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Workforce Management Analyst Jobs in California (NOW HIRING)

ALO

Manager, Workforce Management

Beverly Hills, CA · On-site

$125K - $140K/yr

QUALIFICATIONS * 4+ years of progressive retail-specific workforce management, labor planning, or ... Advanced analytical skills with the ability to translate data into executive-level insights and ...

Tryfacta

Be Seen First

Management Analyst

San Jose, CA · On-site

$42 - $45/hr

Tryfacta is a leading, nationally renowned Workforce Management Solution provider for private ... Management Analyst $45 Role Overview The Management Analyst I/II supports the Office of Civic ...

ALO

Manager, Workforce Management

Beverly Hills, CA · On-site

$125K - $140K/yr

QUALIFICATIONS * 4+ years of progressive retail-specific workforce management, labor planning, or ... Advanced analytical skills with the ability to translate data into executive-level insights and ...

KBS

Senior Workforce Enablement Analyst

Oceanside, CA · On-site

$88K - $110K/yr

Operational Analytics & Performance Management * Develop enterprise dashboards, scorecards, KPIs, and workforce performance reporting that provide operational visibility across the organization.

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All JobsWorkforce Management Analyst JobsWorkforce Management Analyst Jobs in California

Workforce Management Analyst information

See California salary details

$38K

$96.3K

$170.2K

How much do workforce management analyst jobs pay per year?

As of Sep 1, 2026, the average yearly pay for workforce management analyst in California is $96,298.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,300.00 and $130,800.00 per year, depending on experience, location, and employer.

What is a workforce management analyst?

A workplace management analyst observes a company to develop strategies to improve overall operations. As a workforce management analyst, your primary job duties include interviewing staff, observing the team in action, reading through company manuals, and collecting information related to company finances and spending. You then analyze this data and help the management team develop a plan to improve staff performance. The career requires at least a bachelor’s degree, usually in business or human resources. Additional qualifications include strong communication skills and experience with data analysis. Though some workplace management analysts work for a single organization, many work as consultants for a variety of companies.

What does a workforce management analyst do?

A Workforce Management Analyst is responsible for analyzing staffing needs, forecasting workload, and ensuring that the right number of employees are scheduled to meet business demands. They use data analysis and various software tools to optimize employee schedules, monitor real-time operations, and recommend improvements for efficiency. Their work helps organizations maintain productivity, reduce labor costs, and improve customer service by ensuring adequate coverage during peak times.

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

To thrive as a Workforce Management Analyst, you need strong analytical skills, experience in data analysis, and a background in business, mathematics, or a related field. Proficiency with workforce management software (e.g., NICE, Genesys, Verint), advanced Excel skills, and sometimes certification in workforce management are typically required. Exceptional problem-solving abilities, attention to detail, and effective communication help analysts interpret data and collaborate with stakeholders. These skills are essential for optimizing staffing, improving operational efficiency, and supporting data-driven decision-making in dynamic environments.

How does a workforce management analyst typically collaborate with operations and HR teams to optimize staffing levels?

A Workforce Management Analyst works closely with both operations and HR teams to ensure staffing aligns with business needs. They analyze historical data and forecast demand, then communicate recommendations to operations managers for scheduling adjustments. Regular meetings with HR help address hiring needs or skills gaps, and analysts often provide actionable insights to both departments to enhance efficiency. This collaboration ensures the right number of staff are available at the right times, improving overall productivity and employee satisfaction.

What is the difference between Workforce Management Analyst vs Workforce Planning Analyst?

AspectWorkforce Management AnalystWorkforce Planning Analyst
Primary FocusOptimizing staffing, scheduling, and real-time workforce operationsStrategic forecasting and long-term staffing plans
Skills & CertificationsData analysis, scheduling tools, communication skillsData analysis, forecasting, industry knowledge
Work EnvironmentContact centers, customer service, operationsCorporate planning, HR, operations departments
Common UsageUsed in call centers, retail, healthcareUsed in large organizations, consulting firms

While both roles involve workforce data analysis, the Workforce Management Analyst focuses on daily staffing and scheduling, ensuring operational efficiency. The Workforce Planning Analyst emphasizes strategic forecasting and long-term staffing strategies. Both roles require analytical skills and industry knowledge but serve different organizational needs.

Is a Workforce Management Analyst a good career?

A Workforce Management Analyst is a valuable role focused on optimizing staffing, scheduling, and resource allocation using tools like workforce management software. It offers opportunities for career growth, requires analytical skills, and is in demand across various industries such as customer service, healthcare, and retail.
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Workforce Management Analyst jobs near you
Infographic showing various Workforce Management Analyst job openings in California as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $96,298 per year, or $46.3 per hour.

Management Analyst II - Cyberspace Workforce Support

San Diego, CA • On-site

Strategic Data Systems
See more jobs at Strategic Data Systemsexternal

Full-time

Re-posted 3 days ago

Job description

Analyst, Management II (ANM2) - Cyberspace Workforce Support
Location:NIWC Pacific - San Diego, CA
Certification Required: Security+
Experience: 7+ Years
Strategic Data Systems is seeking an experienced Management Analyst II to provide Cyberspace Workforce (CWF) program support at NIWC Pacific. This role focuses on compliance tracking, workforce validation, program analysis, and reporting within U.S. Navy environments.
Key Responsibilities
  • Track and validate compliance with Cyberspace Workforce (CWF) education, certification, and training requirements
  • Process Add/Change/Delete (ACD) forms within CWF systems and TWMS
  • Review and validate Privileged Access Agreements (PAA) and Enhanced User Agreements (EUA)
  • Process SAAR submissions and maintain workforce access documentation
  • Verify Cyber Awareness Challenge completion and update compliance systems
  • Respond to JIRA tickets and CWF-related inquiries from personnel
  • Develop reports, perform data analysis, and provide written and oral recommendations to the Government
  • Analyze workforce, cost, schedule, and performance data to identify trends and recommend improvements
  • Assist in developing program guidance, strategies, and policy communications

Qualifications
  • Active Security+ certification
  • Bachelor's degree in a business or technical field preferred
  • Minimum 7 years of experience in engineering/science management, operations research, or financial/cost analysis
  • Active Secret Security Clearance
  • Significant experience supporting U.S. Navy programs or operations
  • Strong analytical, reporting, and communication skills

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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