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Workforce Analytics Manager Jobs in Iowa (NOW HIRING)

RSM

Workforce Acceleration Manager

Des Moines, IA

As a Workforce Acceleration Manager, you will help RSM improve how work is organized, how roles are ... Strong analytical, problem-solving, facilitation, and communication skills. * Experience working ...

New

Gecko Hospitality

VP of People

Dubuque, IA · On-site

Lead performance management, leadership development, and employee engagement initiatives * Oversee ... Lead compensation, benefits, HRIS, workforce analytics, and total rewards strategies * Utilize ...

Waverlyhealthcenter

Workday Analyst - Onsite

Waverly, IA · On-site

Project Management: * Lead and participate in projects related to the optimization of Workday while ... Reporting and Analytics: * Develop and maintain reports, dashboards, and analytics within Workday ...

CONAGRA

Human Resources Manager

Council Bluffs, IA · On-site

$109K - $159K/yr

Drive talent management processes including succession planning, leadership development, and ... Use Human Resources metrics and workforce analytics to identify trends, make recommendations, and ...

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All JobsWorkforce Analytics JobsWorkforce Analytics Manager JobsWorkforce Analytics Manager Jobs in Iowa

Workforce Analytics Manager information

See Iowa salary details

$60.6K

$117.7K

$168.1K

How much do workforce analytics manager jobs pay per year?

As of Aug 29, 2026, the average yearly pay for workforce analytics manager in Iowa is $117,715.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,900.00 and $140,000.00 per year, depending on experience, location, and employer.

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 Iowa?

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

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

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

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

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

Workforce Analytics Manager jobs near you
Infographic showing various Workforce Analytics Manager job openings in Iowa as of June 2026, with employment types broken down into 82% Full Time, 8% Part Time, 1% Temporary, and 9% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $117,715 per year, or $56.6 per hour.

Workforce and Compensation Analyst

City of Dubuque, IA

Dubuque, IA • On-site

$72K - $95K/yr

Full-time

Posted 15 days ago

Job description

Salary: $72,841.60 - $95,208.26 Annually
Location : City Hall, City of Dubuque, IA
Job Type: Full-time
Job Number: 610667001-FT-082026
Department: Human Resources
Opening Date: 08/14/2026
Closing Date: 9/28/2026 11:59 PM Central
FLSA: Exempt
Bargaining Unit: NREP
Position Summary
General Summary: Plan, develop, administer, and evaluate the City's classification and compensation program while providing strategic workforce planning, organizational analysis, and workforce analytics. Conduct market compensation studies, job analyses, classification reviews, organizational structure evaluations, and workforce trend analyses to support data-driven organizational decision-making. Develop recommendations that promote fair compensation practices, effective organizational design, workforce sustainability, and operational excellence. Perform other duties as assigned. Success in this role requires extensive knowledge of classification and compensation administration, organizational development, workforce planning, statistical analysis, and human resources best practices. The ideal candidate possesses strong analytical and critical thinking skills, the ability to interpret complex data and translate findings into strategic recommendations, and the ability to build collaborative relationships throughout the organization. The ideal candidate possesses the ability to follow a management philosophy that is input-oriented and values problem solving and partnership development; the ability to work effectively as a member of a team; and the desire to be part of an organization that values service, people, integrity, responsibility, innovation, and teamwork.
Distinguishing Features of the Class: The employee in this position reports to the Chief Human Resources Officer, and work is performed under general supervision. Work is reviewed through conferences, reports, recommendations, and results achieved.
Job Duties
Job Duties
  • Administer, oversee, and continuously evaluate the City's classification and compensation program.
  • Conduct comprehensive job analyses to evaluate duties, responsibilities, knowledge, skills, abilities, and organizational impact.
  • Review requests for new positions, reclassifications, reorganizations, and position modifications; prepare recommendations supported by job analysis and market data.
  • Conduct market compensation studies utilizing public and private sector salary surveys and comparable employer data.
  • Benchmark positions to evaluate external competitiveness and internal equity.
  • Develop recommendations regarding classification assignments, salary grades, pay adjustments, and compensation strategies.
  • Develop, revise, and maintain job descriptions, classification specifications, and compensation documentation.
  • Conduct organization-wide reviews of position classifications to ensure consistency, equity, and alignment with organizational objectives.
  • Analyze organizational structures, reporting relationships, spans of control, and staffing models to identify opportunities for improved operational effectiveness.
  • Assist departments in evaluating organizational restructuring proposals and staffing requests.
  • Develop workforce planning models and staffing analyses to support long-term organizational needs.
  • Analyze workforce data including vacancy rates, turnover rates, retention trends, employee movement, workforce demographics, retirements, promotions, and succession planning metrics.
  • Develop dashboards, reports, scorecards, and workforce metrics to support executive leadership decision-making.
  • Analyze recruitment, retention, compensation, and workforce trends to identify risks and opportunities.
  • Conduct statistical analyses and forecasting to support workforce planning and budget development.
  • Prepare reports, presentations, and recommendations for executive leadership, the City Manager, City Council, and department directors.
  • Research labor market trends, compensation best practices, organizational design methodologies, and workforce planning strategies.
  • Collaborate with department directors to evaluate operational needs and recommend organizational improvements.
  • Assist in the implementation and administration of classification and compensation studies.
  • Maintain workforce and compensation databases while ensuring data accuracy and integrity.
  • Ensure compliance with applicable federal, state, and local laws governing classification, compensation, and employment practices.
  • Develop and recommend policies, procedures, and administrative practices related to classification, compensation, workforce planning, and organizational development.
  • Participate in salary surveys, compensation studies, and benchmarking initiatives.
  • Assist with collective bargaining preparation by providing compensation analyses, workforce data, and labor market information as assigned.
  • Train supervisors and managers regarding classification processes, job analysis, compensation philosophy, and organizational planning.
  • Maintain professional knowledge through participation in professional organizations, conferences, continuing education, and review of industry best practices.
  • Participate on committees, cross-functional teams, and organizational initiatives supporting strategic Human Resources objectives.
  • Perform other duties as assigned.
Knowledge, Skills and Abilities
  • Classification and Compensation Administration - Thorough knowledge of job evaluation methodologies, classification systems, compensation administration, salary survey analysis, market pricing, internal equity, pay plan development, and compensation philosophy.
  • Workforce Planning and Organizational Development - Knowledge of workforce planning methodologies, organizational design, succession planning, staffing analysis, organizational effectiveness, and change management principles.
  • Human Resources - Knowledge of human resources principles, position management, recruitment, employee relations, performance management, workforce planning, and organizational development.
  • Data Analysis and Human Resources Information Systems (HRIS) - Knowledge of HRIS systems, workforce analytics, database management, reporting tools, statistical analysis, dashboard development, and data visualization techniques.
  • Administration and Management - Knowledge of strategic planning, organizational analysis, business process improvement, budgeting, resource allocation, project management, and leadership principles.
  • Economics, Budgeting, and Financial Analysis - Knowledge of labor market economics, compensation budgeting, forecasting, financial analysis, cost modeling, and fiscal management.
  • Law and Government - Knowledge of applicable federal, state, and local employment laws, compensation regulations, Fair Labor Standards Act (FLSA), Equal Pay Act, and related employment requirements.
  • Research and Statistical Analysis - Knowledge of quantitative and qualitative research methods, statistical analysis, forecasting techniques, trend analysis, and data interpretation.
  • Communication - Excellent written and verbal communication skills with the ability to prepare executive reports, presentations, policy recommendations, and technical documentation.
  • Critical Thinking - Ability to analyze complex organizational issues, identify trends, evaluate alternatives, and develop strategic recommendations.
  • Active Listening - Ability to understand organizational needs, gather relevant information, and collaborate effectively with leadership and employees.
  • Complex Problem Solving - Ability to evaluate organizational, workforce, and compensation challenges and develop practical, data-driven solutions.
  • Judgment and Decision Making - Ability to exercise sound professional judgment, maintain confidentiality, prioritize competing priorities, and make recommendations consistent with organizational goals and legal requirements.
  • Analytical Skills - Ability to collect, interpret, and present workforce, organizational, compensation, and labor market data to support executive decision-making.

Qualifications
Minimum Qualifications
  • Bachelor's degree in Human Resources Management, Business Administration, Public Administration, Organizational Leadership, Economics, Finance, Statistics, Industrial/Organizational Psychology, or a related field; and
  • Five (5) years or more of progressively responsible experience in classification and compensation, workforce analytics, organizational development, human resources, management analysis, or a related analytical field.
Preferred/Desired Qualifications
  • Certified Compensation Professional (CCP)
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification
  • Master's degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, or related field
  • Experience conducting classification and compensation studies
  • Experience with workforce analytics, business intelligence, or data visualization software
  • Experience with organizational design and workforce planning
  • Experience working in a human resources office within a government organization

Supplemental Information
Residency Requirement: Employee shall establish their principal place of residence within fifty (50) miles of the corporate limits of the City of Dubuque as soon as practicable after appointment, but within two years of appointment.
FLSA Status: Exempt
Our Commitment to You
The City of Dubuque is committed to using a merit-based system in which recruiting, selecting, and advancing employees is based on their relative knowledge, skills, and abilities, in compliance with all applicable federal and state laws. Our organization provides equal opportunities for all individuals, fostering a workplace that values innovation, collaboration, and work-life balance. We offer job stability, a comprehensive benefits package, and an opportunity to serve and support our growing community. In accordance with legal obligations our policies and practices are designed to ensure fair treatment and foster a respectful workplace where all are encouraged to apply.
01
Do you possess a bachelor's degree or higher in Human Resources Management, Business Administration, Public Administration, Organizational Leadership, Economics, Finance, Statistics, Industrial/Organizational Psychology, or a related field?
  • Yes
  • No

02
Do you have at least five (5) years of progressively responsible professional experience in classification and compensation, workforce analytics, organizational development, human resources, management analysis, or a related analytical field?
  • Yes
  • No

03
Describe a complex classification, compensation, workforce, or organizational issue that you were responsible for analyzing. Explain how you gathered information, what data or methodology you used, how you evaluated alternatives, and how you translated your findings into a recommendation for leadership.
04
Workforce data shows that a department has a high vacancy rate, increasing turnover, several employees approaching retirement eligibility, and difficulty recruiting for certain positions. How would you analyze the situation and what recommendations might you develop?
05
Describe your experience conducting market pricing or salary benchmarking. What sources of compensation data have you used, and how did you determine which employers or positions were appropriate comparators?
Required Question

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