Workforce Logistics & Analytics Manager

The Onboarding Logistics & Analytics Manager is responsible for managing the operational infrastructure, data, systems, and logistics that support a seamless employee onboarding and offboarding experience across the account. This role combines advanced onboarding operations with workforce analytics, reporting, technology, and process improvement to ensure employees are prepared, equipped, and ready to succeed. Working cross-functionally with Talent Acquisition, HR/People teams, IT, Operations, hiring managers, and other stakeholders, this role turns operational data into actionable insights, identifies opportunities to improve workflows, and develops scalable solutions that strengthen onboarding efficiency, accuracy, and workforce readiness. The ideal candidate is an analytical and innovative thinker who enjoys solving complex problems, experimenting with technology and AI, and finding creative ways to make processes simpler, smarter, and more effective.

Onboarding Logistics & Operations

• Manage the operational infrastructure supporting end-to-end onboarding and offboarding, including internal and client requirements, employee documentation, readiness activities, technology, systems access, and employee transitions.
• Coordinate complex or non-standard onboarding situations and resolve operational dependencies that may impact employee readiness.
• Partner with Talent Acquisition, hiring managers, IT, HR/People teams, Operations, and other stakeholders to ensure onboarding requirements are completed accurately and on time.
• Monitor operational workflows and proactively identify risks, delays, gaps, or recurring breakdowns requiring intervention or improvement.

Technology, Devices & Access

• Manage processes supporting employee technology, devices, systems access, and other resources required for successful onboarding and offboarding.
• Maintain visibility into device requests, assignments, deliveries, returns, and outstanding technology dependencies.
• Partner with IT and other support functions to troubleshoot complex technology and access issues.
• Identify trends or recurring challenges within technology and access workflows and recommend scalable solutions.

Workforce Data, Reporting & Analytics

• Maintain and analyze onboarding, offboarding, hiring, headcount, employee movement, device, and workforce-readiness data.
• Develop and maintain dashboards, reporting tools, trackers, and recurring operational reporting.
• Analyze data to identify trends, bottlenecks, risks, discrepancies, and opportunities for improvement.
• Translate complex or fragmented information into clear insights and recommendations for the Workforce Program Manager and key stakeholders. 2
• Support development and monitoring of onboarding and workforce-readiness measures, providing the data and operational context needed to evaluate program effectiveness.
• Respond to ad hoc reporting and analysis needs related to onboarding and workforce operations.

Headcount, Data Quality & Audit Management

• Coordinate recurring headcount audits, employee roster reviews, and workforce reconciliation activities.
• Compare information across recruiting, onboarding, employee, device, and operational systems to identify inconsistencies or missing information.
• Investigate data discrepancies and coordinate resolution with appropriate stakeholders.
• Develop and maintain data validation practices, controls, and standardized tracking methods.
• Identify recurring causes of data-quality issues and recommend preventative solutions.
• Maintain accurate, reliable, and confidential employee and workforce information.

Digital Enablement, AI & Automation

• Identify manual, repetitive, or inefficient processes that can be simplified, automated, or redesigned.
• Develop and maintain digital workflows, automated notifications, forms, trackers, dashboards, templates, and other productivity solutions using approved technology.
• Leverage AI tools to support data analysis, trend identification, process design, documentation, communication, research, and productivity.
• Explore new and emerging technologies that can improve onboarding operations, employee readiness, and team efficiency.
• Test new solutions, evaluate effectiveness, and recommend appropriate implementation.
• Document technical processes, automations, and workflows to ensure solutions are scalable and sustainable.
• Promote thoughtful and responsible use of AI and digital tools within established company and client guidelines.

Programs, Projects & Process Improvement

• Lead or coordinate assigned onboarding operations, technology, analytics, and process-improvement initiatives.
• Develop project plans, timelines, trackers, requirements, and status updates for assigned initiatives.
• Identify root causes of recurring operational challenges and develop practical, scalable recommendations.
• Partner with the Onboarding Experience Manager to ensure operational and technology improvements support a positive employee experience.
• Support implementation and adoption of new systems, workflows, tools, and account requirements.
• Maintain process documentation, SOPs, workflow maps, and technical guides.

Cross-Functional Partnership

• Serve as a subject matter resource for onboarding operations, systems, data, and logistics. 3
• Partner closely with the Onboarding Experience Manager to connect employee-experience needs with effective operational solutions.
• Provide operational insights, reporting, and recommendations to support Workforce Program Manager priorities and decision-making.
• Build productive partnerships across Talent Acquisition, HR/People teams, IT, Operations, hiring managers, and other functional groups.
• Communicate complex operational or technical information clearly to both technical and non-technical audiences.

What You'll Bring

• Experience in onboarding operations, workforce operations, HR/People operations, analytics, program management, or a related field.
• Strong analytical and problem-solving skills, with the ability to identify patterns, investigate issues, and recommend practical solutions.
• Advanced proficiency in Google Workspace, including Google Sheets, Docs, Slides, Forms, Drive, and emerging tools such as Gemini, NotebookLM, and Google Vids.
• Strong AI literacy and an innovative, creative mindset with the ability to use technology to improve workflows, analysis, communication, and productivity.
• Experience working with operational data, reporting, dashboards, or process improvement.
• Strong project management, organization, communication, and cross-functional stakeholder ski ls.
• Ability to work independently, manage multiple priorities, and handle confidential information with professionalism and discretion.

Preferred Skills and Certifications

• Experience developing dashboards or visual reporting using Looker Studio, Power BI, Tableau, Google Sheets, or similar tools.
• Experience with workflow automation, low-code/no-code tools, Google Apps Script, Power Automate, or comparable technologies.
• Experience using generative AI tools to support business processes, analysis, content development, or workflow improvement.
• Experience supporting headcount audits, workforce reporting, data reconciliation, or employee lifecycle operations.
• Familiarity with HRIS, ATS, LMS, CMMS, asset-management, ticketing, or workforce-management systems.
• Experience with process mapping, SOP development, continuous improvement, or root-cause analysis.
• SQL or structured-data experience is a plus but not required.

The successful candidate is:

• Highly organized and dependable.
• Innovative and curious.
• Detail-oriented and process driven.
• Employee and customer focused.
• Proactive rather than reactive.
• Comfortable following up and driving tasks to completion.
• Able to work independently while collaborating effectively with a broader team.
• Adaptable and comfortable working in an evolving environment.
• Able to identify potential issues before they impact the employee experience.
• Visible and connected to employees and customers, and consistent about following issues through verified resolution.
• A capable people leader who sets expectations, gives direct feedback, develops talent, and addresses performance gaps fairly.
• Client-centered while protecting ABM reporting lines, approved scope, service levels, and decision rights.
• Being agile in an ambiguous environment.

Working Environment & Role Requirements

Operating within a fast-paced, professional account environment, this role may support personnel across multiple locations or functional teams. Depending on business demands and priorities, occasional travel and schedule flexibility will be expected.

Account "Integrity Pillars" & Core Commitments:

• Integration
• Safety
• Accountability
• Cost-Consciousness
• Operational Rigor
• Courage
• Pace, Depth & Agility
• Future Forward

We maintain an elevated, progressive standard and reach our operational targets by integrating these eight core pi lars into everyday activities-ranging from strategic planning and team check-ins to individual task execution. Known as "Our Way," this structure establishes the rationale for our standard (upholding exce lence to meet client and account goals) as wel as the mechanism for advancement (delivering a structured, high-impact model for sustainable growth).