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Workforce Management Analyst information

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$38.5K

$97.6K

$172.5K

How much do workforce management analyst jobs pay per year?

As of Aug 6, 2026, the average yearly pay for workforce management analyst in the United States is $97,576.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,000.00 and $132,500.00 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.
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Workforce Management Analyst jobs near you
Infographic showing various Workforce Management Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, and 3% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $97,576 per year, or $46.9 per hour.

Strategic Workforce & Management Analyst

The Copper River Family of Companies

Washington, DC • On-site

$140K - $155K/yr

Full-time

Posted 15 days ago

Job description

Coho Consulting Group is seeking an experienced Strategic Workforce & Management Analyst to support workforce modernization, strategic planning, executive communications, and human capital initiatives at Mark Center in Alexandria, Virginia. The Strategic Workforce & Management Analyst will provide advanced facilitation, strategic communications, stakeholder management, and data translation support to a client agency's Workforce 2030 Office.

This position serves as a key liaison between technical workforce data and executive-level decision-makers by translating complex personnel statistics, business intelligence dashboards, and workforce trends into clear, actionable insights and executive-level visual products. The Analyst will lead cross-functional working groups, coordinate stakeholder coalitions, support strategic workforce planning, and develop communications that advance workforce modernization initiatives.

Responsibilities (include but are not limited to):

  • Lead and facilitate human capital working groups composed of Federal hiring managers, HR specialists, and executive leadership.
  • Develop working group charters, agendas, action plans, and supporting documentation.
  • Capture key decisions, track action items across multiple directorates, and maintain accountability for follow-up activities.
  • Conduct post-briefing hotwashes and adjust working group priorities based on stakeholder feedback and emerging requirements.
  • Build consensus among diverse stakeholder groups to resolve staffing challenges and advance workforce initiatives.
  • Develop executive-level visual products, including comprehensive workforce matrices, master schedule timelines, force maps, and single-page executive charts.
  • Analyze and interpret Power BI, Tableau, and other business intelligence dashboards to identify workforce trends and strategic insights.
  • Translate complex workforce data into clear, concise, plain-language business insights for executive decision-makers.
  • Identify and analyze strategic staffing gaps and competency requirements within mission-critical occupations.
  • Draft executive briefs, white papers, talking points, presentations, newsletters, and other strategic communications materials.
  • Support development and maintenance of multi-year Strategic Workforce Plans aligned with applicable OPM human capital frameworks.
  • Develop internal communication plans supporting workforce modernization initiatives, organizational changes, credentialing requirements, and strategic milestones.

Essential Job Qualifications and Requirements:

  • Education and Certifications:
    • Bachelor's degree in Business Administration, Communications, Management, Public Policy, Human Resources, or a related field
  • Required Experience and Skills:
    • Six (6) to eight (8) or more years of experience in management consulting, project management, strategic communications, workforce planning, or a related field
    • At least three (3) years of experience directly supporting Federal Government clients
    • Exceptional facilitation and public speaking skills, with the ability to lead high-stakes meetings and manage complex group dynamics
    • Excellent written communication skills, including the ability to translate complex technical data and policy information into clear, concise, executive-level narratives
    • Strong diplomatic and consultative skills with the ability to advise and influence senior leaders
    • Experience interpreting workforce data and extracting insights from business intelligence tools
    • Advanced proficiency with Microsoft PowerPoint and Excel
    • Strong organizational, analytical, and problem-solving skills
  • Demonstrated Skills & Competencies
    • Strategic workforce planning and human capital modernization.
    • Federal workforce and organizational management practices
    • OPM Strategic Workforce Planning frameworks, including the five-step model
    • Federal GS-series classification structures and human capital initiatives.
    • Business intelligence tools such as Power BI and Tableau
    • Workforce analytics, including retirement eligibility, attrition, vacancy rates, and competency gaps
    • Development of executive-level visual products, dashboards, matrices, timelines, and workforce maps
    • Facilitation of cross-functional working groups and stakeholder coalitions.
    • Executive communications, briefing materials, white papers, talking points, and presentations
    • Change management communications and organizational modernization initiatives
    • Strategic planning and development of multi-year workforce plans
    • Advanced Microsoft PowerPoint and Excel capabilities for data organization, analysis, and visual presentation
Position Pay Range
$140,000—$155,000 USD

About Copper River & The Native Village of Eyak:

Owned by the Native Village of Eyak (NVE), a federally recognized Alaska Native Tribe, the Copper River Family of Companies are a collection of entities that deliver a complementary set of solutions and services to support the diverse missions and requirements of our clients. Proud participants of the Small Business Administration's (SBA) 8(a) Business Development Program since 2006, our companies consist of both current and graduation SBA 8(a) entities. It is our collective purpose to support the Tribe and diversify the NVE's ability to facilitate economic advancement.

The income generated from our companies helps the Native Village of Eyak fund health and social services, economic development, natural resource/environmental education, jobs, job training, and other benefits to the NVE in a manner that is consistent with Alaskan Native cultural values and traditions.

Copper River's Culture

The Copper River Family of Companies has a positive, supportive, and thriving culture. At the foundation of our culture is a focus on collaboration. No matter your role or which operating company you work for, we are ONE TEAM working toward the same goals for our customers and for our collective owner- The Native Village of Eyak. How we treat each other is just as important as the work we deliver.

Benefits

  • Comprehensive medical, dental, and vision coverage
  • Flexible Spending Account - healthcare and dependent care
  • Health Savings Account - high deductible medical plan
  • Retirement 401(k) with employer match
  • Open leave policy and paid holidays
  • Additional benefits including tuition reimbursement, transportation expense account, employee assistance program, and more!

Note: Benefits are offered based on employment classification and applicable contract requirements. Eligibility may vary by position.

Disclaimer:

The Copper River Family of Companies provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.