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Workforce Analytics Manager information

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$64.5K

$125.3K

$179K

How much do workforce analytics manager jobs pay per year?

As of Jun 19, 2026, the average yearly pay for workforce analytics manager in the United States is $125,326.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,000.00 and $149,000.00 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.

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.

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Workforce Analytics Manager jobs near you
Senior Analyst, Compensation and Workforce Analytics

Senior Analyst, Compensation and Workforce Analytics

Laborie Medical Technologies Corp

Portsmouth, NH • On-site

$84K - $110K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 9 days ago

Job description

We believe that great healthcare is an essential safeguard of human dignity.
At Laborie, we know the work we do matters - it's what fuels our motivation and contributes to our success. If you're ready to make a positive impact in the lives of patients across the globe, we'd like to meet you.
We support and empower our employees to grow their careers in an environment that encourages a sense of belonging and a connection to doing good. We're not afraid to roll up our sleeves to make our goals a reality and work together to solve for our customers. We reward and recognize our employees based on our values of Aspire to Greatness, Respect All, Own It, Working Together, Persist with Passion.
Who We're Looking For:
Laborie is seeking a Senior Analyst, Compensation & Workforce Analytics to play a pivotal role within the Total Rewards Center of Expertise. This role is responsible for delivering advanced analytics, compensation insights, and workforce intelligence that directly inform executive decision-making and enterprise talent strategy.
Operating within a COE model, this individual will partner closely with the Chief People Officer (CPO), HR Business Partners, Finance, and other HR COEs (TM, TA, TR) to ensure compensation programs are competitive, equitable, and aligned to business performance-while also building forward-looking workforce insights that support Laborie's growth across Urology, Gastroenterology, and Mother & Child Health.
About the Role:
Compensation Strategy & Execution (COE Leadership)
  • Lead advanced compensation analytics including market benchmarking, job evaluation, and pay structure design across global markets
  • Support the design and optimization of base salary, incentive plans, and sales compensation programs relevant to a medical device environment
  • Conduct enterprise-wide pay equity and pay transparency analyses; develop actionable remediation strategies
  • Partner with HRBPs and Talent Acquisition to provide data-driven guidance on offers, promotions, and retention cases
  • Contribute to the evolution of Laborie's job architecture and global grading framework

Workforce Analytics & Strategic Insights
  • Serve as a primary analytics partner to the CPO, delivering executive-level insights on workforce trends, risks, and opportunities
  • Build predictive and scenario-based workforce models (e.g., headcount planning, attrition risk, labor cost optimization)
  • Analyze workforce dynamics across business units (Urology, GI, Mother & Child Health) to inform strategic talent decisions
  • Develop insights linking talent investments to business outcomes, including productivity, growth, and patient impact

Data, Reporting & Visualization
  • Design and maintain enterprise dashboards and executive reporting for compensation and workforce metrics (e.g., Power BI, Tableau)
  • Standardize and automate reporting across regions and functions to enable scalability within the COE model
  • Ensure data integrity and governance across HRIS (e.g., Workday, Dayforce), compensation tools, and analytics platforms

Governance, Compliance & Risk Management
  • Ensure compliance with global compensation regulations, including pay transparency, equal pay, and local labor laws
  • Support internal and external audits, including documentation of compensation practices and decision frameworks
  • Establish and maintain strong governance over compensation processes and analytics methodologies

Cross-Functional & COE Collaboration
  • Partner with Finance on workforce planning, budgeting, and labor cost forecasting
  • Collaborate with Talent Acquisition COE on competitive hiring strategies and support tracking of cost per hire, time to fill and other analytics that drive better decision making
  • Align with Talent Management and L&D COEs to connect compensation strategy with performance, development, and succession planning
  • Enable HRBPs with tools, insights, and training to effectively deploy Total Rewards strategies

What you Bring:
Education & Experience
  • Bachelor's degree in Human Resources, Finance, Economics, Data Analytics, or related field
  • 5-8+ years of experience in compensation, workforce analytics, or people analytics
  • Experience in a global, regulated industry (medical device, healthcare, or life sciences strongly preferred)

Technical Expertise
  • Advanced Excel and financial modeling capabilities
  • Experience with data visualization tools (Power BI, Tableau)
  • Proficiency in HRIS platforms (Workday, Dayforce or other HCM platforms preferred)
  • Working knowledge of statistical modeling, data analysis, and workforce planning methodologies with ability to leverage AI tools

Core Competencies
  • Strong business acumen with the ability to connect talent analytics to commercial and operational outcomes
  • Executive presence and ability to synthesize complex data into clear, actionable insights for senior leaders, including the CPO
  • High attention to detail with strong data governance discipline
  • Collaborative mindset with the ability to operate effectively in a COE model
  • High integrity and discretion in handling sensitive employee data

Operating Model Context (COE)
  • Embedded within the Total Rewards COE, serving as a centralized expert resource across regions and business units
  • Works in close partnership with HR Business Partners (HRBPs) who deploy solutions within the business
  • Collaborates horizontally across HR COEs to ensure integrated, enterprise-wide talent strategies
  • Acts as a key enabler of data-driven decision making at the executive level

Success Profile
  • Recognized as a trusted advisor to the CPO and Total Rewards leadership
  • Drives measurable improvements in pay equity, competitiveness, and workforce efficiency
  • Builds scalable analytics and reporting capabilities that elevate HR's strategic impact
  • Enables faster, higher-quality talent decisions through actionable insights

Key Metrics for Success
  • Pay equity gap reduction and compliance outcomes
  • Accuracy and adoption of workforce analytics and dashboards
  • Impact of insights on executive decision-making (CPO/ELT level)
  • Efficiency gains through automation and standardization
  • Stakeholder effectiveness (HRBPs, Finance, Executive Team)

Why Laborie:
Our Mission every day is to operate as a world-class specialist medical company making and advancing technologies that preserve and restore human dignity. We do that today by helping people with pelvic and gastrointestinal conditions live normal lives, and by helping mothers and babies have safe deliveries.
  • Paid time off and paid volunteer time
  • Medical, Dental, Vision
  • Pension Plan
  • Parental Leave and Adoption Services
  • Health and Wellness Programs and Events

Laborie provides equal employment opportunities and non-discrimination for all employees and qualified applicants without regard to a person's race, color, gender, age, religion, national origin, ancestry, disability, veteran status, genetic information, sexual orientation, or any characteristic protected under applicable law. Laborie is committed to providing access and reasonable accommodation in our services, activities, education, and employment for individuals with disabilities.

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