Workforce Logistics & Analytics Manager

ABM•Tempe, AZ

About The Position

The Workforce Logistics & Analytics Manager manages the operational infrastructure, data, systems, and logistics that support employee onboarding and offboarding across the account. The role combines onboarding operations with workforce analytics, reporting, technology, and process improvement to help ensure employees are prepared, equipped, and ready to succeed. The manager works cross-functionally with Talent Acquisition, HR/People teams, IT, Operations, hiring managers, and other stakeholders. The role turns operational data into actionable insights, identifies workflow improvements, and develops scalable solutions to strengthen onboarding efficiency, accuracy, and workforce readiness. It also supports technology and access workflows, data quality and audits, digital enablement and responsible AI use, project coordination, and process documentation. The position operates in a fast-paced, professional account environment and may support personnel across multiple locations or functional teams. Occasional travel and schedule flexibility may be expected depending on business demands and priorities. The role is expected to uphold the account’s eight Integrity Pillars: Integration, Safety, Accountability, Cost-Consciousness, Operational Rigor, Courage, Pace, Depth & Agility, and Future Forward.

Requirements

Experience in onboarding operations, workforce operations, HR/People operations, analytics, program management, or a related field.
Strong analytical and problem-solving skills, including the ability to identify patterns, investigate issues, and recommend practical solutions.
Advanced proficiency in Google Workspace, including Google Sheets, Docs, Slides, Forms, and Drive.
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 skills.
Ability to work independently, manage multiple priorities, and handle confidential information with professionalism and discretion.
Highly organized, dependable, detail-oriented, and process-driven.
Proactive, adaptable, and comfortable working independently and collaboratively in an evolving or ambiguous environment.
Able to follow up and drive tasks to completion, anticipate potential issues, and remain connected to employees and customers.
Capable people leadership, including setting expectations, giving direct feedback, developing talent, and addressing performance gaps fairly.
Client-centered approach while protecting ABM reporting lines, approved scope, service levels, and decision rights.
Occasional travel and schedule flexibility may be expected depending on business demands and priorities.

Nice To Haves

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.

Responsibilities

Manage operational infrastructure for 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 dependencies that may affect employee readiness.
Partner with Talent Acquisition, hiring managers, IT, HR/People teams, Operations, and other stakeholders to complete onboarding requirements accurately and on time.
Monitor operational workflows and identify risks, delays, gaps, and recurring breakdowns that require intervention or improvement.
Manage processes for employee technology, devices, systems access, and other onboarding and offboarding resources.
Track device requests, assignments, deliveries, returns, and outstanding technology dependencies.
Partner with IT and other support functions to troubleshoot complex technology and access issues; identify recurring challenges and recommend scalable solutions.
Maintain and analyze onboarding, offboarding, hiring, headcount, employee movement, device, and workforce-readiness data.
Develop and maintain dashboards, reporting tools, trackers, and recurring operational reports.
Analyze data to identify trends, bottlenecks, risks, discrepancies, and improvement opportunities; translate findings into clear insights and recommendations for the Workforce Program Manager and stakeholders.
Support the development and monitoring of onboarding and workforce-readiness measures, and respond to ad hoc reporting and analysis needs.
Coordinate recurring headcount audits, employee roster reviews, and workforce reconciliation activities.
Compare information across recruiting, onboarding, employee, device, and operational systems; investigate discrepancies and coordinate their resolution.
Develop and maintain data validation practices, controls, and standardized tracking methods; recommend preventive solutions to recurring data-quality issues.
Maintain accurate, reliable, and confidential employee and workforce information.
Identify manual, repetitive, or inefficient processes for simplification, automation, or redesign.
Develop and maintain digital workflows, automated notifications, forms, trackers, dashboards, templates, and other productivity solutions using approved technology.
Use AI tools to support data analysis, trend identification, process design, documentation, communication, research, and productivity; promote responsible use in accordance with company and client guidelines.
Explore emerging technologies, test solutions, evaluate their effectiveness, and recommend implementation where appropriate.
Document technical processes, automations, and workflows to ensure they are scalable and sustainable.
Lead or coordinate assigned onboarding operations, technology, analytics, and process-improvement initiatives; develop project plans, timelines, trackers, requirements, and status updates.
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.
Serve as a subject matter resource for onboarding operations, systems, data, and logistics.
Provide operational insights, reporting, and recommendations to support Workforce Program Manager priorities and decision-making.
Build productive cross-functional partnerships and communicate complex operational or technical information clearly to technical and non-technical audiences.
Set expectations, provide direct feedback, develop talent, and address performance gaps fairly as a people leader.
Follow issues through to verified resolution while remaining client-centered and protecting ABM reporting lines, approved scope, service levels, and decision rights.