Mid Level Workforce Management Analyst Jobs
Mid level workforce management analyst jobs call for professionals ready to own forecasting and scheduling projects end to end, lead process improvements, and guide junior analysts without close supervision. Openings are spread across on-site, remote, and hybrid settings in Retail, Technology & Software, and Luxury Goods, with employers like Infosys, Invesco, and Whatnot hiring at this level now.
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Showing 5 of 9+ Mid Level Workforce Management Analyst jobs
Job Summary
The Workforce Management Lead is responsible for overseeing workforce management operations including scheduling, time and attendance administration, labor productivity monitoring, workforce analytics, staffing optimization, and workforce planning. This role ensures workforce data aligns with organizational budgets, staffing plans, census-driven demand, and labor productivity targets. The position serves as a key partner to operational leaders, Finance, Payroll, and HR in driving labor efficiency, workforce compliance, and informed staffing decisions.
Core Job Responsibilities
- Lead the administration, optimization, and continuous improvement of workforce management scheduling tools and processes
- Maximize workforce management system functionality to operationalize organizational alignment, budget expectations, goals, and objectives through scheduling, staffing optimization, labor forecasting, self-scheduling, shift bidding, open shift management, attendance management, objectives and workforce analytics
- Evaluate schedule effectiveness and identify opportunities to improve staffing coverage, reduce overtime, minimize agency utilization, and optimize labor and financial resources
- Develop labor forecasts for productivity and staffing recommendations based on historical trends, census projections, industry benchmarks, and operational demand
- Evaluate departmental labor productivity metrics to ensure efficient workforce management. Analyze staffing levels against staffing recommendation, determine gaps, and make recommendations to eliminate gaps or re-adjust
- Provide education and consultation to leaders on scheduling best practices, labor management principles, staffing methodologies, and workforce optimization strategies
- Build a reporting mechanism for workforce management dashboards, labor productivity reports, staffing analytics, and executive-level workforce metrics
- Lead workforce management system testing, upgrades, implementations, and new functionality deployment
- Develop and maintain workforce management policies, procedures, and training materials
- Evaluate compliance with organizational scheduling policies, labor agreements, and applicable regulatory requirements
- Performs other duties as required
Education/Experience Requirements
REQUIRED:
- Bachelor's Degree in Business Administration, Human Resources, Healthcare Administration, Finance, Information Systems, a related field or equivalent experience
- 5 years of workforce management, time and attendance, payroll, HRIS, labor analytics, scheduling, or healthcare operations experience
- Advanced Microsoft Excel, reporting, and workforce analytics experience
PREFERRED:
- Experience with Dayforce, Infor Workforce Management, UKG/Kronos, or similar workforce management platforms
- Experience in Healthcare
- Experience supporting labor budgeting and productivity programs
- Knowledge of census-based staffing models and workforce forecasting
Licensure/Certification Requirements
Disclaimer
Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, ethnicity, age, gender (including pregnancy, childbirth, et al), sexual orientation, gender identity or expression, protected veteran status, or disability. Successful candidates might be required to undergo a background verification with an external vendor.
Job Details
Req Id 98457
Department HUMAN RESOURCES
Shift Days
Shift Hours Worked 8.00
FTE 1
Work Schedule SALARIED GENERAL
Employee Status A1 - Full-Time
Union Non-Union
Pay Range $75,000-$105,000
Job Summary
The Workforce Management Lead is responsible for overseeing workforce management operations including scheduling, time and attendance administration, labor productivity monitoring, workforce analytics, staffing optimization, and workforce planning. This role ensures workforce data aligns with organizational budgets, staffing plans, census-driven demand, and labor productivity targets. The position serves as a key partner to operational leaders, Finance, Payroll, and HR in driving labor efficiency, workforce compliance, and informed staffing decisions.
Core Job Responsibilities
- Lead the administration, optimization, and continuous improvement of workforce management scheduling tools and processes
- Maximize workforce management system functionality to operationalize organizational alignment, budget expectations, goals, and objectives through scheduling, staffing optimization, labor forecasting, self-scheduling, shift bidding, open shift management, attendance management, objectives and workforce analytics
- Evaluate schedule effectiveness and identify opportunities to improve staffing coverage, reduce overtime, minimize agency utilization, and optimize labor and financial resources
- Develop labor forecasts for productivity and staffing recommendations based on historical trends, census projections, industry benchmarks, and operational demand
- Evaluate departmental labor productivity metrics to ensure efficient workforce management. Analyze staffing levels against staffing recommendation, determine gaps, and make recommendations to eliminate gaps or re-adjust
- Provide education and consultation to leaders on scheduling best practices, labor management principles, staffing methodologies, and workforce optimization strategies
- Build a reporting mechanism for workforce management dashboards, labor productivity reports, staffing analytics, and executive-level workforce metrics
- Lead workforce management system testing, upgrades, implementations, and new functionality deployment
- Develop and maintain workforce management policies, procedures, and training materials
- Evaluate compliance with organizational scheduling policies, labor agreements, and applicable regulatory requirements
- Performs other duties as required
Education/Experience Requirements
REQUIRED:
- Bachelor's Degree in Business Administration, Human Resources, Healthcare Administration, Finance, Information Systems, a related field or equivalent experience
- 5 years of workforce management, time and attendance, payroll, HRIS, labor analytics, scheduling, or healthcare operations experience
- Advanced Microsoft Excel, reporting, and workforce analytics experience
PREFERRED:
- Experience with Dayforce, Infor Workforce Management, UKG/Kronos, or similar workforce management platforms
- Experience in Healthcare
- Experience supporting labor budgeting and productivity programs
- Knowledge of census-based staffing models and workforce forecasting
Licensure/Certification Requirements
Disclaimer
Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, ethnicity, age, gender (including pregnancy, childbirth, et al), sexual orientation, gender identity or expression, protected veteran status, or disability. Successful candidates might be required to undergo a background verification with an external vendor.
Job Details
Req Id 98457
Department HUMAN RESOURCES
Shift Days
Shift Hours Worked 8.00
FTE 1
Work Schedule SALARIED GENERAL
Employee Status A1 - Full-Time
Union Non-Union
Pay Range $75,000-$105,000
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Who's Hiring
Top Industries Hiring
- Retail
- Technology & Software
- Luxury Goods
- Healthcare & Medical Services
- Investment & Asset Management
Mid Level Workforce Management Analyst Jobs: Frequently Asked Questions
How do I get a mid level workforce management analyst job?
Position your experience around ownership, not just participation. Highlight specific forecasting models you built, scheduling processes you redesigned, or service-level targets you hit. Emphasize tools you used independently, such as workforce management platforms or advanced Excel and SQL work. Tailoring your resume to show measurable outcomes, like reduced shrinkage or improved schedule adherence, signals readiness for mid level expectations without requiring a hiring manager to connect the dots.
Which companies hire mid level workforce management analysts?
Companies hiring mid level workforce management analysts right now include Infosys, Invesco, and Whatnot, based on current listings on Migrate Mate as of August 2026. Hiring at this level comes from a wide range of employers, including large contact centers, healthcare systems, financial services firms, and retail operations that rely on accurate staffing models to meet demand.
Are there remote mid level workforce management analyst jobs?
Yes, and the share is meaningful. About 33% of mid level workforce management analyst openings are remote or hybrid as of August 2026, reflecting how well the core work, forecasting, scheduling, and reporting, translates to distributed teams. Fully on-site roles still exist, typically in operations environments where real-time floor coordination is part of the job.
How do I move up to a mid level workforce management analyst role?
Growth from entry level to mid level comes from deepening ownership over time. Early-career analysts who take on end-to-end responsibility for a forecast cycle, champion a scheduling change, or document a process improvement build the kind of history that mid level job descriptions expect. Consistently delivering measurable results, and being known for solving problems rather than flagging them, is what makes the transition credible.
Which industries hire the most mid level workforce management analysts?
Mid Level workforce management analyst roles concentrate in Retail, Technology & Software, and Luxury Goods, based on current listings on Migrate Mate as of August 2026. These sectors tend to operate at scale with variable demand, making accurate headcount planning and scheduling optimization central to day-to-day performance rather than a back-office function.