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Workforce Management Analyst Jobs in Kansas (NOW HIRING)

ASSA ABLOY

Regional Sales Manager

Lawrence, KS · On-site

$70K - $80K/yr

... for workforce management, task management, material management and fire safety & security. At the ... Effectively and efficiently analysing, implementing, and controlling the opportunities within the ...

ASSA ABLOY

Regional Sales Manager

Shawnee, KS · On-site

$70K - $80K/yr

... for workforce management, task management, material management and fire safety & security. At the ... Effectively and efficiently analysing, implementing, and controlling the opportunities within the ...

ASSA ABLOY

Regional Sales Manager

Edgerton, KS · On-site

$70K - $80K/yr

... for workforce management, task management, material management and fire safety & security. At the ... Effectively and efficiently analysing, implementing, and controlling the opportunities within the ...

Steadily

Client Experience Leader

Overland Park, KS · On-site

Run rigorous workforce management and staff planning: forecast volume, model staffing and capacity ... Strong data analysis skills. You are highly proficient with Excel and fluent with data ...

Steadily

Client Experience Leader

Overland Park, KS · On-site

Run rigorous workforce management and staff planning: forecast volume, model staffing and capacity ... Strong data analysis skills. You are highly proficient with Excel and fluent with data ...

MCI Careers

Contact Center Manager

Wichita, KS

Analyze operational data and implement strategies to improve efficiency and customer satisfaction. * Drive continuous improvement initiatives across training, quality, and workforce management.

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All JobsWorkforce Management Analyst JobsWorkforce Management Analyst Jobs in Kansas

Workforce Management Analyst information

See Kansas salary details

$34.3K

$87K

$153.8K

How much do workforce management analyst jobs pay per year?

As of Aug 7, 2026, the average yearly pay for workforce management analyst in Kansas is $87,023.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,800.00 and $118,200.00 per year, depending on experience, location, and employer.

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.

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 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.

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.

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 industries such as customer service, healthcare, and retail. The role often involves data analysis, forecasting, and collaboration with management to improve operational efficiency.
More about Workforce Management Analyst jobs
What are popular job titles related to Workforce Management Analyst jobs in Kansas? For Workforce Management Analyst jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Workforce Management Analyst jobs in Kansas look for? The top searched job categories for Workforce Management Analyst jobs in Kansas are:
What are popular job titles related to Workforce Management Analyst jobs in KS? For Workforce Management Analyst jobs in KS, the most frequently searched job titles are:
Workforce Management Analyst jobs near you
Infographic showing various Workforce Management Analyst job openings in Kansas as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $87,023 per year, or $41.8 per hour.

Consultant Workforce Development and Optimization - Workforce Optimization - FT - Day

Stormont Vail Health

Topeka, KS • On-site

Full-time

Re-posted 4 days ago

Stormont Vail Health rating

6.0

Company rating: 6.0 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

748th of 887 rated healthcare providers

Job description

Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Consultant works collaboratively with assigned leadership groups to achieve key workforce strategies at the system and department levels. The Senior Consultant is differentiated from the non-senior role as follows: • Supports a more complex client group that requires heightened levels of support • May primarily support executive level clients vs director level • Operates in a more highly independent manner with minimal guidance from leadership • Is more capable of managing projects independently as well as collaboratively • More proactively identifies client needs and develops recommended solutions • Demonstrates and applies unique skills and brings unique experiences to the role
Education Qualifications
  • Bachelor's Degree in Business Administration, Human Resources or related field. Required
  • Master's Degree Preferred

Experience Qualifications
  • 5 years Human Resource experience (Manager, Specialist, Generalist, etc.) focused on organizational design, employee relations, compensation, benefits, change management, talent management and/or recruitment/retention activities. Required
  • Healthcare Experience Preferred
  • Experience successfully conducting consultative work in an organization with multiple stakeholders that include matrix relationships and reporting structures. Preferred

Skills and Abilities
  • Broad HR generalist knowledge, demonstrated by applied experience in multiple core HR functional areas.
  • Strong understanding of the organization's financial position, strategic plan, labor demands, operational landscape and ability to apply knowledge to guide people-related decisions and plans.
  • Demonstrated ability to use data to drive decision making and action. Excellent written and verbal communication skills.
  • Excellent training development and delivery skills.
  • Ability to build trusting and collaborative relationships with business leaders and the HR team.
  • Ability to maintain professional composure, confidence and effectiveness under pressure and changing conditions in a rapidly changing and fluid environment.
  • Strong team player who works collaboratively and willingly shares information, facilitates discussion and resolution of different viewpoints while promoting teamwork.
  • Ability to effectively work within an ambiguous work environment while exhibiting adaptability and flexibility in response to business priorities and initiatives.
  • General knowledge of all HR systems (e.g., Workday, API, etc.) and how they are utilized to support business outcomes.
  • Demonstrated ability to influence and coach leaders at all levels to create positive business outcomes.
  • Proven ability to prioritize and multi-task.
  • Energetic self-starter with a passion for their work. A highly engaged "hands on" team player who "owns" their business.

Licenses and Certifications
  • HR Certification Preferred

What you will do
  • Consults with operational leaders and HR subject matter experts to further the strategic goals of the organization related to People.
  • Assists assigned leadership groups to achieve excellence in People related to goals and tactics.
  • Leads effective roll-out of key projects in assigned areas, including but not limited to leadership development, leadership pipeline growth, employee engagement, recruitment and retention, performance management, and staff development.
  • Conducts in-depth analysis of workforce data, proactively identifying issues and solutions.
  • Serves as a trusted advisor and consultant, supporting efforts aligned with SVH People strategies and tactics.
  • Provides consistent interpretation and implementation of HR policies and procedures.
  • Maintains and applies general knowledge of legal requirements related to management of employees.
  • Builds and maintains effective working relationships with leaders, HR team members, and other key partners within the organization.
  • Understands business objectives and supports goals through the effective application of talent management practices.
  • Handles other projects, duties and responsibilities as assigned.

Travel Requirements
  • 5%

Required for All Jobs
  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
  • Performs other duties as assigned

Patient Facing Options
  • Position is Not Patient Facing

Remote Work Guidelines
  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
  • Stable access to electricity and a minimum of 25mb upload and internet speed.
  • Dedicate full attention to the job duties and communication with others during working hours.
  • Adhere to break and attendance schedules agreed upon with supervisor.
  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability
  • Hybrid

Scope
  • No Supervisory Responsibility
  • No Budget Responsibility No Budget Responsibility

Physical Demands
  • Balancing: Rarely less than 1 hour
  • Carrying: Rarely less than 1 hour
  • Climbing (Stairs): Rarely less than 1 hour
  • Driving (Automatic): Rarely less than 1 hour
  • Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
  • Feeling: Rarely less than 1 hour
  • Grasping (Fine Motor): Frequently 3-5 Hours
  • Grasping (Gross Hand): Occasionally 1-3 Hours
  • Handling: Rarely less than 1 hour
  • Hearing: Occasionally 1-3 Hours
  • Kneeling: Rarely less than 1 hour
  • Lifting: Rarely less than 1 hour
  • Operate Foot Controls: Rarely less than 1 hour
  • Pulling: Rarely less than 1 hour
  • Pushing: Rarely less than 1 hour
  • Reaching (Forward): Rarely less than 1 hour
  • Reaching (Overhead): Rarely less than 1 hour
  • Repetitive Motions: Frequently 3-5 Hours
  • Sitting: Continuously greater than 5 hours
  • Standing: Occasionally 1-3 Hours
  • Talking: Frequently 3-5 Hours
  • Walking: Rarely less than 1 hour

Working Conditions
  • Dusts: Rarely less than 1 hour
  • Extreme Temperatures: Rarely less than 1 hour
  • Noise/Sounds: Occasionally 1-3 Hours
  • Other Atmospheric Conditions: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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