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Workforce Analytics Manager Jobs in Baltimore, MD

Digital Remedy

HR Data Analyst

Hunt Valley, MD · On-site

Essential Duties and Responsibilities Workforce Analytics & Reporting Collect, analyze, and interpret HR metrics and workforce data from multiple sources, including the core Human Capital Management ...

System One

Workforce Management Analyst I

Baltimore, MD · Remote

$32.80/hr

WORKFORCE MANAGEMENT ANALYST (WFM / CONTACT CENTER) -- REMOTE Location: Remote (U.S.) -- client site in Baltimore, MD (21224) Type: Contract-to-Hire (high possibility of extension) Schedule: 40 hours ...

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Workforce Analytics Manager information

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$64.1K

$124.5K

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How much do workforce analytics manager jobs pay per year?

As of Aug 28, 2026, the average yearly pay for workforce analytics manager in Baltimore, MD is $124,529.00, according to ZipRecruiter salary data. Most workers in this role earn between $99,400.00 and $148,100.00 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 Baltimore, MD?

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

What job categories do people searching Workforce Analytics Manager jobs in Baltimore, MD look for?

The top searched job categories for Workforce Analytics Manager jobs in Baltimore, MD are:

Workforce Analytics Manager jobs near you
Infographic showing various Workforce Analytics Manager job openings in Baltimore, MD as of August 2026, with employment types broken down into 86% Full Time, 13% Part Time, and 1% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $124,529 per year, or $59.9 per hour.

Director Nursing Workforce Strategy Operations and Wellbeing

Baltimore, MD • On-site

University of Maryland Medical System
See more jobs at University of Maryland Medical Systemexternal

Full-time

Re-posted 3 days ago

Job description

Job Requirements
The Director, Nursing Workforce Strategy, Operations & Wellbeing is responsible for the development, implementation, and ongoing optimization of nursing workforce strategy and operations across the health system. This role integrates workforce planning, staffing operations, productivity management, workforce analytics, and nurse wellbeing initiatives to support a sustainable, high-performing nursing workforce.
The Director partners with nursing leadership, finance, human resources, recruitment, and operational leaders to align workforce supply with patient demand, improve workforce stability, optimize labor performance, and advance workforce wellbeing. This role supports the design and execution of the systemwide Nursing Workforce Strategic Plan and ensures alignment with organizational priorities, regulatory requirements, and operational goals.
This role is funded for an initial one-year period through a grant. Renewal is possible if future funding is secured; however, continuation beyond the grant period cannot be guaranteed.
Primary Responsibilities
The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job responsibilities performed.
Workforce Strategy & Planning
  • Leads the development and implementation of the systemwide Nursing Workforce Strategic Plan.
  • Identifies workforce priorities aligned with organizational strategy, patient care needs, and operational goals.
  • Partners with cross-functional leaders to design sustainable workforce models and staffing strategies.
  • Translates strategic workforce priorities into actionable operational plans.

Workforce Operations & Business Performance
  • Oversees nursing workforce operations, including workforce planning, staffing processes, scheduling optimization, and productivity management.
  • Develops and standardizes workforce-related business operations across the system.
  • Partners with finance to monitor labor performance, including premium labor utilization and productivity.
  • Establishes consistent workforce governance structures and operational processes.

Enterprise Staffing Center & Workforce Deployment
  • Partners with Enterprise Staffing Center leadership to define and execute centralized staffing strategies.
  • Supports development of flexible staffing models, including float pools and internal agency resources.
  • Ensures alignment between staffing resources and patient demand across the system.
  • Monitors staffing center performance and identifies opportunities for improvement.

Productivity, Benchmarking & Workforce Analytics
  • Leads workforce productivity strategy and supports movement toward benchmark performance targets.
  • Oversees workforce analytics, including reporting on turnover, vacancy, staffing utilization, and productivity metrics.
  • Partners with analytics teams to develop dashboards and reporting tools to support operational decision-making.
  • Identifies trends and opportunities to improve workforce efficiency and effectiveness.

Workforce Wellbeing & Fatigue Management
  • Leads the development and implementation of workforce wellbeing and fatigue mitigation strategies.
  • Integrates wellbeing principles into staffing, scheduling, and workforce planning practices.
  • Partners with system and local leaders to improve the nursing practice environment and reduce workforce strain.
  • Monitors workforce wellbeing outcomes and supports continuous improvement efforts.

Clinical Support Services & Workforce Innovation
  • Partners for operational oversight for designated nursing support services and workforce-related innovation initiatives (e.g., virtual nursing, telesitter, remote monitoring, and other workforce support models).
  • Partners with nursing and operational leaders to implement care delivery models that enhance workforce efficiency and support nursing practice.
  • Supports innovation initiatives that improve workforce effectiveness and reduce administrative burden.

Regulatory & Performance Improvement
  • Ensures workforce strategies align with regulatory and accreditation requirements, including safe staffing legislation and Joint Commission standards.
  • Leads or supports workforce-related performance improvement initiatives.
  • Evaluates the impact of workforce strategies on operational, financial, and workforce outcomes.
  • Supports analysis of relationships between staffing models, workforce performance, and patient outcomes.

Leadership & Team Development
  • Provides leadership, coaching, and performance management for assigned staff.
  • Establishes team goals, priorities, and performance expectations.
  • Builds collaborative relationships across departments and disciplines.
  • Participates in system governance, councils, and interdisciplinary committees.
  • Performs all other duties as assigned.

Work Experience
Education & Experience - Required
  • Bachelor's degree in Nursing, Healthcare Administration, Business, or related field required.
  • Minimum of 7-10 years of progressively responsible leadership experience in nursing operations, workforce operations, or healthcare business operations.
  • Experience in workforce planning, staffing operations, productivity management, or labor performance required.
  • Experience leading cross-functional strategic or operational initiatives required.

Education & Experience - Preferred
  • Master's degree in Nursing, Business Administration, Healthcare Administration, or related field preferred.
  • Current licensure as a Registered Nurse (RN) preferred.
  • Relevant leadership or operational certifications (e.g., CENP, NEA-BC, Lean, Six Sigma, PMP) preferred.
  • Experience collaborating with finance, HR, and operational leaders preferred.
  • Experience with workforce wellbeing or workforce sustainability initiatives preferred.

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