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Workforce Analytics Jobs in Texas (NOW HIRING)

RSM

Workforce Acceleration Senior Associate

Dallas, TX · On-site

The ideal candidate is organized, detail-oriented, curious, analytical, and comfortable following work through from request to completion. Responsibilities * Support workforce planning, organization ...

Altera

Workday Integrations and Reporting Lead

Austin, TX · On-site

$118K - $172K/yr

This role will serve as the subject matter expert for Workday integrations, reporting strategy, data governance, and workforce analytics, partnering closely with HR, Payroll, IT, Finance, and ...

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How much do workforce analytics jobs pay per year?

As of Sep 6, 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.

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, 77% Full Time, 14% Part Time, and 8% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $96,961 per year, or $46.6 per hour.

Director Workforce Planning and Management - Strategic Workforce Planning

CHRISTUS Health

Irving, TX • On-site

$140 - $170/hr

Other

Re-posted 16 days ago

CHRISTUS Health rating

6.7

Company rating: 6.7 out of 10

Based on 533 frontline employees who took The Breakroom Quiz

533rd of 898 rated healthcare providers

Job description

Summary:

The Director Workforce Planning and Management designs solutions, analytics, and reporting to meet the long-term vision and roadmap for workforce strategies to develop new capabilities, establish new processes, and deliver projects with enterprise-level impact. Responsible for providing workforce planning solutions that align with CHRISTUS business initiatives, Mission, and Core Values. Is accountable for planning and overseeing strategic business processes, capacity planning, and key performance indicator (KPI) reporting. The Director will lead the Workforce Planning and Management teams to define and drive workforce planning priorities by deeply understanding CHRISTUS’s business strategy, the internal/external landscape, and talent supply and demand, and HR best practices.

Responsibilities
  • Meets expectations of the applicable OneCHRISTUS Competencies: Leader of Self, Leader of Others, or Leader of Leaders.
  • Lead enterprise to define, develop, and deploy workforce planning strategies and programs, providing solutions in line with overall business strategy and mission.
  • Directs the organization in the development and execution of a multi-year workforce strategy using demand forecasting to assess market capabilities to meet business needs.
  • Provide thought leadership by leveraging knowledge of industry best practices and developing data-driven initiatives to proactively identify the critical workforce requirements necessary to execute business plans.
  • Evolve and sustain reporting for visibility to senior leadership on short-, mid-, and long-term metrics required to meet business objectives.
  • Ensures the development and implementation of workforce planning modeling tools, metrics, analysis, dashboards, and data visualizations; ability to analyze multiple sources of information/data, identify trends, translate data into vision, and develop recommendations based on analysis.
  • Develop and maintain a robust position management system and process to report and forecast current and future workforce needs.
  • Collaborate with cross-functional teams to determine what gaps exist between the current and projected workforce needs in order to create recruiting strategies to meet goals.
  • Oversee change management initiatives to support workforce planning goals and projects.
  • Lead organizational design development for the enterprise to drive effective and accurate organizational structure, labor standardization, staffing analytics, performance analysis, compliance, and cost reporting.
  • Lead workforce planning analysis on current and future workforce needs related to specific job segments, leveraging internal/external workforce insights and trends utilizing demographics, job movements, workforce capability and capacity, headcount trends, key performance indicator (KPI) reporting, and overall impact to costs for hiring forecasts.
  • Align with cross-collaborative teams to identify workforce market changes and skills availability to develop internal talent pipelines and career development programs to realize long-term strategies.
  • Oversee the development and execution of a resource planning model designed to fulfill mid and long-term staffing plans and adjust recruiting efforts to meet patient demand, attract and retain talent, and offset costs of contract labor.
  • Create visibility on current workforce capability and supply to meet the demands of the business and proactively advise on trends to refine workforce planning strategies based on variance in market and business needs.
Job RequirementsEducation/Skills
  • Bachelor\'s Degree required
  • Master’s Degree, MBA, or MHA preferred
Experience
  • Minimum of 5 years of experience in Human Resources, Talent Acquisition, and/or Workforce Planning experience required.
  • 3 -5 years of supervisory or management experience preferred.
  • Preferred experience includes resource planning, workforce analytics, capacity planning, HRIS systems, process improvement, or application of Lean or Six Sigma practice.
Licenses, Registrations, or Certifications
  • Human Resources certification is preferred.
Work Schedule

5 Days - 8 Hours

Work Type

Full Time

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What CHRISTUS Health employees say

Pay

Benefits

Hours and flexibility

Workplace

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About CHRISTUS Health

Sourced by ZipRecruiter

CHRISTUS Health is a prominent name in the healthcare industry, with its headquarters situated in Irving, TX, USA. Established in 1999, the company has since been devoted to providing comprehensive care and extending the healing ministry of Jesus Christ. This not-for-profit health system primarily operates more than 600 healthcare services and programs, including long-term care facilities, health insurance products, community clinics, and outreach services, serving both urban and rural populations.

Industry

Outpatient health care

Company size

1,001 - 5,000 Employees

Headquarters location

Irving, TX, US

Year founded

1999

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