Director People Analytics made a median salary around $187,216 in December, 2024.
The best-paid 25 percent made $212,505 probably that year, while the lowest-paid 25 percent made around $166,754.
Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.
With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target.
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Best-Paying Cities for Director People Analytics
The metropolitan areas that pay the highest salary in the Director People Analytics profession are Scottdale
, Smyrna, Tucker, Atlanta, Avondale Estates.
The states and districts that pay Director People Analytics the highest salary are District of Columbia (around $231,782)
, California (around $229,699), New Jersey (around $228,241), Alaska (around $226,784), and Massachusetts (around $226,575).
Workforce Analytics Director directs and develops analytical processes using workforce metrics and labor market data to optimize human resource capacity planning, support a workforce planning strategy, and maximize labor utilization rates. Leads quantitative analysis activities and the creation of predictive models used for enhancing forecasting accuracy and improving workforce decision making. Being a Workforce Analytics Director develops efficient data collection methods and processes. Uses data analytics to develop reporting and visualizations that reflect workforce changes and identify trends. Additionally, Workforce Analytics Director may require a master's degree or equivalent. Typically reports to senior management. The Workforce Analytics Director manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. To be a Workforce Analytics Director typically requires 5+ years of managerial experience. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function.