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Workforce Analytics Manager Jobs in Sulphur, LA (NOW HIRING)

MATTR

Plant Manager

Iowa, LA · On-site

$140 - $165/hr

... engaging a diverse workforce, and driving accountability through strong leadership ... Lead incident prevention, root cause analysis, and corrective actions * Drive employee ...

LyondellBasell

Analyzer Technician

Westlake, LA · On-site

... our future workforce. We're addressing the global challenges of ending plastic waste, taking ... Manages time and work requirements in an ethical manner. * Keeps up with their computer-based ...

Addison Group

General Manager

Sulphur, LA · On-site

Partner with HR on staffing, onboarding, employee relations, and workforce planning. * Collaborate ... Analyze performance metrics to identify trends and improvement opportunities. * Develop and mentor ...

Worley

Senior Craft Recruiter

Sulphur, LA · On-site

Proficiency with applicant tracking systems (ATS), CRM platforms, workforce analytics, and recruiting technologies. * Strong analytical, organizational, and problem-solving skills. * Ability to ...

Arcwood Environmental, LLC

Manager, Quality

Orange, TX · On-site

$77K/yr

Reviews and evaluates laboratory analytical data for incoming drum deliveries to determine proper ... Benefits, Compensation & Workforce Diversity Arcwood offers stability you can count on and ...

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Workforce Analytics Manager information

See Sulphur, LA salary details

$58.4K

$113.5K

$162.2K

How much do workforce analytics manager jobs pay per year?

As of Aug 24, 2026, the average yearly pay for workforce analytics manager in Sulphur, LA is $113,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,600.00 and $135,000.00 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 cities near Sulphur, LA are hiring for Workforce Analytics Manager jobs?

Cities near Sulphur, LA with the most Workforce Analytics Manager job openings:

Workforce Analytics Manager jobs near you

Senior HR Strategy & Analytics Analyst

Cameron LNG LLC

Hackberry, LA • On-site

$84K - $107K/yr

Full-time

Posted 4 days ago

Job description

Primary Purpose:

The Senior HR Strategy & Analytics Analyst supports the Human Resources function by transforming workforce, organizational, compensation, and business data into insights, plans, and solutions that drive effective decision-making and execution of strategic priorities. The role serves as a flexible resource across Human Resources, providing analytical, planning, project management, communication, and implementation support for workforce planning, recruiting, benefits, compensation, employee engagement, talent development, organizational effectiveness, HR operations, and business planning. The position also advances technology, automation, and responsible AI-enabled solutions that improve efficiency, strengthen reporting capabilities, and enhance employee and manager experiences.

This position is located in Hackberry, LA / Houston, TX. Transportation Worker Identification Credential (TWIC) is required.

Responsibilities/Duties:

  • Provide data-driven insights, recommendations, and decision-support materials that help leaders evaluate workforce priorities, organizational risks, resource needs, and business impacts.
  • Develop and maintain workforce analytics, dashboards, scorecards, reports, and executive presentations for HR, leadership, committee, and Board discussions.
  • Analyze workforce, talent, compensation, workforce cost, recruiting, retention, overtime, and organizational data to identify trends, root causes, risks, and opportunities.
  • Translate complex data into clear business narratives, visual presentations, key messages, and practical recommendations for technical and non-technical audiences.
  • Support annual workforce planning, workforce budgeting, monthly workforce cost forecasting, accrual analysis, variance reporting, and five-year planning in partnership with HR, FP&A, Accounting, and business leaders.
  • Maintain workforce planning assumptions and models, including approved positions, vacancies, hiring timing, attrition, promotions, market adjustments, incentives, overtime, and organizational changes.
  • Reconcile workforce, position, and workforce cost information across HR and Finance sources; investigate differences and strengthen documentation, controls, and forecast accuracy.
  • Provide analytical, project management, and implementation support across HR priorities, including recruiting, benefits, compensation, employee engagement, talent development, succession planning, organizational effectiveness, and HR operations.
  • Develop project plans, implementation roadmaps, business cases, timelines, risk and action trackers, leader toolkits, employee communications, FAQs, and change-management materials for HR initiatives.
  • Support recruiting and talent decisions through workforce demand analysis, recruiting metrics, talent pipeline reporting, retention analysis, and assessment of current and future capability needs.
  • Support employee engagement, talent management, leadership development, and organizational effectiveness initiatives through survey analysis, workforce insights, progress reporting, and implementation support.
  • Support compensation administration through reporting, market pricing, benchmarking, salary survey participation, job description review, annual compensation planning, and compensation data validation.
  • Cross-train with the Manager, Compensation and maintain current process documentation to provide backup coverage for critical compensation activities in accordance with established governance, controls, confidentiality, and decision authority.
  • Identify and implement opportunities to improve HR processes through workflow redesign, reporting automation, technology enhancements, analytics, and responsible AI-enabled solutions.
  • Develop approved AI-enabled prompts, templates, standard work, and knowledge resources that improve consistency and productivity while maintaining human review, confidentiality, data privacy, and records-management requirements.
  • Support HR system enhancements, functional testing, reporting improvements, issue resolution, user adoption, and transition from manual spreadsheets to scalable reporting solutions.
  • Maintain accurate workforce, position, job description, organization, and compensation data; establish clear definitions and documentation and perform periodic validation and audits.
  • Protect sensitive employee, compensation, and organizational information and comply with company policies, internal controls, and applicable data governance requirements.
  • Assist Payroll Administrator with payroll processing once a quarter or as needed.
  • Support organizational change, cross-functional business initiatives, and other strategic projects as assigned.

Qualifications:

Education:

  • Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, Information Systems, Organizational Development, or a related field required.
  • Master's degree or relevant professional certification in Human Resources, analytics, workforce planning, project management, change management, or technology preferred.

Experience:

  • Minimum of five (5) years of progressive experience in HR analytics, workforce planning, compensation analysis, HR reporting, financial analysis, HRIS, organizational effectiveness, project management, or a related discipline.
  • Experience developing executive-level PowerPoint presentations, dashboards, business cases, and analytical materials for leadership audiences.
  • Experience supporting workforce planning, workforce budgeting, monthly forecasting, accrual analysis, long-range planning, or workforce cost variance analysis preferred.
  • Experience supporting compensation benchmarking, market pricing, salary surveys, annual compensation processes, and compensation reporting preferred.
  • Experience supporting cross-functional HR initiatives and converting strategic priorities into practical implementation plans and communication tools.
  • Experience using analytics, business intelligence, automation, technology, or AI-enabled tools to improve processes and decision-making preferred.
  • Experience with HRIS platforms such as ADP Workforce Now, Workday, Oracle HCM, SAP SuccessFactors, or similar systems preferred.

Skills/Knowledge/Abilities:

  • Advanced proficiency in Microsoft PowerPoint, including executive storyline development, presentation design, and clear visualization of complex information.
  • Advanced proficiency in Microsoft Excel, including PivotTables, Power Query, Power Pivot, XLOOKUP, charting, dashboard development, and data modeling.
  • Experience with Power BI, Tableau, or similar business intelligence and data visualization tools preferred.
  • Strong knowledge of workforce analytics, HR metrics, compensation principles, workforce planning, workforce budgeting, and organizational effectiveness.
  • Working knowledge of generative AI, automation concepts, prompt development, responsible AI practices, and appropriate use of confidential HR information.
  • Ability to analyze complex information, identify meaningful patterns, exercise sound judgment, and provide clear, actionable recommendations.
  • Excellent written, verbal, presentation, and communication skills, including the ability to communicate technical information to non-technical audiences.
  • Strong project management, organization, stakeholder management, and change-management capabilities.
  • Ability to manage multiple priorities, work independently with minimal direction, and collaborate effectively across HR, Finance, Accounting, and business functions.
  • High attention to detail and commitment to data accuracy, confidentiality, internal controls, and continuous improvement.
  • Ability to communicate fluently in English, written and spoken.

Physical Requirements (Office):

  • This position requires minimal physical effort.
  • Must be able to endure prolonged periods sitting at a desk and working on a computer for a minimum of eight hours a day.

*Reasonable accommodations may be provided to enable individuals with disabilities to perform essential functions as defined per Company policy.