difference between owning a program and supporting one, we'd love to talk with you.
What You'll Be Working On:
  • Workforce Classification and Governance: Maintain enterprise standards and decision frameworks for worker classification across employee, contractor, fixed-term, EOR, contingent, safety-sensitive, and MVR-required populations. Conduct audits, monitor compliance, and drive remediation. Partner with Legal and Procurement on contingent workforce compliance.
  • I-9 and Employment Eligibility: Own the company's I-9 and E-Verify program end-to-end, including vendor management, training, record retention, internal audits, and regulatory compliance.
  • Background Screening and Adverse Action: Own governance, standards, and compliance oversight for pre-employment screening including criminal, employment and education verification, sanctions, MVR, and financial credit checks where applicable. Build and maintain adjudication frameworks, adverse action processes, and audit readiness.
  • Drug and Alcohol Testing: In partnership with People Operations and Employee Relations, own program administration, eligibility rules, vendor management, recordkeeping, and compliance with regulatory, contractual, and safety requirements.
  • Customer and Contractual Workforce Compliance: Partner with Legal, Sales, Operations, and Security to implement and monitor workforce obligations embedded in customer contracts, including background requirements, drug testing, and site access.
  • Regulatory Filings and Employment Compliance: Coordinate EEO-1, VETS-4212, California Pay Data reporting, pay transparency, labor law postings, and other jurisdictional obligations. Monitor federal, state, local, and international employment law developments and translate changes into operational workflows.
  • Leave Law Compliance Partnership: Partner with Benefits and Legal to ensure leave programs meet federal, state, and local requirements across FMLA, ADA, and applicable state and local leave laws. This role does not administer leave, but owns the compliance framework: ensuring policies reflect current legal requirements, that leave-related processes have appropriate controls, and that the organization maintains audit-ready documentation and practices across all jurisdictions where we operate.
  • Pay Equity, Wage and Hour, and Compensation Compliance Partnership: Partner with Compensation, Payroll, and Legal to maintain governance standards around pay equity, wage and hour obligations, and compensation compliance. This includes supporting pay equity analysis frameworks, ensuring exempt/non-exempt classification decisions are documented and defensible, and monitoring developments in wage and hour law across operating jurisdictions. Compensation owns pay decisions and Payroll owns wage and hour operations; this role owns the compliance oversight layer, ensuring risks are identified, controls are in place, and the organization is audit-ready.
  • Employee Data Privacy and Records Governance: Partner with Legal, People Analytics, and People Tech to maintain compliant employee recordkeeping practices, data retention schedules, access controls, and employee data governance standards. Ensure People programs and systems meet applicable privacy obligations across all jurisdictions where we operate.
  • Responsible AI Governance: Partner with Legal, People Operations, People Analytics, and Recruiting to establish governance standards for the use of AI and automated decision-making tools across People programs. This includes evaluating AI tools for compliance risk, ensuring appropriate disclosures and human oversight controls are in place, and staying current on emerging federal, state, and international regulations governing AI use in employment contexts.
  • Audit Readiness and Risk Management: Serve as the primary liaison for People-related internal and external audits. Maintain the People compliance risk register, develop mitigation strategies, track remediation, and deliver executive reporting. Zero material findings is the bar.
  • Compliance Operations: Ensure employee lifecycle processes meet regulatory requirements. Partner with People Tech to configure compliance workflows, approvals, and controls in People systems. Manage employee records governance, retention schedules, and data access controls.

What You'll Bring to the Team:
  • 7+ years in workforce compliance, employment compliance, or HR compliance operations with direct ownership of I-9/E-Verify, background screening, and/or drug testing programs
  • Deep working knowledge of FCRA, E-Verify regulations, FLSA classification, and federal/state employment law
  • Experience managing compliance programs in multi-state, high-growth environments
  • Hands-on audit experience: you've prepared evidence, fielded auditors, and closed findings
  • Familiarity with contingent workforce compliance and worker classification risks under IRS, DOL and state frameworks
  • Experience managing compliance vendors including screening providers, I-9 platforms, and drug testing administrators
  • Working knowledge of employee data privacy requirements including CCPA, GDPR, and state-level privacy laws as they apply to HR data
  • Familiarity with AI governance in HR contexts, including automated decision-making risks, bias considerations, and the evolving regulatory landscape around AI use in hiring and employment
  • Strong cross-functional instincts and the ability to partner with Legal without deferring everything to them

Bonus Points
  • Experience with SOX-level controls or similarly rigorous compliance environments
  • Background supporting government contracts or highly regulated industries
  • Experience standing up new compliance programs from scratch in a scaling organization
  • Hands-on experience evaluating or governing HR technology vendors with AI-driven features

Benefits:
  • Competitive compensation and equity packages
  • Restricted Stock Units
  • Paid time off, paid holidays & leave of absence programs
  • Comprehensive health, dental & vision insurance
  • Employer contributions to HSA account
  • Paid parental leave
  • Paid life insurance, short-term and long-term disability
  • Professional development & tuition reimbursement
  • Mental health & wellness support
  • Commuter benefits (parking & transit)
  • Cell phone stipend
  • 401(k) Retirement plan with company match up to 4% of salary
  • Volunteer time off
  • Global travel insurance & emergency assistance
  • Daily meals allowance
  • Additional perks & programs specific to location

Compensation Range
Compensation will be paid in the range of up to $160,000 - $190,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.

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