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Workforce Analytics Manager Jobs in Pennsylvania

PMA Companies

Sr. Workforce Data Analyst

Blue Bell, PA · On-site

$82K - $103K/yr

Manage and transform data from current and legacy HCM, payroll, workforce management, recruiting, compensation, and other organizational sources into reliable, analytics-ready datasets. * Build and ...

PNC

Bus Analytics Mgr S

Pittsburgh, PA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Workforce Development & Leadership • Build and develop a high-performing team of analysts, reporting specialists, and control management professionals. • Establish career development pathways and ...

PNC Bank

Bus Analytics Mgr S

Pittsburgh, PA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

As a Business Analytics Senior Manager within PNC's Data Products organization, you will be based ... Create a sustainable workforce model aligned with PNC's workforce strategy and business objectives.

KPMG

Director, Workforce Transformation

Philadelphia, PA

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Expand accounts by identifying adjacent needs (change management, HR transformation, workforce analytics, culture). * Lead the creation and advancement of thought leadership, internal and external ...

Sheetz, Inc

Manager of People Analytics

Pittsburgh, PA · On-site

$102K - $170K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

OVERVIEW Design and manage a people analytics and intelligence strategy and budget aligned with ... workforce decision making. 8. Collaborate with HR and business leaders to design and deliver ...

New

US Bank

Strategic Initiatives & Analytics Manager

Philadelphia, PA · On-site

$101K - $139K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

... workforce and capacity planning, and long-range strategic planning. Key Responsibilities Strategic Leadership & Program Management * Lead large-scale, cross-functional strategic initiatives from ...

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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 Pennsylvania?

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

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

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

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

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

Workforce Analytics Manager jobs near you
Infographic showing various Workforce Analytics Manager job openings in Pennsylvania as of August 2026, with employment types broken down into 87% Full Time, 12% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution.

Workforce /Analytics Specialist

AvantGarde, LLC

Philadelphia, PA • Hybrid

Full-time

Posted 14 days ago

Job description

POSITION SUMMARY

The AG Workforce/Analytics Specialist supports a federal client onsite in Philadelphia, Pennsylvania, by contributing to the design, implementation, and evaluation of a wide range of strategic workforce programs and processes. Responsibilities include data mining, analyzing and organizing workforce information, creating and reviewing documentation, and recording and reviewing notes from meetings, interviews, and focus groups.

The position also supports semi-monthly new hire onboarding sessions, produces specialized workforce reports, and assists the Human Resources office with human capital data analysis and reporting on trends such as hiring, attrition, and mission-critical workforce gaps. The work will be performed onsite in Philadelphia, Pennsylvania, with some potential for remote telework.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Collect, review, analyze, and interpret qualitative and quantitative data. Identify trends and patterns, translate findings into actionable recommendations, and present results to support informed decisions and workforce strategies.
  • Support workforce development programs, including four-day semi-monthly new hire onboarding and bootcamp sessions, mandatory training, competency programs, leadership development programs, supervisory training, onsite and offsite training, acquisition-related programs, and mentoring programs.
  • Conduct research, compile findings, and develop recommendations to support the evaluation and improvement of workforce and human capital programs and processes.
  • Review and edit deliverables to ensure they are clear, polished, professional, and responsive to project requirements.
  • Participate in evaluations and assessments designed to identify and define issues, review and analyze data, and evaluate and document best practices.
  • Inform managers of workforce development program requirements and provide training when necessary.
  • Provide workforce metrics and program updates to designated leadership and program leads.
  • Conduct data-driven and anecdotal analysis and interpretation in support of employee relations initiatives.
  • Coordinate and communicate study findings through written reports and oral presentations.

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