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Talent Analytics Jobs (NOW HIRING)

WAI GLOBAL

Global Talent Manager

Hollywood, FL · On-site

Talent Analytics and Reporting (10%) * Develop and maintain talent analytics and reporting covering recruitment, hiring, onboarding, retention, engagement, performance management, and talent ...

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · Hybrid

$82K - $108K/yr

... Workforce Analytics Location: Plano, TX Remote/On-site/Hybrid: Hybrid (minimum two days a week ... Add context to internal talent trends with external metrics, environmental shifts in work-related ...

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · Hybrid

$82K - $108K/yr

... Workforce Analytics Location: Plano, TX Remote/On-site/Hybrid: Hybrid (minimum two days a week ... Add context to internal talent trends with external metrics, environmental shifts in work-related ...

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · On-site

$40 - $50/hr

... Workforce Analytics Location: Plano, TX Remote/On-site/Hybrid: Hybrid (minimum two days a week ... Add context to internal talent trends with external metrics, environmental shifts in work-related ...

Jobtailor

NY

Build Talent Acquisition analytics and insight capabilities * Leverage advanced recruitment technologies and optimize outcomes Requirements * Typically 12-14 years of progressive experience in talent ...

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How much do talent analytics jobs pay per hour?

As of Jul 14, 2026, the average hourly pay for talent analytics in the United States is $40.14, according to ZipRecruiter salary data. Most workers in this role earn between $36.06 and $41.59 per hour, depending on experience, location, and employer.

What jobs make $1,000,000 a year?

In talent analytics, high-paying roles are rare, but executive positions such as Chief Talent Officer or Chief Human Resources Officer can reach or exceed this level, especially in large corporations. These roles typically require extensive experience, advanced degrees, and strong leadership skills. Most jobs in talent analytics tend to have salaries below this threshold, with top executives earning the highest compensation packages.

Is 40 too old to become a data analyst?

Talent Analytics professionals can pursue the role at any age, as success depends on skills, experience, and continuous learning. Many data analysts transition into the field later in their careers by acquiring relevant technical skills such as SQL, Excel, and data visualization tools, along with certifications if desired. Age is not a barrier to entering or advancing in data analysis roles.

What is talent analytics?

Talent analytics is the practice of collecting and analyzing data related to an organization's workforce to improve hiring, retention, and overall HR strategies. Talent analysts use tools like HR software and statistical methods to identify patterns and make data-driven decisions about talent management.

What are some typical challenges faced by professionals in Talent Analytics, and how can they be addressed?

Professionals in Talent Analytics often encounter challenges such as integrating data from multiple HR systems, ensuring data accuracy, and translating complex analytics into actionable insights for stakeholders. Overcoming these challenges usually involves close collaboration with IT and HR teams, ongoing data validation, and developing strong communication skills to present findings in an accessible way. Staying current with analytics tools and industry trends also helps address evolving business needs and enhances your impact within the organization.

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

To thrive in Talent Analytics, you need strong analytical skills, HR knowledge, and a background in statistics or data science, often supported by a relevant degree. Familiarity with HRIS platforms, data visualization tools (like Tableau or Power BI), and advanced Excel or programming languages such as Python or R is typically required. Strong communication, problem-solving abilities, and business acumen are important soft skills for translating data insights into actionable HR strategies. These capabilities are crucial for driving data-driven decision-making and optimizing workforce management within organizations.

What does a talent analyst do?

A talent analyst evaluates workforce data to identify trends and insights that support talent acquisition, retention, and development strategies. They use tools like Excel or HR analytics software to analyze metrics such as employee performance, turnover, and engagement, helping organizations make data-driven HR decisions.

What is the difference between Talent Analytics vs HR Analyst?

AspectTalent AnalyticsHR Analyst
Primary FocusData-driven talent strategies, workforce planning, predictive analyticsEmployee data management, HR operations, reporting
Skills RequiredData analysis, statistics, HR knowledge, visualization toolsHR policies, data entry, basic reporting
Work EnvironmentStrategic, analytics teams, HR departmentsHR departments, administrative settings
CertificationsAnalytics, HR certifications (e.g., SHRM-CP, PHR)HR certifications, administrative skills

While both roles involve working with employee data, Talent Analytics focuses on strategic, predictive insights to improve talent management, whereas HR Analysts handle operational HR tasks and reporting. Talent Analytics professionals typically require stronger analytical skills and a focus on data-driven decision-making, making their roles more strategic in nature.

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Talent Analytics jobs near you
E T Consultant - Talent Analytics and Insights

E T Consultant - Talent Analytics and Insights

World Bank

Washington, DC • On-site

Other

Posted 15 days ago

Job description

Do you want to build a career that is truly worthwhile? Working at the World Bank Group provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, we work with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges. For more information, visit www.worldbank.org.

BACKGROUND AND UNIT SUMMARY

The HRDTD department has a renewed mandate to modernize talent management and development to meet changing organizational needs, enabling a "One WBG future ready workforce". The Talent Planning and Insights Center of Expertise (CoE), under which this role sits, is responsible for designing and implementing cross-cutting solutions to advance integrated, data-driven talent management across the World Bank Group (WBG) and associated digital solutions.

This Extended Term Consultant (Talent Analytics and Insights) will support the Talent Planning and Insights CoE in delivering scalable, high-quality talent analytics, data visualization, reporting, and insight generation across the talent management portfolio. The role combines hands-on data science, automation, and reporting expertise with the ability to translate analysis into clear, decision-ready insights and executive-level materials. Working closely with the Senior Specialist, the ETC will connect and operationalize integrated talent insights, enhance the efficiency and scalability of reporting through automation, and support the development of AI-enabled solutions (e.g., agents, workflows, and data pipelines). The position offers broad exposure to talent architecture, skills-based approaches, and digital enablement in a complex, global environment.

The position is based in Washington, DC and reports to the Manager, Talent Planning and Insights.

Duties and Responsibilities

The E T Consultant (Talent Analytics and Insights) will play a key role in developing, implementing, and maintaining data-driven solutions to enhance talent planning and insights. Key responsibilities include:

Data Analysis, Insights, and Executive Reporting

Conduct structured and exploratory analysis across talent data sources (e.g., HR systems, surveys, and workforce platforms) to generate insights across the employee lifecycle.

Apply strong data storytelling to translate complex data into clear, compelling narratives, highlighting key trends, implications, and recommended actions.

Develop high-quality presentations, briefs, and summaries tailored to senior audiences.

Deliver standard and ad hoc analytical outputs, ensuring accuracy, coherence, and alignment across talent initiatives, in compliance with data confidentiality and governance standards.

Design, build, and maintain interactive dashboards and reporting products (e.g., Power BI) to support monitoring and decision-making.

Perform data extraction, processing, and analysis using appropriate techniques, and contribute to data quality assurance and troubleshooting to strengthen reliability and integrity of outputs.

Data Automation and Digital Enablement

Design and implement automated reporting and data workflows to improve efficiency, scalability, and timeliness of insights.

Develop or support data pipelines and repeatable analytical products, reducing manual effort and enabling consistent reporting.

Translate recurring reporting needs into standardized, reusable solutions.

Explore and apply AI-enabled tools (e.g., agents, copilots, workflow automation) to streamline analysis and reporting.

Integration, Product Development, and Stakeholder Collaboration

Contribute to integrated talent insights and reporting products, ensuring consistency across data sources, systems, and initiatives.

Act as a bridge between HR, data, and technology teams, translating business needs into analytical outputs and actionable solutions.

Support delivery of analytical components of cross-cutting HR and talent initiatives.

Develop practical, user-oriented tools and materials to support adoption and effective use of insights.

Apply