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Workforce Analytics Manager information

What does a Workforce Analytics Manager do?

A Workforce Analytics Manager is responsible for analyzing workforce data to help organizations make informed decisions about their employees. They use data-driven approaches to identify trends, measure workforce performance, and provide insights on recruitment, retention, and productivity. Their work often involves collaborating with HR, IT, and business leaders to optimize workforce planning strategies and support organizational goals. By leveraging HR analytics tools and methodologies, they help improve overall employee experience and business outcomes.

How does a Workforce Analytics Manager typically collaborate with HR and business leaders to drive organizational decisions?

A Workforce Analytics Manager works closely with HR professionals and business leaders to interpret workforce data and provide actionable insights. They translate complex data into clear reports and presentations, helping stakeholders understand trends like turnover, employee engagement, and productivity. Regular meetings and collaborative workshops are common, ensuring that analytics align with business objectives and support strategic decision-making. This role often requires balancing technical data analysis with strong communication and interpersonal skills to influence and guide leadership effectively.

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

To thrive as a Workforce Analytics Manager, you need strong analytical abilities, expertise in HR metrics, and a background in statistics or data analysis, often supported by a relevant degree. Familiarity with analytics platforms such as Power BI, Tableau, SQL, and HRIS systems, as well as certifications in data analytics or HR, is typically required. Excellent communication, problem-solving, and stakeholder management skills help translate complex data into actionable workforce strategies. These capabilities are essential for driving data-informed decision-making that optimizes organizational performance and talent management.

What is the difference between Workforce Analytics Manager vs Data Analyst?

AspectWorkforce Analytics ManagerData Analyst
Required CredentialsBachelor's degree in HR, Business, or Analytics; often advanced certificationsBachelor's degree in Data Science, Statistics, or related field
Work EnvironmentHR departments, analytics teams within organizationsData teams across various departments, including IT and finance
Employer & Industry UsageHR and talent management sectors, large corporationsBroadly used across industries for data interpretation and reporting

The Workforce Analytics Manager focuses on analyzing HR and workforce data to inform talent strategies, while the Data Analyst handles broader data sets across various business functions. Both roles require strong analytical skills, but the Workforce Analytics Manager specializes in HR-related insights within organizational contexts.

What are popular job titles related to Workforce Analytics Manager jobs in Indiana?

For Workforce Analytics Manager jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Workforce Analytics Manager jobs in Indiana look for?

The top searched job categories for Workforce Analytics Manager jobs in Indiana are:

What cities in Indiana are hiring for Workforce Analytics Manager jobs?

Cities in Indiana with the most Workforce Analytics Manager job openings:

Workforce Analytics Manager jobs near you

Director of People & Culture Development

Indiana Wesleyan University

Marion, IN • On-site

Full-time

Re-posted 23 days ago

Indiana Wesleyan University rating

8.6

Company rating: 8.6 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

68th of 620 rated colleges and universities

Job description

Director of People & Culture Development
Job no: 495105
Work type: Administrative (Full Time)
Location: Marion, IN
Categories: Administrative/Professional, Human Resources, Other
Job Title: Director of People & Culture Development
Reporting Relationship: Associate Vice President, People & Culture
Unit: Central Administration
Department: People & Culture
Campus Location: Maxwell Center, Marion, IN
Summary of Position: The Director of People & Culture Development designs, delivers, and measures high-impact professional and talent development programs that strengthen leadership capability, elevate employee engagement, and advance a Christ-centered organizational culture. This role authors curricula for online and in-person learning, manages internal and external subject matter experts (SMEs), leads facilitation, and uses pre/post assessments and analytics to drive continuous improvement. The Director partners across varies departments and academic/administrative units to align initiatives with institutional mission, values, and strategic goals.
This position reports to the Associate Vice President of People & Culture.
Duties and Responsibilities
  • Program and content design o Design end-to-end learning programs, curricula, and resources for online, hybrid, and in-person delivery (workshops, series, cohorts, micro-learning)
    • Translate institutional strategy into practical learning pathways for leaders, managers, and staff
  • Facilitation and delivery
    • Lead engaging training sessions and large/small group workshops; coach facilitators; model best-practice adult learning
  • Subject Matter Expert (SME) management
    • Source, contract, and coordinate SMEs; establish quality standards; ensure content accuracy, alignment to mission, and accessibility
  • Assessment and analytics
    • Develop pre/post assessments, pulse checks, and longitudinal measures; analyze outcomes and ROI; translate insights into program improvements and leadership-ready reports
  • Talent development and culture
    • Support onboarding, performance development, leadership pipelines, and succession pathways; integrate learning with career progression
    • Advance initiatives that foster employee engagement, belonging, and Kingdom diversity where all employees feel valued and empowered
  • Change management and communications
    • Build learning-enabled change plans for strategic initiatives; develop communication and enablement toolkits that improve adoption and reduce resistance
  • Employee engagement insights
    • Implement surveys, focus groups, and feedback loops; synthesize findings into actions with Employee Success & Care/HR and unit leaders
  • Workforce development partnership
    • Partner with Employee Success & Care/HR business partners and leaders to identify skill gaps, align programs to workforce analytics, and prioritize high-impact capabilities
  • Platform and operations
    • Administer/partner on learning management system (LMS) and learning tools; maintain program calendars, vendor relationships, and budgets; ensure documentation and compliance
  • Mission and community standards
    • Ensure all initiatives and content reflect a strong Christian commitment and align to the IWU Community Lifestyle Statement
  • Other duties as assigned

Qualifications: According to Indiana Wesleyan University employment policy all employees must possess a strong Christian commitment and adhere to the standards outlined in the IWU Community Lifestyle Statement.
Education
  • Bachelor's degree required in Human Resources, Instructional Design, Organizational Development, Business Administration, Organizational Psychology, or related field
  • Master's degree preferred; doctoral degree or equivalent experience is a plus
  • Professional certifications with Association for Talent Development (ATD), Cultural Intelligence, Myers-Briggs, StrengthsFinder, Working Genius, Birkman, etc. are ideal but not required

Experience
  • Five or more (5+) years in talent development, learning & development, organizational development, or human resources; Two or more (2+) years leading programs or teams preferred
  • Demonstrated success designing curricula and teaching/facilitating for diverse audiences
  • Experience coordinating multi-stakeholder projects and managing SMEs/vendors
  • Higher education or large non-profit experience preferred
  • Demonstrated ability to work effectively with individuals from diverse communities and cultures

Required Skills
  • Analytical mindset; able to leverage data/metrics to inform decisions and measure impact of people initiatives
  • Strong facilitation, coaching, and presentation skills for audiences of all sizes
  • Demonstrated curriculum/course writing ability and familiarity with adult learning principles
  • Proficiency with LMS and virtual delivery tools; comfortable with assessment dashboards and basic data visualization
  • Excellent interpersonal and communication skills; proven ability to build allies, collaborate, and influence across levels
  • Commitment to fostering Kingdom diversity and a culture of belonging.
  • Problem-solving orientation; brings fresh ideas that advance the University's vision
  • Commitment to fostering Kingdom diversity with a passion for creating a workplace where all employees feel valued and empowered
  • Learning platforms (e.g., LMS), virtual facilitation tools, survey/assessment platforms, and basic analytics/BI tools

IWU Kingdom Diversity Statement
IWU, in covenant with God's reconciling work and in accordance with the Biblical principles of our historic Wesleyan tradition, commits to build a community that reflects Kingdom diversity. We will foster an intentional environment for living, teaching and learning, which exhibits honor, respect, and dignity. Acknowledging visible or invisible differences, our community authentically values each member's earthly and eternal worth. We refute ignorance and isolation and embrace deliberate and courageous engagement that exhibits Christ's commandment to love all humankind.
LIMITATIONS AND DISCLAIMER
As a religious educational institution operating under the auspices of The Wesleyan Church, Indiana Wesleyan University is permitted and reserves the right to prefer employees on the basis of religion (42 U.S.C., Sections 2000e-1 and 2000e-2).
The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. Employees will be required to follow other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws.
Advertised: 29 Jun 2026 US Eastern Daylight Time
Applications close: 30 Aug 2026 US Eastern Daylight Time
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