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Director Workforce Management Jobs (NOW HIRING)

Wawa, Inc.

Workforce Management Analyst

Media, PA · On-site

Serve as Subject matter expert and take ownership of all issues and direct configuration of all Reflexis/Zebra ZTI Workforce Management tools and programs. Perform testing and analysis to ensure ...

Wawa

Workforce Management Analyst

Wawa, PA · On-site

Serve as Subject matter expert and take ownership of all issues and direct configuration of all Reflexis/Zebra ZTI Workforce Management tools and programs. Perform testing and analysis to ensure ...

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$117.5K

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How much do director workforce management jobs pay per year?

As of Jun 19, 2026, the average yearly pay for director workforce management in the United States is $117,480.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,000.00 and $157,000.00 per year, depending on experience, location, and employer.

What are the typical daily responsibilities of a Director Workforce Management?

A Director Workforce Management typically oversees strategic labor forecasting, analyzes staffing data, and ensures optimal scheduling to align with business needs. They collaborate closely with HR, operations, and finance teams to make data-driven decisions, resolve workforce challenges, and ensure compliance with labor regulations. Daily tasks often include leading workforce planning meetings, reporting key metrics to leadership, and implementing initiatives to improve operational efficiency. This role also involves mentoring team members and staying updated on industry best practices to drive continuous improvement.

What does a director of workforce management do?

A director of workforce management oversees staffing, scheduling, and resource allocation to ensure operational efficiency. They analyze data, forecast staffing needs, and implement strategies to optimize employee productivity, often using workforce management software and analytics tools.

What does a Director of Workforce Management do?

A Director of Workforce Management oversees workforce planning, forecasting, and scheduling to optimize labor resources. They analyze data, implement workforce strategies, and ensure operational efficiency while aligning staffing with business needs. Additionally, they collaborate with leadership to improve productivity, manage labor costs, and enhance employee engagement. Their role is crucial in industries like call centers, retail, and healthcare, where workforce efficiency directly impacts service delivery and profitability.

What are the 5 R's of workforce planning?

The 5 R's of workforce planning are right people, right skills, right time, right place, and right cost. As a Director of Workforce Management, understanding these principles helps ensure the organization has the appropriate talent to meet operational needs efficiently and effectively.

What is the WFM salary?

The salary for a Director of Workforce Management typically ranges from $80,000 to $150,000 annually, depending on experience, industry, and location. This role often requires strong analytical skills and proficiency with workforce management tools like NICE or Verint.

What are the key skills and qualifications needed to thrive in the Director Workforce Management position, and why are they important?

To thrive as a Director Workforce Management, you need expertise in workforce planning, data analysis, labor forecasting, and leadership, typically supported by a bachelor’s or master’s degree in business, human resources, or a related field. Familiarity with workforce management systems (such as Kronos, ADP, or Workday), advanced Excel skills, and sometimes relevant certifications (like SHRM-SCP) are highly valued. Outstanding communication, strategic thinking, and problem-solving abilities set top candidates apart in this position. These skills and qualifications are crucial for optimizing workforce efficiency, meeting organizational goals, and leading cross-functional teams effectively.

Is WFM a good career?

A career as a Workforce Management (WFM) professional involves optimizing staffing, scheduling, and resource allocation using tools like forecasting software. It offers opportunities in various industries such as call centers, healthcare, and retail, often requiring analytical skills and attention to detail. WFM roles can provide stable employment and advancement potential for those with strong organizational and communication skills.
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Director Workforce Management jobs near you
Infographic showing various Director Workforce Management job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 83% Full Time, 15% Part Time, and 1% Temporary. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $117,480 per year, or $56.5 per hour.
Workforce Management Analyst

Workforce Management Analyst

Wawa, Inc.

Media, PA • On-site

Full-time

Posted 10 days ago

Wawa rating

6.5

Company rating: 6.5 out of 10

Based on 1,104 frontline employees who took The Breakroom Quiz

8th of 47 rated convenience stores

Job description

Job Description
Job Title: Workforce Management Analyst
Location: Corporate
Department: Store Operations
Job Summary: The Workforce Management Analyst is responsible for the technical activities related to the development, research, documentation, configuration, maintaining and testing of all Reflexis/ZEBRA modules, which includes Reflexis Scheduler, Task Manager, Time & Attendance, Advanced Analytics reporting software, and the Employee Self-Service mobile application with a strong emphasis on internal system confidence and user experience. This individual will lead efforts to evaluate, assess, and create new business processes as well as enhance current business processes working collaboratively with Operation Engineers, People Team, Payroll/Benefits, Finance and other corporate partners, to drive the labor efficiencies & ensure standards of critical associate data. Leads cross functional teams for the implementation, planning, coordination, change management, and support of the Workforce Management solutions including creation/development of new scheduling environments for internal partners.
Principal Duties:
  • Serve as Subject matter expert and take ownership of all issues and direct configuration of all Reflexis/Zebra ZTI Workforce Management tools and programs. Perform testing and analysis to ensure system meets or exceeds end-user requirements and standards of deployment. Ensure design solutions are validated and tested (post-configuration), to confirm the design is working as planned, downstream impact is minimized, and additional problems are not inadvertently resulting in the change.
  • Develop and support the rollout of new system components, programs, processes, and recommend improvements, advising on best practices related to functionality. Develop user procedures, guidelines, and documentation for related systems. Provide training to team members/business users on new processes/functionality as needed.
  • Orchestrate and perform testing of new releases for functional areas. Keep up to date on Reflexis/Zebra systems functionality and updates. Manage new feature releases, including scope and schedule of each release, working between business owners, IT, and coordinating resources. Work on identifying additional functionality that could/should be considered to help drive user adoption. Identify opportunities to change business processes and facilitating their implementation after their integration into the new technology.
  • Provide subject matter expertise to lead and collaborate with a cross-functional team to refine processes to determine the labor needs of new platforms and initiatives, also considering the efficiency and effectiveness of existing programs; as well as develop new processes and advise on best practices to optimize the use of labor.
  • Perform mass data loads in Reflexis/Zebra Cognos reporting, proactively identify and/or correct errors in Reflexis/Zebra business processes, employee data configurations, and resolve the impacts of any changes to processes.
  • Lead the maintenance of all system components such as but not limited to Attributes, Store Groups, Curves, Store Setup, RTM Users, etc.
  • Responsible for maintaining system integrity to provide Payroll Department a weekly payfile for the administration of store operations payroll. Annual configuration to ensure proper holiday pay premiums
  • Ensure all pay policies and scheduling standards comply to federal, state and local labor laws. Fair Labor Laws regulations for notifications and penalties
  • Work with Compensation department for the implementation of changes to store associate payroll requirements and benefits
  • Develop Reflexis suite to be utilized by other corporate departments and major Store Operations design (Catering, Drive Thru, Urban 3000, Delivery, NEXT 10 Stores, Corporate Scheduling Environments
  • Identify opportunities to change business processes, integrating them into the new technology and facilitating their implementation.
  • Collaborate with Operations Engineers to achieve business objectives regarding time and frequency studies for Store Operation's processes, to ensure current system accuracy. Utilize results from time studies to determine financial impact and ensure it fits with the labor ratio budget for impacted stores.
  • Optimize Labor Scheduler efficiencies to improve productivity and appropriate management of labor expense. Proactively identify labor productivity opportunities to change store operating processes to reduce store level complexity and remove non value-added costs from the system. Work directly with external vendor partners to take identified solutions and integrate them into current technology systems.
  • Monitor stores performance to ensure alignment and execution to improve overall effectiveness and efficiency. Proactively communicate with Store Operations to assist in execution of processes to maximize labor effectiveness.
  • Oversee and continuously improve all Store Operations support services and related tools associated with Reflexis/Zebra and Labor management standards.
  • Lead all Store Operations support efforts associated with Reflexis and Labor standards.
  • Provide responses to Voice of the Associate submissions pertaining to labor in a timely manner.
  • Ensure the daily and timely delivery of support to stores for all labor requests. Support all team members in delivering standard labor management responsibilities as needed.
  • Lead the development of store labor budgets to improve accuracy and alignment with the new business model.
  • Provide support to Store Operations for New and Remodel stores.
  • Manage Cognos Reporting functions to provide data and develop needed reporting to business partners on new initiatives and store processes.
  • Log and maintain tickets in SAAS portal which is our Reflexis/Zebra support application. Take ownership of issue through resolution. Communicate and educate business teams as needed on resolution.

Essential Functions:
  • Communicate effectively to all levels of the organization
  • Excellent oral and written communication skills required
  • Exceptional leadership and problem-solving skills
  • Analyze information and effectively propose solutions
  • Organize, plan and manage projects in a timely and efficient manner
  • Work collaboratively with cross-functional teams
  • Ability to work well individually as well as in a team environment
  • Excellent interpersonal and customer service skills
  • Detail oriented and excellent organizational skills
  • Ability to handle multiple projects simultaneously and independently
  • Proven self-starter with demonstrated ability to make decisions
  • Ability to travel 30% of the time

Basic Qualifications:
  • Bachelor's Degree in Industrial Engineering, preferred
  • Comprehensive knowledge of how standard Workforce Manager solutions operate rule development and labor simulations
  • Knowledge of corporate technology architecture
  • Experience in an IT environment
  • Experience with Reflexis Workforce Management solutions, which includes Scheduler, Task Manager, Time & Attendance, Advanced Analytics reporting software, and the Employee Self-Service mobile application
  • Experience with Microsoft Office Suite including advanced Excel skills, corporate software packages and DOS

Wawa will provide reasonable accommodation to complete an application upon request, consistent with applicable law. If you require an accommodation, please contact our Associate Service Center at asc@wawa.com.
Wawa, Inc. is an equal opportunity employer. Wawa maintains a work environment in which Associates are treated fairly and with respect and in which discrimination of any kind will not be tolerated. In accordance with federal, state and local laws, we recruit, hire, promote and evaluate all applicants and Associates without regard to race, color, religion, sex, age, national origin, ancestry, familial status, marital status, sexual orientation or preference, gender identity or expression, citizenship status, disability, veteran or military status, genetic information, domestic or sexual violence victim status or any other characteristic protected by applicable law. Unlawful discrimination will not be a factor in any employment decision.

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