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Workforce Analytics Manager Jobs in Ohio (NOW HIRING)

J.P. Morgan

Quant Analytics Manager

Columbus, OH · On-site

... workforce are directly linked to our success. We are an equal opportunity employer and place a high ... The CCB Data & Analytics team responsibly leverages data across Chase to build competitive ...

JPMorgan Chase & Co.

Quant Analytics Manager

Columbus, OH · On-site

$109K - $175K/yr

As a Quant Analytics Manager on the Customer Segmentation & Research team, you will guide end-to ... workforce are directly linked to our success. We are an equal opportunity employer and place a high ...

JP Morgan Chase

Quant Analytics Manager

Columbus, OH

... workforce are directly linked to our success. We are an equal opportunity employer and place a high ... The CCB Data & Analytics team responsibly leverages data across Chase to build competitive ...

JP Morgan Chase

Quant Analytics Manager

Columbus, OH

As a Quant Analytics Manager on the Customer Segmentation & Research team, you will guide end-to ... workforce are directly linked to our success. We are an equal opportunity employer and place a high ...

J.P. Morgan

Quant Analytics Manager

Columbus, OH · On-site

As a Quant Analytics Manager on the Customer Segmentation & Research team, you will guide end-to ... workforce are directly linked to our success. We are an equal opportunity employer and place a high ...

Home Genius Exteriors

Workforce Manager

Streetsboro, OH · On-site

$65K - $80K/yr

As we continue our rapid growth, we're looking for a strategic, analytical, and results-driven Workforce Manager to optimize staffing, improve operational efficiency, and maximize revenue across our ...

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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.

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.

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 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 Ohio? For Workforce Analytics Manager jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Workforce Analytics Manager jobs in Ohio look for? The top searched job categories for Workforce Analytics Manager jobs in Ohio are:
What cities in Ohio are hiring for Workforce Analytics Manager jobs? Cities in Ohio with the most Workforce Analytics Manager job openings:
Workforce Analytics Manager jobs near you
Infographic showing various Workforce Analytics Manager job openings in Ohio as of June 2026, with employment types broken down into 1% As Needed, 50% Full Time, 47% Part Time, 1% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution.

HR Systems & Analytics Manager

Ohio Machinery Company

Broadview Heights, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 9 days ago

Job description

Description
Find YOUR fit at Ohio CAT (a division of Ohio Machinery Co)! Join a winning culture that strives to be the top-performing, dynamic industry leader and partner of choice for the products and solutions that help our customers build, improve, feed, power, and protect our world. Come grow your career - See what opportunities await today!
Summary:
The HR Systems & Analytics Manager is a strategic Human Resources leadership role reporting to the Director, Human Resources. The position is responsible for overseeing the firm's HR technology ecosystem, workforce analytics, reporting capabilities, and a team of HR analysts. The role serves as a key liaison between HR, IT, and business leaders to optimize HR systems, improve processes, and provide data-driven insights that support organizational decision-making.
Essential Functions and Responsibilities:
  • HR Systems Leadership and Administration
    • Manage the day-to-day operations, configuration oversight, and continuous improvement of the firm's HRIS environment and related HR technologies.
    • Lead the evaluation, implementation, integration, and support of HR systems and tools across the employee lifecycle, including recruiting, onboarding, compensation, performance management, learning, benefits, time tracking, and reporting.
    • Partner closely with IT to ensure system reliability, security, integration architecture, data governance, and effective change management practices.
    • Serve as a strategic partner to HR leadership and cross-functional stakeholders on HR technology initiatives and process transformation efforts.
    • Collaborate with HR leadership and business leaders to identify opportunities for system enhancements and process standardization.
    • Oversee system releases, upgrades, testing coordination, issue resolution, and enhancement prioritization.
    • Ensure HR systems comply with applicable legal, regulatory, privacy, and data protection requirements.
    • Stay updated on HR technology trends and system capabilities.
  • Analytics, Reporting, and Data Governance
    • Lead the firm's HR reporting and workforce analytics function, delivering actionable insights to HR and business leadership.
    • Develop and maintain dashboards, scorecards, and operational reports to support strategic decision-making.
    • Establish and enforce standards for HR data integrity, governance, and reporting consistency.
    • Identify trends and opportunities through workforce analytics related to talent acquisition, retention, engagement and inclusion, compensation, and organizational effectiveness.
    • Collaborate with stakeholders to define reporting requirements and implement scalable analytics solutions.
  • Team Leadership & Service Delivery
    • Lead, mentor, and develop a team of analysts, fostering a collaborative, service-oriented, and high-performance culture.
    • Manage workload prioritization, project assignments, professional development, and performance management for the team.
    • Establish service delivery standards, support processes, and operational metrics to ensure timely and effective issue resolution.
    • Promote continuous improvement and operational efficiency through process redesign, automation, and technology optimization.

Minimum Skills and Qualifications:
  • Bachelor's degree (B. A.) in Human Resources, Business Administration, Information Systems, or a related field and,
  • 5+ years of progressive experience in HR systems, HRIS, workforce analytics, or HR technology roles, with at least 3 years in a managerial and leadership position.
  • Strong understanding of HR operations, data governance, reporting, integrations, and HR technology best practices.
  • Experience partnering closely with IT teams on enterprise applications, integrations, and security.
  • Demonstrated ability to manage multiple priorities and projects in a fast-paced, professional services environment.
  • Strong analytical, problem-solving, communication, and stakeholder management skills.
  • Experience within a law firm or other professional services organization is strongly preferred.
  • Experience with reporting and visualization tools such as Power BI, or similar platforms strongly preferred.

Employee Benefits:
  • 401(k) Match and Employer Discretionary Contribution.
  • Two different Health Insurance options including an HSA health insurance option with a Dollar for Dollar match up to $1,200.00 per year.
  • Dental and Vision Insurance.
  • Credit Union Access.
  • Life Insurance, Short-Term Disability, and Long-Term Disability.
  • Scholarship opportunities for employee's spouses and children, through the Ohio Machinery Education and Opportunity Foundation.
  • Base pay plus annual bonus potential
  • Company SuccessShare bonuses

Physical Requirements:
Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. The noise level in the work environment is usually quiet in office settings and moderate to loud in other situations, with both constant and sudden loud noises possible.
EEO, Veterans & Disabled Employer and VEVRAA/503 Federal Contractor.

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