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Director Workforce Management Remote Jobs in Maryland

Harris

$223K - $233K/yr

... workforce management system, and adjacent products). We have strong people and a demanding ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Harris

(Remote) Director of Product

California, MD · Remote

$223K - $233K/yr

... workforce management system, and adjacent products). We have strong people and a demanding ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Harris

(Remote) Director of Product

California, MD · Remote

$223K - $233K/yr

... workforce management system, and adjacent products). We have strong people and a demanding ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Harris

$223K - $233K/yr

... workforce management system, and adjacent products). We have strong people and a demanding ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Moore DM Group LLC

Workforce Readiness Manager

Lanham, MD · On-site +1

$110K - $125K/yr

Moore is a data-driven constituent experience management (CXM) company achieving accelerated growth ... Support culture renovation, change readiness, recognition, remote engagement, and employee ...

Eliassen Group

Account Executive

Baltimore, MD · Remote

Areas that our Workforce Management team has unparalleled competency and continuously exceed client ... Recruiting Managers/Directors Senior Recruiters (IT, Corporate, DoD, Intel, Finance, Sales ...

Eliassen Group

Account Executive

Bethesda, MD · Remote

Areas that our Workforce Management team has unparalleled competency and continuously exceed client ... Recruiting Managers/Directors Senior Recruiters (IT, Corporate, DoD, Intel, Finance, Sales ...

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Director Workforce Management Remote information

What does a director of workforce management do?

A Director of Workforce Management (Remote) oversees the strategic planning, implementation, and optimization of workforce scheduling, forecasting, and staffing operations for an organization. They use data analytics to ensure the right number of employees are scheduled at the right times to meet business goals, often working across multiple locations or remote teams. This role typically involves collaborating with HR, operations, and leadership to improve efficiency, manage labor costs, and enhance employee satisfaction. Remote Directors use digital tools and communication platforms to lead their teams and ensure smooth operations from a distance.

What key skills and qualifications are needed to thrive as a director of workforce management?

A Director Workforce Management (Remote) needs a solid background in workforce planning, analytics, and organizational leadership, typically supported by a bachelor’s or master’s degree in business, HR, or a related field. Expertise with workforce management software (such as Kronos or ADP), forecasting tools, and data analytics platforms is crucial. Exceptional communication, strategic thinking, and problem-solving skills are vital for leading dispersed teams and aligning workforce strategies with business goals. These competencies ensure effective resource allocation, high team performance, and the ability to adapt to dynamic remote work environments.

How does a director of workforce management typically collaborate with other departments in a remote work environment?

As a Director of Workforce Management in a remote setting, you will regularly partner with leaders from operations, IT, HR, and finance to ensure workforce strategies align with business goals. Collaboration often involves virtual meetings to analyze staffing data, address productivity challenges, and implement scheduling solutions across distributed teams. You'll also coordinate with technology teams to optimize workforce management tools and with HR to drive employee engagement and retention initiatives tailored for remote teams. Effective communication and cross-functional teamwork are essential for success in this role.

What is the difference between Director Workforce Management Remote vs Workforce Management Analyst?

AspectDirector Workforce Management RemoteWorkforce Management Analyst
CredentialsBachelor's degree in Business, Analytics, or related field; often requires experience in workforce planningBachelor's degree in Business, Analytics, or related field; entry to mid-level experience
Work EnvironmentRemote leadership role overseeing teams and strategic planningRemote or on-site data analysis and reporting
Industry UsageCommon in call centers, customer service, and large enterprise sectorsUsed across similar industries for data-driven workforce decisions

The main difference is that the Director Workforce Management Remote focuses on strategic leadership and managing teams remotely, while the Workforce Management Analyst concentrates on data analysis and reporting to support workforce decisions. Both roles require similar educational backgrounds but differ in scope and seniority.

What are popular job titles related to Director Workforce Management Remote jobs in Maryland?

For Director Workforce Management Remote jobs in Maryland, the most frequently searched job titles are:

What job categories do people searching Director Workforce Management Remote jobs in Maryland look for?

The top searched job categories for Director Workforce Management Remote jobs in Maryland are:

What cities in Maryland are hiring for Director Workforce Management Remote jobs?

Cities in Maryland with the most Director Workforce Management Remote job openings:

Director Workforce Management Remote jobs near you
Infographic showing various Director Workforce Management Remote job openings in Maryland as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution.

Workforce Management Analyst I (Remote)

CareFirst

Baltimore, MD • Remote

Full-time

Retirement

Posted 3 days ago

New

CareFirst BlueCross BlueShield rating

7.3

Company rating: 7.3 out of 10

Based on 31 frontline employees who took The Breakroom Quiz

239th of 311 rated insurance

Job description

Resp & Qualifications

PURPOSE: 

Monitor and analyze call volume, call patterns, and traffic flow for the Customer Service center to ensure service level objectives are met. Work closely with supervisors and managers to analyze daily traffic and forecasts to adjust schedules and staff as needed, ensuring optimum staffing levels. Provide regular reports to management on workload and workforce. Make recommendations for new or updated call/service center technology and process improvements to reduce costs. 
ESSENTIAL FUNCTIONS:

  • Analyzes intraday and historical performance to respond/plan appropriately in order to achieve operational service goals.
  • Identifies call volume trends and averages on an intraday, weekly, monthly, etc. basis.
  • Monitors and responds to queue activity and service levels.
  • Establishes and maintains communications channels regarding events that impact customer experience center performance and workload.
  • Communicates necessary adjustments to staffing based on changing/dynamic forecasts.
  • Collaborates with internal customers (other teams, departments, and customer experience center staff) to identify opportunities for improvement to achieve service goals.

QUALIFICATIONS:
Education Level: Bachelor's Degree OR in lieu of a Bachelor's degree, an additional 4 years of relevant work experience is required in addition to the required work experience.
Experience: 1 year in a Scheduling, Forecasting, or Traffic environment.
Knowledge, Skills and Abilities (KSAs)

  • Excellent communcation skills both written and verbal.
  • Ability to recognize, analyze, and solve a variety of problems.
  • Ability to analyze, organize, and prioritize work while meeting multiple deadlines.
  • Proficient in Microsoft Office applications.
  • Must be able to meet established deadlines and handle multiple customer service demands from internal and external customers, within set expectations for service excellence. Must be able to effectively communicate and provide positive customer service to every internal and external customer, including customers who may be demanding or otherwise challenging.

Salary Range: 45,072 - 89,518

Salary Range Disclaimer

The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the work is being performed. This compensation range is specific and considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, internal peer equity, and market and business consideration. It is not typical for an individual to be hired at the top of the range, as compensation decisions depend on each case's facts and circumstances, including but not limited to experience, internal equity, and location. In addition to your compensation, CareFirst offers a comprehensive benefits package, various incentive programs/plans, and 401k contribution programs/plans (all benefits/incentives are subject to eligibility requirements).

Equal Employment Opportunity

CareFirst BlueCross BlueShield is an Equal Opportunity (EEO) employer.  It is the policy of the Company to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.

Federal Disc/Physical Demand

Note:  The incumbent is required to immediately disclose any debarment, exclusion, or other event that makes him/her ineligible to perform work directly or indirectly on Federal health care programs.

PHYSICAL DEMANDS:

The associate is primarily seated while performing the duties of the position.  Occasional walking or standing is required.  The hands are regularly used to write, type, key and handle or feel small controls and objects.  The associate must frequently talk and hear.  Weights up to 25 pounds are occasionally lifted.

Sponsorship in US

Must be eligible to work in the U.S. without Sponsorship

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