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Remote Workforce Management Scheduler Jobs in Arkansas

Veristat

Principal Medical Writer

England, AR · On-site +1

The Principal Medical Writer works under the direction of Medical Writing management and ... remote workforce, 66% women-led teams Learn more about our core values here! What we offer:

L3HHCM20

Specialist, Program Scheduler

Little Rock, AR · Remote

$73K - $135K/yr

Remote Opportunity Job Schedule: 9/80: Employees work 9 out of every 14 days - totaling 80 hours ... Duties include managing the development and maintenance of complex program schedules including ...

USAble Life

Go-To-Market Manager - Remote

Little Rock, AR · On-site +1

$39.62 - $71.30/hr

A culture that values employees and celebrates, empowers, and inspires a diverse workforce ... Strong program management and stakeholder coordination experience. Go-To-Market Manager Overview ...

USAble Life

Go-To-Market Manager - Remote

Little Rock, AR · Remote

$82K - $148K/yr

A culture that values employees and celebrates, empowers, and inspires a diverse workforce ... Strong program management and stakeholder coordination experience. Go-To-Market Manager Overview ...

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Remote Workforce Management Scheduler information

What does a remote workforce management scheduler do?

A Remote Workforce Management Scheduler is responsible for planning, coordinating, and optimizing staff schedules for remote teams. They use specialized software to forecast staffing needs, assign shifts, and ensure adequate coverage while considering employee availability and compliance rules. This role helps organizations maintain efficient operations, improve productivity, and provide better service by making sure the right people are scheduled at the right times. Remote Workforce Management Schedulers often analyze data and adjust schedules in real time to accommodate changes in demand or unforeseen absences.

How does a remote workforce management scheduler collaborate with team leads and agents to optimize scheduling?

A Remote Workforce Management Scheduler regularly communicates with team leads to understand staffing needs, shift preferences, and upcoming business priorities. They use workforce management software to create schedules that align with forecasted workloads, ensuring adequate coverage while considering employee availability and preferences. Frequent check-ins with both agents and managers help address real-time changes, such as call volume spikes or last-minute absences, and adjust schedules accordingly. This collaborative approach helps maintain productivity and work-life balance in a remote environment.

What are the key skills and qualifications needed to thrive as a remote workforce management scheduler, and why are they important?

To thrive as a Remote Workforce Management Scheduler, you need strong analytical skills, attention to detail, and experience with workforce planning, often backed by a relevant degree or experience in operations or HR. Familiarity with workforce management software such as Kronos, NICE, or Verint, as well as proficiency in Excel and scheduling tools, is typically required. Excellent communication, problem-solving abilities, and time management are vital soft skills for collaborating with remote teams and adapting to changing staffing needs. These skills ensure effective staff allocation, optimize productivity, and maintain service levels in a virtual work environment.

What is the difference between Remote Workforce Management Scheduler vs Remote HR Coordinator?

AspectRemote Workforce Management SchedulerRemote HR Coordinator
CredentialsScheduling certifications, HRIS familiarityHR certifications, onboarding experience
Work EnvironmentFocus on scheduling and workforce planningEmployee relations, recruitment, and compliance
Employer & Industry UsageUsed in staffing, retail, healthcareUsed across corporate, healthcare, education sectors
Search & Comparison IntentScheduling, workforce planning rolesHR support, employee management roles

The Remote Workforce Management Scheduler primarily handles scheduling and workforce planning, focusing on optimizing staff shifts and availability. In contrast, the Remote HR Coordinator manages employee relations, onboarding, and HR compliance. While both roles support organizational staffing, their core responsibilities and skill sets differ, making each suited to different aspects of workforce management.

What are popular job titles related to Remote Workforce Management Scheduler jobs in Arkansas?

For Remote Workforce Management Scheduler jobs in Arkansas, the most frequently searched job titles are:

What job categories do people searching Remote Workforce Management Scheduler jobs in Arkansas look for?

The top searched job categories for Remote Workforce Management Scheduler jobs in Arkansas are:

What cities in Arkansas are hiring for Remote Workforce Management Scheduler jobs?

Cities in Arkansas with the most Remote Workforce Management Scheduler job openings:

Remote Workforce Management Scheduler jobs near you

Workforce Management Analyst

Fort Smith, AR • On-site, Remote

Arkansas Foundation for Medical Care
Health Care and Social Assistance • 201 - 500 employees
Learn more about Arkansas Foundation for Medical Careexternal

Full-time

PTO

Posted 18 days ago

Job description

Job Title
Workforce Management Analyst
Job Type
Full-Time
Category
Administrative / Clerical
Location
Work from Home FSM Based - Fort Smith, AR 72903 US
Work from Home LR Based - Little Rock, AR 72201 US (Primary)
Education
High School
Travel
Job Description
SCOPE OF POSITION:
A Workforce Management Analyst ensures the call center is properly staffed and operates efficiently by forecasting call volume, scheduling staff, analyzing trends, and providing operational insights. This role directly supports service levels, productivity, and the member experience. Support the organization's mission, vision, and values by exhibiting the following behaviors: Honesty, Excellence Accountability, Respect, and Teamwork.
ESSENTIAL JOB FUNCTIONS:
  1. Generate schedules for staff based on forecasted volume and workload to ensure adequate staffing to meet service level goals.
  2. Analyze call volume trends, productivity, attrition, and historical performance to forecast staffing needs.
  3. Proactively monitor associate calling behaviors, efficiency, and availability and report deficiencies to operations team in real-time.
  4. Re-Forecast interval and daily transaction volumes (inbound, outbound), handle times and other production metrics by group and report on actual vs. forecasted volume.
  5. Make recommendations and help set priorities when planning and scheduling off-phone activities.
  6. Establish and maintain communication channels to ensure scheduling and resources are met.
  7. Track intraday performance (adherence, queue activity, attendance) and recommend adjustments.
  8. Responsible for analyzing and administering schedule optimizations and approving and administering real time exceptions.
  9. Build and maintain staffing schedules aligned with call arrival patterns to meet service level goals.
  10. Actively scan for and pursue new techniques, industry practices, learning opportunities, tools, and process improvement opportunities
  11. Process schedule event activities and adherence exceptions.
  12. Document work function processes and procedures.
  13. Produce reports from the workforce management system as requested.
  14. Ensure data integrity within WFM system.
  15. Produce dashboards and reports on service levels, AHT, occupancy, shrinkage, and staffing efficiency.
  16. Collaborate with supervisors to address staffing gaps and performance trends.
  17. Identify patterns and recommend workforce strategies to improve efficiency and member satisfaction.
  18. Continuously monitor real-time call center conditions, including service level, queue volume, wait times, agent availability, adherence, and staffing, and recommend immediate adjustments to maintain performance goals.
  19. Develop staffing plans and workload projections for outbound campaigns based on required call attempts, contact rates, completion deadlines, productivity expectations, and available staffing.
  20. Develop short- and long-term staffing projections based on anticipated call volume, workload, growth, seasonality, attrition, absenteeism, training requirements, and business changes.
  21. Track and analyze planned and unplanned shrinkage, including PTO, absenteeism, training, meetings, coaching, system downtime, and other off-phone activities, and incorporate findings into staffing forecasts.
  22. Measure and report forecast accuracy by comparing projected workload, call volume, handle time, and staffing requirements against actual results. Identify variances and adjust future forecasting assumptions accordingly.
  23. Identify current and anticipated staffing shortages, overstaffing, service-level risks, and capacity concerns and proactively communicate recommendations to operational leadership.
  24. Recommend and coordinate intraday staffing actions such as schedule adjustments, movement between inbound and outbound work, voluntary time off, overtime, training adjustments, and other workload-balancing strategies.
  25. Review, process, and track schedule changes, PTO impacts, shift adjustments, meetings, training, and other activities that affect workforce availability and service levels.
  26. Assist leadership with workforce planning during system outages, unexpected volume increases, staffing emergencies, weather events, or other business continuity situations.
  27. Prepare recurring workforce performance summaries for leadership highlighting staffing levels, service level, abandonment, ASA, AHT, occupancy, adherence, shrinkage, productivity, forecast accuracy, and significant operational trends.
  28. Partner with leadership to develop staffing models and workforce requirements for new contracts, lines of business, projects, and inbound/outbound campaigns.
  29. Additional duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES:
  • Advanced skill level with MS Office (Word, Excel, Outlook, and PowerPoint).
  • Type 25 wpm.
  • Exceptional skills in business English and spelling are required.
  • Good command of the English language and knowledge of punctuation, grammar, and spelling are required.
  • Strong analytical & data interpretation skills.
  • Proficiency with Excel or other analytics tools.
  • Understanding of call center metrics (AHT, SLA, occupancy, shrinkage).
  • Ability to work with multiple systems and large datasets.
  • Effective communication and critical thinking skills.
  • Ability to lead and participate in multi-disciplinary team projects involving professional personnel from several fields.
  • Ability to manage and direct the work of outside consultants, outsourced services, and other external entities.
  • Well-developed planning, organizational development, and business skills.
  • Ability to build and manage partnerships and relationships with a variety of stakeholders required.
  • Strong detail orientation, organizational and project management skills evidencing an ability to respond to multiple projects simultaneously with appropriate sensitivity and tact, including the ability to manage through conflict.
  • Ability to negotiate both financially and conceptually and reach mutually agreeable solutions.
  • Advanced financial analysis skills.
  • Ability to maintain confidentiality.
  • Coaching skills.
  • Creativity.
  • Customer service.
  • Ability to delegate as required.
  • Ability to meet deadlines.
  • Flexibility.
  • Ability to work collaboratively and independently to achieve stated goals.
  • Initiative.
  • Ability to relate professionally and positively with staff, business partners, customers, constituents, recipients, and the public.
  • Leadership skills.
  • Ability to prioritize.
  • Problem solving skills.
  • Professionalism.
  • Strong public speaking skills.
  • Time management skills.

Job Requirements
Physical and Sensory Requirements (With or Without the Aid of Mechanical Devices):
Mobility, reaching, bending, lifting, grasping, ability to read and write, ability to communicate with personnel, ability to remain calm under stress. Must be capable of performing the essential job functions of this job, with or without reasonable accommodation.
EDUCATION:
Required: High School Diploma
Desirable: Associate's degree (business, statistics, analytics, or related field).
EXPERIENCE:
Required: Three (3) years' experience in call center operations or data and business analysis.
Desirable: Experience with WFM systems (e.g., Verint, NICE, Genesys). Three (3) years' experience in Workforce management. One (1) year leadership experience.
INTERNET REQUIREMENTS:
Reliable, high-speed wireless internet service (Wi-Fi)
An upload speed of at least 5Mbps is required to support softphone functionality
Equal Opportunity Employer/Veterans/Disabled EEO IS THE LAW
AFMC, Inc. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability or any other status protected by federal, state and/or local law. AFMC invites any employee and/or applicant to review the Company's Affirmative Action Plan. This plan is available for inspection upon request, which may be made in person or by telephone (501) 212-8796, by fax (501) 212-8797 or by U.S. mail Attn: Human Resources, 1020 West 4th Street, Suite 400, Little Rock, AR 72201.

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