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Workforce Planning Data Scientist - Remote
Workforce Planning Data Scientist - Remote
Job ID
292409
Posted
19-Aug-2026
Service line
GWS Segment
Role type
Full-time
Areas of Interest
Data & Analytics
Location(s)
Atlanta - Georgia - United States of America, Austin - Texas - United States of America, Charlotte - North Carolina - United States of America, Dallas - Texas - United States of America, Detroit - Michigan - United States of America, Henderson - Nevada - United States of America, Houston - Texas - United States of America, Las Vegas - Nevada - United States of America, Little Rock - Arkansas - United States of America, Memphis - Tennessee - United States of America, Nashville - Tennessee - United States of America, North Little Rock - Arkansas - United States of America, North Salt Lake - Utah - United States of America, Phoenix - Arizona - United States of America, Raleigh - North Carolina - United States of America, Richardson - Texas - United States of America, Round Rock - Texas - United States of America, Salt Lake City - Utah - United States of America, San Antonio - Texas - United States of America, St. Louis - Missouri - United States of America, Syracuse - Utah - United States of America, Tucson - Arizona - United States of America
About the Role:
The Workforce Planning Data Scientist will turn complex recruiting, staffing, workforce, and operational data into clear insights that enable better and faster business decisions.
This role blends data analytics, dashboard development, workforce forecasting, and foundational data engineering. The successful candidate will be comfortable working with large and complex datasets, reconciling information from multiple sources, developing scalable reporting solutions, identifying trends, and translating findings into practical recommendations for recruiting and workforce leadership.
While this is not a traditional Data Scientist or Data Engineer position, the role requires someone who can think beyond reporting what happened. The analyst should be able to determine why it happened, what is likely to happen next, and what actions should be considered as a result.
What You'll Do:
Workforce Analytics & Decision Support
- Analyze workforce, recruiting, staffing, attrition, requisition, offer, start, and productivity data to identify trends, risks, and opportunities.
- Evaluate staffing performance across sites, business units, roles, and time periods.
- Analyze historical attrition patterns to identify where future hiring demand is likely to occur.
- Develop models and recommendations that help determine when and where requisitions should be opened proactively.
- Identify trends across weekly, monthly, quarterly, and historical workforce performance.
- Analyze relationships between staffing levels, attrition, hiring activity, requisition volume, recruiter productivity, and hiring outcomes.
- Conduct ad hoc analyses in response to evolving workforce and leadership priorities.
Forecasting & Predictive Analysis
- Build workforce forecasts incorporating staffing requirements, active headcount, attrition, projected starts, hiring velocity, and historical trends.
- Identify emerging staffing risks before they materially impact operations.
- Develop scenario analyses to evaluate different hiring and attrition assumptions.
- Identify leading indicators that can improve workforce planning and recruiting decisions.
- Assess whether workforce and recruiting performance is trending toward or away from established targets.
Dashboard Development & Visualization
- Design and maintain intuitive dashboards that translate complex datasets into clear, actionable information.
- Develop reporting for staffing health, recruiter productivity, requisition aging, time to offer, hiring outcomes, attrition, projected starts, and workforce demand.
- Create leadership level views that allow users to quickly understand performance, risks, trends, and required actions.
- Continuously improve dashboards based on business needs and user feedback.
Data Management & Engineering
- Work with multiple data sources and large datasets that may contain hundreds of thousands to millions of records.
- Clean, transform, combine, and structure data for analysis and reporting.
- Understand data pipelines, relationships, joins, data models, and source/system dependencies.
- Partner with Data Engineering and BI resources on more complex data architecture and pipeline requirements.
- Automate repeatable reporting and data preparation processes when practical.
- Troubleshoot data inconsistencies and reconcile conflicting numbers across systems
Data Quality & Governance
- Validate and reconcile workforce metrics before they are used for business decisions.
- Identify data quality issues, missing information, duplicate records, inconsistent definitions, and source/system discrepancies.
- Establish clear metric definitions and calculation logic.
- Ensure leadership reporting is consistent, repeatable, and explainable.
What You'll Need:
- Bachelor's Degree preferred with 5 plus years of relevant experience in talent acquisition analytics, workforce planning, or people analytics. In lieu of a degree, a combination of experience and education will be considered.
- Demonstrated experience analyzing complex, high volume datasets.
- Strong experience developing dashboards and executive level reporting.
- Experience performing trend analysis, forecasting, and scenario modeling.
- Demonstrated ability to reconcile data across multiple systems and identify data quality issues.
- Experience translating complex analytical findings into understandable business recommendations.
- Workforce planning, recruiting analytics, HR analytics, operations, or high-volume staffing experience strongly preferred.
- Advanced SQL
- Advanced Excel, including Power Query, PivotTables, XLOOKUP/INDEXMATCH, complex formulas, and large dataset management
- Power BI dashboard development experience
- Data modeling and relational database concepts
- ETL/ELT concepts
- Python, particularly Pandas and NumPy
- Familiarity with APIs and automated data ingestion
- Experience with cloud data environments or data warehouses
- Familiarity with Power Automate or similar workflow automation tools
- Experience with ATS, HRIS, workforce management, or recruiting datasets
- Experience building workforce planning or capacity models
- Understanding of basic regression, correlation, seasonality, and forecasting methodologies
Equal Employment Opportunity: CBRE has a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company's success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).
CBRE GWS
CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies.
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Remote
Skills:
Analysis Skills, Application Programming Interface (API), Automation, Business Intelligence, Cloud Computing, Continuous Improvement, Customer/Client Research, Data Analysis, Data Management, Data Modeling, Data Quality, Data Science, Data Sets, Data Warehousing, Database Extract Transform and Load (ETL), Database Technology, Decision Support, Equal Employment Opportunity (EEO), Financial Analysis, Forecasting, HRIS/HRMS, Human Resources Analytics, Identify Issues, Leadership, LinkedIn, Management Strategy, Metrics, Operational Audit, Pattern Analysis, Power BI, Productivity Model, Python Programming/Scripting Language, Real Estate, Reconciliation, Relational Databases (RDBMS), Reporting Dashboards, Reporting Skills, Risk Analysis, SQL (Structured Query Language), Sales Management, Scalable System Development, Staff Requirements, Trend Analysis, Twitter, Workforce Management, Workforce Planning
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CBRE Group Inc
CBRE Group, Inc., a Fortune 500 and S&P 500 company headquartered in Los Angeles, is the world’s largest commercial real estate services and investment firm (in terms of 2014 revenue). The Company has more than 70,000 employees (excluding affiliates), and serves real estate owners, investors and occupiers through more than 400 offices (excluding affiliates) worldwide. CBRE offers strategic advice and execution for property sales and leasing; corporate services; property, facilities and project management; mortgage banking; appraisal and valuation; development services; investment management; and research and consulting.
As an employee at CBRE, you have the freedom to make your own path. Your career is in your own hands; there’s no need to wait to be shown the way. "It’s about how well you perform, not just how long you’ve worked here and you're encouraged to take intelligent risks and explore new ideas and innovations. Our scale gives you mobility and a broader choice of opportunities. You'll always have a team behind you.
Company Size:
10,000 employees or more
Industry:
Real Estate/Property Management
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1906
Website:
