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Workforce Analyst Jobs in Spring, TX (NOW HIRING)

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Payroll Analyst

Houston, TX · On-site

SuccessFactors, ADP GlobalView, or Workforce Software (WF S) • Experience supporting payroll ... issu es • Strong analytical and problem-solving skills with ability to translate business ...

Kelly Services

Business Analyst

Houston, TX

... Workforce, Survey123, Big Query, SAP, and Power BI preferred • Strong Microsoft Word and Excel ... Strong analytical and problem-solving skills • Knowledge of business processes, planning ...

Kelly Services

Business Analyst

Houston, TX

... Workforce, Survey123, Big Query, SAP, and Power BI preferred • Strong Microsoft Word and Excel ... Strong analytical and problem-solving skills • Knowledge of business processes, planning ...

Greater Houston Partnership

Sr. Research Analyst

Houston, TX · On-site

$110K - $111K/yr

... Workforce Development, Research, Resources, and the Center for Houston's Future. The Greater ... The Sr. Research Analyst advances the Partnership's mission by sourcing, managing, and analyzing ...

EOG Resources, Inc.

HR Financial Analyst

Houston, TX · On-site

Build and maintain workforce forecasting models, including headcount, compensation, benefits, and ... Perform variance analysis comparing actual results to budget and forecast; identify drivers and ...

EOG Resources, Inc.

HR Financial Analyst

Houston, TX · On-site

Build and maintain workforce forecasting models, including headcount, compensation, benefits, and ... Perform variance analysis comparing actual results to budget and forecast; identify drivers and ...

Aquent

GIS Business Analyst III

Houston, TX · On-site

$50 - $58/hr

Perform rigorous Quality Assurance (QA) on incoming Workforce and Survey123 GIS field inspection ... Strong ability to analyze business trends, track field operational metrics, and project future ...

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Workforce Analyst information

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$31.6K

$92.6K

$142.4K

How much do workforce analyst jobs pay per year?

As of Jun 28, 2026, the average yearly pay for workforce analyst in Spring, TX is $92,614.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,000.00 and $114,400.00 per year, depending on experience, location, and employer.

How does a Workforce Analyst typically collaborate with operations and management teams to optimize staffing levels?

A Workforce Analyst regularly works with operations and management teams to ensure staffing aligns with business needs. They analyze historical data, forecast call volumes or workload, and adjust schedules in collaboration with team leaders. By providing actionable reports and recommendations, they help operations managers make informed decisions about hiring, overtime, and shift allocation. This close collaboration helps maintain service levels while controlling labor costs and improving overall team efficiency.

What is the difference between Workforce Analyst vs Data Analyst?

AspectWorkforce AnalystData Analyst
Required CredentialsBachelor's in Business, HR, or related field; often some experience in HR or workforce planningBachelor's in Statistics, Mathematics, or related field; strong data analysis skills
Work EnvironmentHR departments, staffing agencies, large organizations focusing on workforce planningVarious industries including finance, healthcare, tech; data-driven teams
Employer & Industry UsagePrimarily in HR, staffing, and workforce management sectorsAcross multiple industries requiring data interpretation and reporting

While both roles involve data analysis, Workforce Analysts focus on employee data, staffing, and workforce planning, whereas Data Analysts handle broader data sets across various business functions. The roles often overlap in skills but differ in their primary focus and application areas.

What are Workforce Analysts?

Workforce Analysts are professionals who collect, analyze, and interpret data related to an organization's workforce. Their main goal is to optimize staffing levels, improve scheduling, and ensure operational efficiency. They use various tools and software to forecast staffing needs, monitor performance metrics, and identify trends that can impact productivity. Workforce Analysts often work closely with management and human resources to support decision-making and strategic planning.

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

To excel as a Workforce Analyst, you generally need strong analytical skills, proficiency in data interpretation, and a relevant degree such as in business, statistics, or human resources. Familiarity with workforce management software, advanced Excel, and reporting tools like Tableau or Power BI is typically required. Attention to detail, problem-solving abilities, and effective communication are essential soft skills for translating data into actionable insights. These competencies are crucial for optimizing staffing, improving productivity, and supporting evidence-based decision-making within organizations.

What Is a Workforce Analyst?

A workforce analyst works with human resources and management consultants to improve the operations within and customer experience provided by an organization. As a workforce analyst, your job duties include developing staff schedules, collecting staff performance data and customer feedback data, reviewing and analyzing relevant data to identify problem areas, and preparing workforce analysis reports for company leadership to inform their policies and decision-making processes. Your work helps determine the allocation of staff and resources as well as recruitment and professional development strategies.

More about Workforce Analyst jobs
What are the most commonly searched types of Workforce Analyst jobs in Spring, TX? The most popular types of Workforce Analyst jobs in Spring, TX are:
What are popular job titles related to Workforce Analyst jobs in Spring, TX? For Workforce Analyst jobs in Spring, TX, the most frequently searched job titles are:
What cities near Spring, TX are hiring for Workforce Analyst jobs? Cities near Spring, TX with the most Workforce Analyst job openings:
Workforce Analyst jobs near you
Director of Workforce Management

Director of Workforce Management

Target Hospitality

The Woodlands, TX • On-site

Full-time

Posted yesterday

Job description

The Director of Workforce Management is a strategic leadership role responsible for the end-to-end management of the employee lifecycle, ensuring that HR practices align with organizational goals. Reporting to the SVP of Human Resources, this individual will oversee the Talent Acquisition department, HR governance, policy development, employee relations, and strategic HR initiatives. The Director will drive a high-performance culture, foster employee engagement, and provide leadership to the overall HR staff and functions to ensure compliance, operational efficiency, and a positive employee experience.
Key Responsibilities
  1. Strategic HR Leadership & Initiatives

  • Partner with the SVP of HR to execute enterprise-wide strategic initiatives, including organizational design, mergers and acquisitions (M&A) integration, and digital transformation.
  • Develop and drive key strategic initiatives related to workforce planning, organizational design, and talent management.
  • Identify, develop, and implement HR programs that support a positive, high-engagement, and productive culture.
  • Leverage HR analytics to provide data-driven insights on turnover, hiring, and organizational health to the leadership team.

  • Monitor labor market trends to provide actionable insights for executive decision-making.

  1. Oversight of Talent Acquisition (TA)

  • Provide strategic oversight to the Talent Acquisition department, ensuring efficient, high-quality hiring practices, including sourcing, interviewing, and onboarding.
  • Develop innovative strategies to reduce time-to-fill and improve the quality of hires, aligning with company growth targets.

  • Optimize the employer brand to attract top-tier talent in competitive markets.
  • Implement advanced recruitment technologies and analytics to measure hiring efficiency and quality of hire

  1. HR Policy & Governance

  • Own the enterprise HR governance framework, creating, updating, and implementing HR policies, procedures, and employee handbooks.
  • Ensure full compliance with federal, state, and local labor laws (e.g., FMLA, ADA, EEOC, FLSA) and maintain audit-ready records.
  • Manage the employee relations (ER) function, overseeing complex investigations, conflict resolution, and disciplinary actions.
  • Assist in the preparation of HR-related materials for Board of Directors meetings and Compensation Committee reviews

  1. Employee Engagement & Culture

  • Develop and execute strategies to enhance employee engagement, retention, and morale.
  • Champion company culture initiatives to ensure a supportive and inclusive environment.
  • Develop and analyze employee engagement surveys and translate findings into actionable, long-term improvement plans.

  • Lead internal communications related to HR initiatives to ensure transparency and alignment.

  1. HR Staff & Function Management

  • Lead, mentor, and develop the HR team, fostering a culture of accountability, collaboration, and continuous improvement.
  • Oversee daily HR operations, ensuring high-quality, consistent service delivery across the organization.
  • Manage the HR departmental budget.

  1. Executive Compensation & Total Rewards

  • Collaborate with the SVP and external consultants on the design and administration of executive compensation programs, including equity-based incentives and long-term incentive plans (LTIPs).
  • Ensure total rewards programs remain competitive and aligned with shareholder interests and public company disclosures.

Required Qualifications
  • Education: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree (MBA or MAHR) preferred.
  • Experience: A minimum of 8-10+ years of progressive HR experience, with at least 5 years in a senior leadership role, preferably in a publicly traded company overseeing multiple HR functions (TA, ER, Ops).
  • Certifications: SHRM-CP, SHRM-SCP, or PHR/SPHR certification strongly preferred.

Skills & Abilities
  • Leadership: Proven ability to lead and develop a team, with a focus on mentoring and performance management.
  • Strategy & Analysis: Strong analytical skills with the ability to interpret complex data into strategic workforce initiatives.
  • Communication: Exceptional verbal and written communication skills, with the ability to influence stakeholders at all levels.
  • Compliance: Deep understanding of employment law and HR best practices.
  • Culture Building: Experience in driving company culture and engagement initiatives.

Systems: Experience in various HR platforms (UKG, Oracle) for workforce management
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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