Workforce Logistics & Analytics Manager

ABM US•Tempe, AZ

About The Position

The Onboarding 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. Working cross-functionally with Talent Acquisition, HR/People teams, IT, Operations, hiring managers, and other stakeholders, the manager turns operational data into actionable insights, identifies opportunities to improve workflows, and develops scalable solutions. The position also supports onboarding and offboarding logistics, technology and access, workforce data and reporting, headcount audits, digital enablement, AI and automation, projects, and process improvement. The successful candidate is analytical, innovative, employee- and customer-focused, organized, and able to work independently while collaborating across teams.

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, 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 skills.
Ability to work independently, manage multiple priorities, and handle confidential information professionally and discreetly.
Highly organized, dependable, detail-oriented, and process-driven.
Proactive, adaptable, and comfortable working in an evolving or ambiguous environment.
Able to follow up and drive tasks through to completion and identify potential issues before they affect employee experience.
Able to work independently while collaborating effectively with a broader team.
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.
Occasional travel and schedule flexibility may be expected depending on business demands and priorities.

Nice To Haves

Experience developing dashboards or visual reporting with 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 for 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 the operational infrastructure for end-to-end onboarding and offboarding, including requirements, employee documentation, readiness activities, technology, systems access, and employee transitions.
Coordinate complex or non-standard onboarding situations and resolve dependencies that could 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.
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 support functions to troubleshoot complex technology and access issues and recommend scalable solutions to recurring problems.
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, and communicate findings and recommendations to 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 resolution.
Develop and maintain data validation practices, controls, and standardized tracking methods, and recommend ways to prevent recurring data-quality issues.
Maintain accurate, reliable, and confidential employee and workforce information.
Identify manual 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 for data analysis, trend identification, process design, documentation, communication, research, and productivity; explore emerging technologies and evaluate potential solutions.
Document technical processes, automations, and workflows, and promote responsible use of AI and digital tools within company and client guidelines.
Lead or coordinate assigned onboarding operations, technology, analytics, and process-improvement initiatives, including project plans, timelines, requirements, trackers, 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 adoption of new systems, workflows, tools, and account requirements, and 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.