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Workforce Analytics Jobs (NOW HIRING)

8Fleet Inc

People Tech & Analytics Leader

Los Angeles, CA · On-site

$150K - $165K/yr

Workforce Analytics & Insights * Build and scale workforce analytics capabilities that support business decision-making. * Develop predictive models focused on attrition, talent attraction, internal ...

8Fleet Inc.

People Tech & Analytics Leader

Los Angeles, CA · On-site

$150K - $165K/yr

Workforce Analytics & Insights * Build and scale workforce analytics capabilities that support business decision-making. * Develop predictive models focused on attrition, talent attraction, internal ...

AlphaHire

Research Fellow, Workforce Intelligence

WIL develops workforce intelligence frameworks and regional labor market analysis designed to support operational decision-making across the construction industry. The lab synthesizes publicly ...

Regent University

Workforce Analyst

Virginia Beach, VA · On-site

Workforce Analyst Job no: 50000437 Work type: Full time Location: Virginia Beach Categories: Staff & Administration The Workforce Analyst uses university developed reporting to inform Enrollment ...

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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 Jun 21, 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.

What skills do you need to be a workforce analyst?

A workforce analyst needs strong analytical skills, proficiency in data analysis tools like Excel, SQL, or Tableau, and a good understanding of human resources and business operations. Attention to detail, problem-solving abilities, and effective communication are also essential for interpreting data and presenting insights clearly.

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 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 much do workforce analysts make in the US?

Workforce analysts in the US typically earn a median annual salary of around $65,000 to $80,000, depending on experience, education, and location. Entry-level positions may start lower, while experienced analysts with specialized skills or certifications can earn over $100,000 annually.

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, improve staffing strategies, and support organizational decision-making. They use tools like Excel or HR analytics software and often analyze metrics related to productivity, turnover, and workforce planning.

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.

Does HR analytics pay well?

HR analytics professionals typically earn competitive salaries that vary by experience, location, and industry. Entry-level roles may start around $50,000 annually, while experienced analysts with advanced skills in data analysis and tools like Excel or Tableau can earn over $80,000 or more per year.
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 June 2026, with employment types broken down into 2% As Needed, 89% Full Time, 1% Part Time, and 8% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $104,074 per year, or $50 per hour.

Senior Analyst, Compensation and Workforce Analytics

Laborie

Portsmouth, NH

$84K - $110K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 12 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 ofAspire 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
Laborieprovidesequal 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, sexualorientation,or any characteristic protected underapplicable law. Laborie is committed to providing access and reasonable accommodation in our services, activities, education, and employment for individuals with disabilities.
Employment Type: Full time

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