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Workforce Analytics Jobs in Texas (NOW HIRING)

KPMG

Director, Workforce Transformation

Dallas, TX

  • 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 ...

KPMG

Manager, Workforce Planning

Dallas, TX

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Talent Management, Performance Management, Workforce Planning, HR Analytics, Organizational Design, Diversity, Equity and Inclusion; preferred two years of experience in advisory services within a ...

Kforce Technology Staffing

HCM Analyst

Fort Worth, TX · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Support development of HR reporting, workforce analytics, dashboards, & key performance indicators * Monitor new Workday capabilities, recommend enhancements, & identify opportunities for continuous ...

Meta

Workforce Strategy & Insights Planner

Austin, TX

$118K/yr

Analyze workforce data to identify gaps, risks, and opportunities across headcount, skills, and organizational structure * Partner with the business, recruiting, HR, and finance teams on shifting ...

Acara Solutions

HR Analyst

Leander, TX

$40 - $55/hr

This role offers the opportunity to help build and scale a people analytics function from the ground up. You will influence workforce strategy, define key metrics, and provide insights that directly ...

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All JobsWorkforce Analytics JobsWorkforce Analytics Jobs in Texas

Workforce Analytics information

See Texas salary details

$33.1K

$97K

$149.1K

How much do workforce analytics jobs pay per year?

As of Aug 16, 2026, the average yearly pay for workforce analytics in Texas is $96,961.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,000.00 and $119,700.00 per year, depending on experience, location, and employer.

What is workforce analytics?

Workforce analytics refers to the use of data analysis tools and techniques to examine and improve workforce performance, productivity, and employee satisfaction. It involves collecting and analyzing data related to employee demographics, performance, engagement, retention, and other HR metrics. Organizations use workforce analytics to make data-driven decisions about hiring, training, workforce planning, and talent management, ultimately aiming to optimize business outcomes. This field combines HR expertise with advanced analytical methods to provide actionable insights for better workforce management.

How does a workforce analytics professional typically collaborate with HR and business leaders to drive data-driven decisions?

Workforce Analytics professionals work closely with HR and business leaders to collect, analyze, and interpret workforce data that informs strategic decision-making. They often translate complex data into actionable insights, present findings in clear visualizations or reports, and recommend solutions to issues like talent acquisition, retention, and workforce planning. Effective collaboration requires strong communication skills, as these professionals must explain technical results in business terms and partner with stakeholders to implement data-driven initiatives. Regular meetings, cross-functional projects, and workshops are common ways they engage with other teams.

What are the key skills and qualifications needed to thrive as a workforce analytics professional, and why are they important?

To thrive as a Workforce Analytics professional, you need strong analytical skills, expertise in data interpretation, and a background in statistics, HR, or business, often supported by a relevant degree. Proficiency with data analytics tools such as Excel, SQL, Tableau, and HRIS systems, as well as certifications in analytics or HR, is typically required. Excellent communication, problem-solving abilities, and business acumen help you translate data findings into actionable insights for stakeholders. These skills and qualities are vital for driving data-informed decisions that improve talent management and organizational performance.

What is the difference between Workforce Analytics vs HR Analyst?

AspectWorkforce AnalyticsHR Analyst
Primary FocusAnalyzing workforce data to inform strategic decisionsHandling HR data to support HR functions and reporting
Skills & CertificationsData analysis, statistics, HR knowledge, proficiency in analytics toolsHR knowledge, data management, reporting skills
Work EnvironmentData-driven teams, strategic planning departmentsHR departments, administrative settings
Industry UsageUsed across industries for strategic workforce planningPrimarily within HR departments in various industries

While both roles involve handling workforce data, Workforce Analytics focuses on analyzing data to guide strategic decisions, whereas HR Analysts support HR functions through data reporting and management. Workforce Analytics requires advanced analytical skills, whereas HR Analysts often focus on operational HR data management.

How to become a workforce analyst?

To become a workforce analyst, typically a bachelor's degree in human resources, business, statistics, or a related field is required. Developing skills in data analysis, proficiency with tools like Excel, SQL, or Tableau, and gaining experience through internships or entry-level roles can help prepare for this position.

What are examples of workforce analytics?

Workforce analytics involves analyzing employee data to improve HR decisions, such as tracking turnover rates, measuring employee engagement, analyzing recruitment sources, and assessing productivity metrics. These insights help organizations optimize staffing, identify skill gaps, and forecast future workforce needs using tools like HRIS and data visualization software.

What does a workforce analyst do?

A workforce analyst examines employee data to identify trends and improve workforce planning, staffing, and productivity. They use tools like Excel or HR analytics software and often analyze metrics such as turnover rates, staffing levels, and performance data to support decision-making.

What are the most commonly searched types of Workforce Analytics jobs in Texas?

The most popular types of Workforce Analytics jobs in Texas are:

What are popular job titles related to Workforce Analytics jobs in Texas?

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

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

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

Workforce Analytics jobs near you
Infographic showing various Workforce Analytics job openings in Texas as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 9% Part Time, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $96,961 per year, or $46.6 per hour.

Workforce Readiness Partner, Offshore

Noble Drilling Services Inc.

Houston, TX • On-site

Full-time

Posted 5 days ago

Job description

The Workforce Planning & Readiness Partner serves as the offshore workforce readiness subject matter expert for Noble global offshore operations. The role leads workforce readiness planning activities for succession planning, talent deployment, internal mobility, critical position coverage, readiness tracking, ramp up and ramp down planning, and offshore workforce planning initiatives.
This role provides workforce insights, risk assessments, and planning recommendations that support operational readiness, succession continuity, and long-term workforce sustainability. The role partners closely with HR Advisors, Regional HR leaders, Operations, Rig Managers, Talent Acquisition, Talent Development, Organizational Effectiveness, Workforce Readiness, and Crewing to align workforce readiness plans with current and future business requirements.

Essential Functions

Succession Planning, Talent Review & Development Support

  • Own governance and administration of offshore succession pools and associated data for designated critical positions.
  • Serve as the workforce planning representative in Talent Review and talent calibration discussions, providing succession, readiness, and deployment recommendations.
  • Develop and maintain succession pools, readiness assessments, and development priorities for critical offshore positions.
  • Monitor succession readiness, workforce risks, coverage gaps, and talent movement trends, providing recommendations to support workforce planning decisions.
  • Partner with HR Advisors, Operations, Talent Development, and Organizational Effectiveness to identify, assess, and progress succession candidates.
  • Support development pipelines and programs that strengthen long term workforce availability, readiness, and succession continuity.
  • Stay current on training matrix changes and role requirements that may impact succession readiness, development priorities, and workforce planning recommendations.
  • Maintain succession planning updates in Workday, including readiness status, succession pool movement, candidate updates, and other workforce planning changes needed to keep succession information current.

Critical Position Deployment & Internal Mobility

  • Recommend workforce movement, deployment, and internal mobility solutions that balance operational requirements, succession objectives, employee development, and long-term workforce sustainability.
  • Identify internal candidates for critical role vacancies, cross fleet transfers, and workforce movement opportunities based on succession readiness, talent availability, and business needs.
  • Partner with HR Advisors and Operations leaders to support candidate discussions, workforce movement decisions, transfer planning, and deployment priorities.
  • Track and coordinate workforce movements across critical and non critical offshore populations, including available talent, upcoming vacancies, internal movement opportunities, and key workforce impacts across the fleet.
  • Provide workforce planning input and recommendations to help balance operational needs, succession priorities, readiness, and business requirements.

Workforce Readiness, Planning & Analytics

  • Lead workforce readiness planning activities that support current and future offshore business requirements, ensuring workforce readiness strategies align with operational priorities.
  • Own workforce ramp up and ramp down planning activities, including workforce demand forecasts, staffing requirements, talent availability assessments, readiness risks, and workforce transition planning associated with business and operational changes.
  • Assess workforce readiness, succession coverage, staffing risks, workforce gaps, and talent availability, providing recommendations and mitigation strategies to support operational continuity and future workforce needs.
  • Develop and maintain workforce planning data, readiness reporting, workforce analytics, dashboards, insights, and recommendations that support workforce visibility, leadership decision making, and long term workforce sustainability.

Qualifications

  • Minimum 7 years of progressive experience in workforce planning, HR business partnering, succession planning, talent management, talent development and organizational effectiveness, workforce readiness, offshore operations support, or related human resources discipline. Experience in the energy, maritime, or oil and gas industry preferred.
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred, or equivalent professional experience.
  • Strong understanding of workforce planning, succession planning, workforce readiness, workforce movement, critical role coverage, workforce ramp planning, and staffing risk management, with the ability to translate workforce data and trends into planning recommendations and decision support.
  • Proficiency with Workday, Power BI, and workforce analytics tools preferred.

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