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Senior Manager Workforce Optimization Jobs (NOW HIRING)

Northern Trust

Workforce Optimization Lead

Chicago, IL

$114K - $194K/yr

... with senior tech leaders to create team roadmaps for supplier optimization • Monitor roadmap ... Master's degree preferred Experience: • Minimum of 7 years in vendor management, procurement ...

Procare HR

Senior Manager, Workforce Risk

Hopkins, MN · Remote

Start a new career as a Senior Manager, Workforce Risk with Procare HR! At Procare HR, we're on a mission to transform workforce outcomes for care providers through our industry-focused HR services ...

Procare HR

Senior Manager, Workforce Risk

Minnetonka, MN · On-site +1

$120K/yr

Start a new career as a Senior Manager, Workforce Risk with Procare HR! At Procare HR, we're on a mission to transform workforce outcomes for care providers through our industry-focused HR services ...

Northern Trust

Workforce Optimization Lead

Chicago, IL · On-site

$114K - $194K/yr

... with senior tech leaders to create team roadmaps for supplier optimization • Monitor roadmap ... Master's degree preferred Experience: • Minimum of 7 years in vendor management, procurement ...

Northern Trust

Workforce Optimization Lead

Chicago, IL · On-site

$114K - $194K/yr

... senior tech leaders to create team roadmaps for supplier optimization Monitor roadmap progress and ... Minimum of 7 years in vendor management, procurement strategy, or technology operations Proven ...

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Senior Manager Workforce Optimization information

What is the difference between Senior Manager Workforce Optimization vs Workforce Analyst?

AspectSenior Manager Workforce OptimizationWorkforce Analyst
Required CredentialsBachelor's degree, often with advanced certifications in workforce management or analyticsBachelor's degree in related field; certifications like Workforce Management Certification are common
Work EnvironmentLeadership role overseeing teams, strategic planning, and cross-department collaborationData analysis, reporting, and supporting workforce decisions within teams
Employer & Industry UsageUsed in large organizations, call centers, and service industries for strategic workforce planningCommon in similar settings for operational support and data analysis

The Senior Manager Workforce Optimization focuses on strategic planning, leadership, and managing workforce initiatives, while the Workforce Analyst primarily handles data analysis, reporting, and supporting operational decisions. Both roles are essential in workforce management but differ in scope and responsibilities.

How does a Senior Manager Workforce Optimization collaborate with other departments to improve operational efficiency?

A Senior Manager Workforce Optimization frequently partners with departments such as operations, human resources, and technology to analyze staffing needs, forecast demand, and implement process improvements. They lead cross-functional initiatives to align workforce strategies with business goals, ensuring that staffing levels and scheduling support optimal service delivery. Regular meetings and data sharing with department leaders help identify trends, address bottlenecks, and drive continuous improvement across the organization.

What are the key skills and qualifications needed to thrive as a Senior Manager Workforce Optimization, and why are they important?

To thrive as a Senior Manager Workforce Optimization, you need expertise in workforce planning, data analysis, and operational management, typically supported by a bachelor's degree in business, human resources, or a related field. Familiarity with workforce management software (such as Kronos or NICE), advanced Excel skills, and relevant certifications (e.g., Six Sigma, PMP) are commonly required. Strong leadership, strategic thinking, and effective communication are crucial soft skills for managing teams and driving process improvements. These skills are essential for aligning workforce capabilities with organizational goals, maximizing efficiency, and ensuring high-quality service delivery.

What does a Senior Manager Workforce Optimization do?

A Senior Manager Workforce Optimization is responsible for overseeing strategies and processes that ensure an organization's workforce is used efficiently and effectively. This includes analyzing staffing needs, forecasting labor requirements, implementing scheduling systems, and optimizing resource allocation across teams or departments. They work closely with HR, operations, and leadership to improve productivity, reduce costs, and ensure the right people are in the right roles at the right times. Their role often involves using data analytics and workforce management technology to make informed decisions and enhance overall organizational performance.
Infographic showing various Senior Manager Workforce Optimization job openings in the United States as of May 2026, with employment types broken down into 1% Locum Tenens, 1% As Needed, 76% Full Time, 13% Part Time, and 9% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution.

Sr. Manager Workforce Development

CPG Beyond, Inc.

Ashburn, VA

$113K - $170K/yr

Full-time

Posted 18 days ago

Job description

TITLE: Sr. Manager Workforce Development
Location: Ashburn, VA
POSITION SUMMARY: The Senior Manager, Workforce Development, is responsible for designing, governing, and sustaining the workforce development systems that accelerate employee proficiency, safety, and readiness across all CPG Beyond sites. This role owns the architecture, standards, and integrity of skills matrices, standard work, and training systems to ensure they remain consistent, execution‑ready, and aligned with operational and safety requirements as the company scales. This role serves as the system owner for workforce development and provides clear decision authority, disciplined version control, and leadership for Workforce Development staff while partnering closely with Operations, Safety, and HR.
ESSENTIAL DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Workforce Development System Ownership
  • Own the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.
  • Ensure workforce development systems are execution‑ready, with accurate, current SOPs, training assets, and skills matrices maintained through disciplined version control, including clear decision authority for updates, approvals, and retirement of materials.
  • Establish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.
Skills Matrix amp; Proficiency Frameworks
  • Lead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.
  • Define proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.
  • Facilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.
  • Gather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.
Standard Work amp; Learning Asset Governance
  • Build and sustain role‑based standard work frameworks aligned to operational execution and training expectations.
  • Partner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.
  • Establish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.
Needs Analysis amp; Field Discovery
  • Conduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.
  • Translate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work.
  • Prioritize system improvements based on operational impact, safety risk, and workforce readiness.
Training System Standards
  • Define and govern standards for training content readiness, quality, and usability.
  • Ensure training assets meet established standards for LMS deployment and field use.
  • Maintain focus on system readiness and standards rather than training logistics or scheduling.
Cross‑Functional Alignment
  • Partner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations.
  • Clearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.
Metrics amp; Reporting
  • Maintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators.
  • Use metrics to identify system gaps, inform prioritization, and guide continuous improvement.
  • Provide regular updates to the VP of Workforce Development amp; Safety on system performance, risks, and improvement efforts.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
  • Bachelor’s degree in Education, Business, Operations, or a related field; or equivalent practical experience.
  • Minimum of 7–10 years of experience in workforce development, training systems, learning amp; development, or operations‑aligned skill building.
  • Experience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred.
Computer Skills:
  • Proficiency with Microsoft Office applications (Excel, Word, Outlook).
  • Experience working with Learning Management Systems (Paycor LMS or similar preferred).
Certificates and Licenses:
  • No certificates or licenses required.
Supervisory Responsibilities:
  • Supervises 1+ direct reports
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • While performing duties of this job, the employee is occasionally required to move objects 10 pounds; they are frequently required to stand, walk, stoop. Kneel, crouch, or crawl; Occasionally required to sit and climb and balance. Specific vision abilities required for this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus.
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
CPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.
*We Utilize E-Verify
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