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Workforce Analytics Manager Jobs in Newark, NJ (NOW HIRING)

PassFort

VP-Data Engineer (People Analytics)

Manhattan, NY · On-site

$192 - $278/hr

Ability to translate business concepts and workforce requirements into scalable technical data ... Demonstrated leadership in managing AI-related risks, ensuring ethical governance, and fostering a ...

New

Capgemini

Lead Business Analyst (MS Viva)

New York, NY · On-site

... management and employee adoption initiatives Perform data quality assessments and validation of workforce metrics Assist in survey analytics employee listening programs and engagement reporting ...

Intuit

Workforce Strategy & Analytics

Manhattan, NY

$164K - $222K/yr

Experience: 5+ years in Revenue Operations, Business Operations, Management Consulting within a ... Analytical Expertise: Proven ability to parse complex datasets, leverage Salesforce data, and ...

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Workforce Analytics Manager information

See Newark, NJ salary details

$67.4K

$131.1K

$187.2K

How much do workforce analytics manager jobs pay per year?

As of Sep 5, 2026, the average yearly pay for workforce analytics manager in Newark, NJ is $131,057.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,600.00 and $155,800.00 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 job categories do people searching Workforce Analytics Manager jobs in Newark, NJ look for?

The top searched job categories for Workforce Analytics Manager jobs in Newark, NJ are:

Workforce Analytics Manager jobs near you

Senior Director, Workforce Intelligence

Success Academy Charter Schools

New York, NY • On-site

Full-time

Posted 20 days ago

Key responsibilities

  • Establish systemwide standards for workforce data and analytics, and oversee people-data governance.

  • Lead enterprise workforce planning by forecasting labor demand, managing staffing requests, and optimizing staffing strategies.

  • Provide human capital analytics and insights, including KPI reporting, labor-market intelligence, compensation benchmarking, and attrition analysis.

Success Academy rating

5.1

Company rating: 5.1 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

564th of 641 rated elementary and secondary schools

Job description

Thanks for your interest in Success Academy! Running a large, fast-growing, and high-performing network of public charter schools takes a village - families, children, teachers, staff and faculty, advocates, and supporters alike. We are growing fast in New York and expanding to Florida, and we would love to welcome you to our community! We work tirelessly every day to ensure children have access to a fun, rigorous, whole-child education regardless of zip code or economic status. When you join SA, you play a part in giving every student who walks through our doors a fair shot at reaching his or her potential.
The Senior Director, Workforce Intelligence (Leader, Workforce Intelligence) establishes systemwide standards for workforce data and analytics, builds enabling capabilities, and oversees people-data governance to drive advanced, evidence-based decision-making across Success Academy. Partnering closely with the People Team, Schooling, Operations, Finance, People Tech, and our Enterprise Data & Analytics leaders, this role connects workforce planning and human capital risk to organizational outcomes - informing decisions from enterprise strategic planning down to department and location staffing. This role must work both independently and collaboratively, striking the right balance between internal capability, prioritizing requests with other departments, and external vendor support, ensuring financial stewardship and sustainable growth of the workforce intelligence function.
Key Responsibilities
Enterprise Workforce Planning
  • Lead Strategic Workforce Planning (SWP) for the organization to have the right set of tools to plan, schedule, track, and optimize staffing so the right number of people with the right skills are in the right place at the right time.
  • Evaluate, define, and continuously improve methods for forecasting labor demand, start dates, job abandonment, time and attendance tracking, retention/attrition, absence/leave management, and labor optimization in as close to real-time as possible.
  • Own enterprise position control and human capital risk analysis, including prioritizing headcount and staffing requests across departments.

Human Capital Analytics & Insights
  • Integrate workforce and HR data into a single intelligence ecosystem.
  • Set enterprise KPI frameworks and human capital reporting standards, including but not limited to talent density, applicant-to-hire ratios, time-to-fill, span of control, and retention.
  • Provide labor-market and competitor intelligence: job levels, pay practices, talent supply, internal equity, and sourcing trends to strengthen Success Academy's ability to attract and retain talent.
  • Lead market compensation benchmarking and pay-equity analysis to inform banding, leveling, and annual compensation planning decisions.
  • Quantify the impact of compensation, benefits offerings, and experience on attrition, offer acceptance, and time-to-fill; recommend data-driven adjustments to close competitive gaps.
  • Lead root cause analysis of high-attrition roles, schools, and departments; identify key drivers around compensation, manager quality, workload, career pathing, and benefits - in partnership with People Partners.
  • Build and maintain abandonment and retention models segmented by role, tenure, locations, performance, and compensation band to enable proactive interaction.
  • Translate attrition and retention figures into concrete recommendations that inform workforce planning, compensation strategy, and talent management programs.
  • Report attrition, retention, and workforce-health trends to executive leadership on a recurring cadence, with clear ties to root cause and recommended actions.

Data Governance & Decision Enablement
  • Establish and maintain people-data governance, integrity, and usage protocols.
  • Build data literacy across People Team and school/operational leaders; convert complex analytics into actionable insights.
  • Ensure insights inform daily, weekly, and monthly operating rhythms.

Technology, Build-vs-Buy Strategy
  • Shape the workforce analytics roadmap in collaboration with People Tech and Enterprise Data & Analytics.
  • Determine and deploy the right balance of self-service vs. support-request capabilities, incorporating AI tools where possible.
  • Own vendor strategy and partnership where the organization relies on external data or platforms to optimize workforce outcomes, including but not limited to Workday, ADP, Cigna, One Medical, Dado, Zkipster, Rewards Gateway and Greenhouse.

Leadership & Capability Building
  • Lead and influence within a matrixed reporting structure to accomplish goals.
  • Develop internal bench strength in analytics, forecasting, and workforce data; serving as a mentor and thought leader across the People Team.
  • Foster cross-functional collaboration, accountability, and operational excellence.
  • Serve as a trusted advisor to senior and executive leadership on workforce strategy and human capital risk.
Core Competencies
  • Leadership: Builds and develops high-impact teams; balances internal capability building with external vendor partnerships.
  • Analytical Rigor: Expertise with predictive analytics, forecasting, and human capital data structures; translates complex data into actionable insight.
  • Program Management: Establishes systemwide standards and enterprise KPI frameworks; aligns resources and timelines to deliver at scale.
  • Communication: Data storytelling and executive influence across People Team and operational leaders.
  • Governance & Stewardship: Establishes data governance and ethical-use protocols; ensures financial stewardship of technology investments.
Qualifications
  • Master's degree preferred (Business, Industrial & Systems Engineering, Organizational Development, or related field); Bachelor's degree required.
  • 10+ years of progressive experience in workforce planning, analytics, or enterprise transformation within complex organizations.
  • Expertise with HRIS reporting, workforce planning tools, predictive analytics, and human capital data structures (Workday analytics preferred).
  • Exceptional strategic thinking, communication, data storytelling, and executive influence skills.
  • Proven success managing complex stakeholder ecosystems, leading change, and driving adoption at scale.

Exact compensation may vary based on skills and experience.
Compensation Range
$210,000-$225,000 USD
Success Academy Charter Schools is an equal opportunity employer and actively encourages applications from people of all backgrounds. Compensation is competitive and commensurate with experience. Success Academy offers a full benefits program and opportunities for professional growth.
Privacy Policy:
By providing your phone number, you consent to receive text message updates from Success Academy regarding your application. Reply STOP to unsubscribe. View our Privacy Policy.
We are an equal opportunity employer and value diversity at our organization. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We actively seek applications from people of all backgrounds to strengthen our community and the perspectives needed to flourish in a multicultural world. Success Academy offers a full benefits program and opportunities for professional growth.
Success Academy Charter Schools does not offer employment-based immigration sponsorship.

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