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Workforce Analytics Jobs (NOW HIRING)

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · Hybrid

$82K - $108K/yr

Experience in HR, Workforce or Talent Analytics * Bachelor's degree in business, Data Science, Analytics or related discipline * Hands-on experience in leading talent analytics efforts for a large ...

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · Hybrid

$82K - $108K/yr

Experience in HR, Workforce or Talent Analytics * Bachelor's degree in business, Data Science, Analytics or related discipline * Hands-on experience in leading talent analytics efforts for a large ...

SuperbTech

Sr. Analyst - Workforce Analytics

Plano, TX · On-site

$40 - $50/hr

Experience in HR, Workforce or Talent Analytics * Bachelor's degree in business, Data Science, Analytics or related discipline * Hands-on experience in leading talent analytics efforts for a large ...

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Workforce Analytics information

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$35.5K

$104.1K

$160K

How much do workforce analytics jobs pay per year?

As of Jul 14, 2026, the average yearly pay for workforce analytics in the United States is $104,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,000.00 and $128,500.00 per year, depending on experience, location, and employer.

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.

How to become a WFM analyst?

To become a Workforce Management (WFM) analyst, candidates typically need a bachelor's degree in business, statistics, or a related field, along with strong analytical skills and experience with workforce management tools like Excel, SQL, or specialized software. Gaining certifications such as the Certified Workforce Planning Professional (CWPP) can enhance prospects, and relevant experience in data analysis or operations is often required. Strong communication skills and the ability to interpret data to optimize staffing and scheduling are essential for success in this role.

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 is the highest paying job in data analytics?

In data analytics, senior roles such as Data Science Director or Chief Data Officer typically have the highest salaries, often exceeding six figures annually. These positions require advanced skills in machine learning, statistical analysis, and leadership, and often involve overseeing analytics teams and strategic decision-making.

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 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 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 performance metrics. These insights help organizations optimize staffing, identify skill gaps, and forecast future workforce needs using tools like HRIS and data visualization software.

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.
More about Workforce Analytics jobs
What cities are hiring for Workforce Analytics jobs? Cities with the most Workforce Analytics job openings:
What are the most commonly searched types of Workforce Analytics jobs? The most popular types of Workforce Analytics jobs are:
What states have the most Workforce Analytics jobs? States with the most job openings for Workforce Analytics jobs include:
What job categories do people searching Workforce Analytics jobs look for? The top searched job categories for Workforce Analytics jobs are:
Workforce Analytics jobs near you
Infographic showing various Workforce Analytics job openings in the United States as of July 2026, with employment types broken down into 1% Locum Tenens, 1% Internship, 93% Full Time, 3% Part Time, and 2% Contract. Highlights an 79% Physical, 5% Hybrid, and 16% Remote job distribution, with an average salary of $104,074 per year, or $50 per hour.
Sr. Analyst - Workforce Analytics

Sr. Analyst - Workforce Analytics

Login Consulting Services Inc.

Plano, TX • On-site

$82K - $108K/yr

Full-time, Contractor

Re-posted 17 days ago

Job description

An International company, located in Plano, TX, is seeking a Sr. Analyst - Workforce Analytics, for a 12+ month contract role (with potential for extension/ conversion to full time).
What we"re looking for:
The primary responsibility of this role is to be the senior analyst to partner to HR functional areas to identify talent priorities, frame questions or hypothesis and mobilize analytic resources to transform data into valuable talent-related insights to inform strategic decision making and impact business results.
Reporting to the Manager of Talent Analytics Consulting, this individual will play a role in the team"s objectives of using data assets to pro-actively anticipate talent-management needs and evolving our analytic capabilities into the predictive and prescriptive stages.
What you"ll be doing:
Conduct simple to complex trending, statistical and predictive analysis to help drive HR department & business workforce objectives and inform talent decisions
Participate in and bring advanced analytical support & expertise to various HR and business initiatives related to the talent lifecycle and tailor data mining and analyses so results will be actionable and measurable
Mixing quantitative and qualitative methods, spearhead large scale analyses to identify the root cause and key drivers of talent trends
Analyze HR data, develop workforce KPI"s and create dashboards to advise of impacts to the workforce
Add context to internal talent trends with external metrics, environmental shifts in work-related mindset and practices to draw implications and propose strategic plans
Extract data to develop and own value-add dashboards that synthesize trends and track progress toward closing gaps against goals
Collaborate in identifying most impactful data sources to prioritize integration efforts
Bring creative problem solving to bridge knowledge gaps, including data extrapolation or new data capture efforts
Recommend standards and governance in place to prioritize data quality
Establish collaborative and consultative relationships and demonstrate keen skills in interpreting data effectively
Partner closely with Talent Analytics Sr Analysts, Data Science and Data Architect Consultants to determine project roadmap for each priority
Qualifications/ What you bring (Must Haves)
Advanced with Power BI, Tableau and Alteryx
Experience with R, Phyton and other statistical tools
Experience in HR, Workforce or Talent Analytics
Bachelor"s degree in business, Data Science, Analytics or related discipline
Hands-on experience in leading talent analytics efforts for a large enterprise
Proven ability to work with highly confidential data with a high-level of professionalism
Strong skills in data gathering, cleansing, and quality assurance to ensure reliable and actionable insights
Proven ability to consulting and 'telling the story' and robust analytical skills coupled with strategic planning abilities
Working knowledge of different data infrastructure, analytical and data visualization tools (Tableau and Power BI)
Experience working with quantitative and qualitative data
Strong understanding of research, data, metrics and statistical techniques
Expertise in turning analytical results into compelling stories which influence business direction
Experience in developing HR metrics and building dashboards and, empowering users with self-service visualization
Prior active role in validating data quality
Ability to communicate quantitative analysis in a clear, precise and actionable manner. Prior experience in presenting to senior and executive leadership teams
Superior project management skills
Naturally inquisitive and driven to pursue answers and insights through data and analyses