5,324 Workforce Analytics jobs in the United States

• Partner with business leaders to understand their strategic goals and align HR initiatives accordingly.
• Provide guidance and support on talent acquisition, retention, and succession planning.
• Manage employee relations issues, conduct investigations, and ensure compliance with labor laws.
• Facilitate the performance management process, including goal setting, feedback, and performance reviews.
• Advise on compensation and benefits programs, ensuring competitiveness and fairness.
• Support organizational design and change management initiatives.
• Promote a positive and engaging company culture.
• Develop and deliver HR training programs for managers and employees.
• Analyze HR metrics and provide insights to support business decisions.
• Act as a trusted advisor and change agent within the organization.
• Ensure compliance with all HR policies and legal requirements.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Master's degree or HR certifications (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) are highly desirable.
• Minimum of 5 years of progressive experience in Human Resources, with at least 2 years in an HRBP or generalist role supporting business units.
• In-depth knowledge of HR best practices, employment law, and regulatory compliance.
• Proven experience in talent management, employee relations, and performance management.
• Excellent communication, interpersonal, and negotiation skills.
• Strong analytical and problem-solving abilities.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Ability to work independently, manage multiple priorities, and thrive in a remote environment.
• Experience supporting diverse business functions or departments.

• Act as a strategic HR partner to assigned business units, providing guidance and support on all HR-related matters.
• Develop and implement talent management strategies, including workforce planning, recruitment, and onboarding.
• Oversee and enhance performance management processes, including goal setting, feedback, and performance reviews.
• Design and facilitate employee development programs and initiatives to foster career growth.
• Lead succession planning efforts to identify and cultivate future leaders.
• Advise management on employee relations issues, conflict resolution, and disciplinary actions.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Collaborate with HR specialists (e.g., compensation, benefits) to deliver integrated HR solutions.
• Analyze HR data and metrics to identify trends, measure effectiveness of HR programs, and inform decision-making.
• Champion employee engagement initiatives and contribute to a positive and inclusive workplace culture.
• Manage HR projects and initiatives as assigned.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; Master's degree or relevant HR certification (e.g., SHRM-CP, SHRM-SCP) preferred.
• Minimum of 5 years of progressive experience in Human Resources, with a strong focus on talent management, employee relations, and business partnering.
• Proven experience in developing and implementing talent acquisition, performance management, and succession planning strategies.
• In-depth knowledge of employment law and HR best practices.
• Excellent interpersonal, communication, negotiation, and influencing skills.
• Strong analytical and problem-solving abilities.
• Ability to build rapport and credibility with employees at all levels of the organization.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Ability to manage multiple priorities and thrive in a fast-paced, dynamic environment.
• Demonstrated ability to work independently and as part of a collaborative team.

• Partnering with business leaders to understand their strategic goals and translate them into HR initiatives.
• Providing guidance and support on talent management strategies, including recruitment, onboarding, performance management, and succession planning.
• Advising on employee relations matters, conducting investigations, and ensuring compliance with labor laws and company policies.
• Collaborating on the development and implementation of HR programs and policies to support organizational effectiveness.
• Facilitating employee development and training initiatives to enhance skills and career growth.
• Analyzing HR data and metrics to identify trends and provide insights to business leaders.
• Supporting organizational design and change management initiatives.
• Championing the company's culture and values, promoting employee engagement and retention.
• Managing compensation and benefits administration, ensuring competitive and equitable practices.
• Staying current with HR best practices, employment law, and industry trends.

• Partner with business leaders to understand their talent needs and develop integrated HR strategies that support organizational goals.
• Oversee the full talent lifecycle, including workforce planning, recruitment, onboarding, performance management, and succession planning.
• Develop and implement effective talent acquisition strategies to attract high-caliber candidates for all levels of the organization.
• Administer performance management processes, including goal setting, regular feedback, and performance appraisals.
• Provide guidance and support to managers and employees on HR policies, procedures, and best practices.
• Manage employee relations issues, conducting investigations and ensuring fair and consistent application of policies.
• Identify training and development needs and collaborate with learning and development teams to implement relevant programs.
• Analyze HR data and metrics to identify trends, measure the effectiveness of HR initiatives, and recommend improvements.
• Drive employee engagement initiatives and contribute to a positive and inclusive workplace culture.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Lead special HR projects and initiatives as assigned.

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR) is a plus.
• Minimum of 6 years of progressive experience in Human Resources, with a strong focus on business partnering and talent management.
• Proven experience in talent acquisition, performance management, compensation, and employee relations.
• Solid understanding of employment law and HR best practices.
• Excellent interpersonal, communication, and influencing skills.
• Strong analytical and problem-solving abilities, with the capacity to translate data into actionable insights.
• Ability to build strong relationships and credibility with stakeholders at all levels.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Demonstrated ability to manage multiple priorities and work effectively in a fast-paced environment.
• Commitment to fostering a positive and high-performance work environment.

Graham Partners is seeking a Talent Management Analyst to play a key role in supporting our people strategy by leading the employee onboarding process, orchestrating key company events and trainings, assisting with project management and budgeting, supporting HR technology systems implementation and support, and researching Talent trends. This is an excellent opportunity for a highly organized and detail-oriented professional looking to gain experience in talent management / human resources within the private equity space.

Your Role & Responsibilities :

As a Talent Management Analyst, you will be a critical part of Graham Partners' team, with responsibilities focused on enhancing the employee lifecycle and managing critical elements of the department.

Employee Experience for Onboarding:

• Coordinate the employee onboarding process, ensuring a seamless experience for new hires from offer acceptance through their first months at the company
• Manage onboarding checklists and logistics (calendar invites, IT setup, desk preparation, and emails)
• Partner with internal teams (IT, Finance, Hiring Managers) to ensure smooth transitions
• Track onboarding feedback and survey data; escalate trends or issues as needed
• Support HRIS onboarding system implementation and data accuracy

• Plan and execute key company events that foster engagement and culture-building, such as service days and team-building activities, 1:1 and group mentoring sessions, and trainings
• Manage all event logistics-vendor coordination, budgeting, scheduling, RSVPs, and follow-ups
• Work cross-functionally to ensure events align with our broader talent and culture strategy
• Liaise with venues, caterers, and suppliers; support creation of event materials such as slides, signage, and handouts

• Assist team in tracking department priorities and progress against annual goals by building and maintaining project trackers and timelines
• Draft agendas, meeting notes, and follow-up emails
• Track talent team expenses (training, travel, offsites, vendors, events, lunches, etc)
• Maintain team's rolling budget tracker ensuring accurate reporting and adherence to financial targets; monitor budget vs. actuals and flag variances or areas for cost optimization
• Help prepare summary reports and visuals for budget reviews and leadership updates

• Act as point-of-contact for basic troubleshooting of HR tech platforms
• Maintain distribution lists
• Ensure talent data in systems is accurate and up-to-date
• Run regular reports (e.g., headcount, training completion, onboarding status)
• Partner with IT to onboard new tools and manage access permissions

• Maintain training calendars, coordinate internal/external sessions, book rooms, send reminders, etc.)
• Track employee attendance and participation in training sessions
• Help prepare training decks, learning aids, and follow-up materials
• Coordinate 1:1 meet up and small group meetings

• Keep a pulse on Talent Mangement trends in the market and at competitors and bring fresh ideas forward to the team each month.

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 0-2 years of experience in HR, event planning, project management, or a related function
• Strong organizational and project management skills with a keen attention to detail
• Experience with HRIS systems is a plus
• Excellent communication skills and ability to work cross-functionally
• Proactive mindset with a willingness to take ownership of tasks and processes

• Be part of a high-impact team that is shaping the employee experience at a leading private equity firm
• Gain exposure to a wide range of HR functions and professional development opportunities
• Work in a collaborative and fast-paced environment where innovation and teamwork are valued

• Partner with business leaders to develop and implement HR strategies aligned with business objectives.
• Manage all aspects of the employee lifecycle, including recruitment, onboarding, employee relations, and offboarding.
• Oversee performance management processes and support employee development.
• Advise on compensation, benefits, and HR policies.
• Develop and implement talent management programs, including succession planning and leadership development.
• Conduct employee relations investigations and resolve workplace conflicts.
• Analyze HR data and metrics to identify trends and recommend solutions.
• Ensure compliance with all federal, state, and local employment laws.
• Contribute to the development and execution of HR initiatives.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 7+ years of experience in Human Resources, with at least 3 years in an HR Business Partner role.
• Strong knowledge of HR laws, regulations, and best practices.
• Experience in talent management, employee relations, and performance management.
• Proficiency with HRIS systems and HR analytics tools.
• Excellent communication, interpersonal, and influencing skills.
• Ability to work effectively with senior leadership and cross-functional teams.
• Strong problem-solving and decision-making abilities.
• SHRM-CP or SHRM-SCP certification is a plus.