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Workforce Management Associate Jobs in Missouri (NOW HIRING)

Heartland Consulting

Production Manager

Lees Summit, MO · On-site

Lead production scheduling, workforce management, palletizing/banding, and destruction protocols ... Associate's or Bachelor's degree in Supply Chain, Business Administration, Logistics, or equivalent ...

America CyberSystem

Java Developer

Jefferson City, MO · On-site

$48.25 - $62.50/hr

Company Description ACS delivers information technology solutions, staffing and workforce ... Associate or Bachelor of Science degree in Management Information Systems, or Computer Science and ...

America CyberSystem

Java Developer

Jefferson City, MO · On-site

$48.25 - $62.50/hr

Company Description ACS delivers information technology solutions, staffing and workforce ... Associate or Bachelor of Science degree in Management Information Systems, or Computer Science and ...

Tekwissen

Material Handler

Lake Lotawana, MO · On-site

$16 - $19.50/hr

Overview TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan ... As a Warehouse Associate you will be responsible for: * The accurate, fast-paced, picking of ...

Swope Health

Associate Success Manager

Kansas City, MO · On-site

Partner with Workforce Strategy, HR leadership, and planning teams to align associate engagement ... Strong interpersonal, analytical, and project management skills. * Familiarity with HRIS systems (e ...

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How much do workforce management associate jobs pay per hour?

As of Jul 14, 2026, the average hourly pay for workforce management associate in Missouri is $17.84, according to ZipRecruiter salary data. Most workers in this role earn between $14.18 and $18.94 per hour, depending on experience, location, and employer.

What are the main challenges a Workforce Management Associate faces when balancing staffing needs with fluctuating business demands?

A Workforce Management Associate often encounters the challenge of aligning staffing levels with unpredictable changes in call volume or workload. This requires constant analysis of historical data, real-time monitoring, and effective communication with team leaders to adjust schedules quickly. Balancing employee preferences for shifts while meeting operational goals can also be complex. Success in this role involves adaptability, strong analytical skills, and collaboration with various departments to ensure staffing is both efficient and responsive to business needs.

What is the career path in workforce management?

A career path in workforce management typically starts with roles such as Workforce Management Associate or Analyst, focusing on scheduling, forecasting, and staffing. Progression can lead to senior positions like Workforce Manager, Operations Manager, or Workforce Planning Director, often requiring experience with workforce management tools and data analysis skills.

What are the key skills and qualifications needed to thrive as a Workforce Management Associate, and why are they important?

To thrive as a Workforce Management Associate, you need strong analytical skills, attention to detail, and a background in business, statistics, or a related field. Familiarity with workforce management software (such as Kronos or NICE), advanced Excel skills, and experience with forecasting or scheduling tools are typically required. Excellent communication, problem-solving abilities, and adaptability help you collaborate effectively and respond to shifting business needs. These skills ensure accurate staffing, efficient operations, and optimal resource utilization to support organizational goals.

What does a Workforce Management Associate do?

A Workforce Management Associate is responsible for supporting the planning, scheduling, and optimization of staff within an organization to ensure efficient business operations. Their duties often include forecasting staffing needs, monitoring employee schedules, and analyzing workforce data to improve productivity. They may also assist with shift planning, real-time monitoring of attendance, and reporting on key performance metrics. This role is vital in industries like customer service, retail, or call centers, where matching staffing levels to demand is crucial. Strong analytical skills, attention to detail, and proficiency with workforce management software are important for this role.

Is WFM a good career?

Workforce Management (WFM) is a growing field that involves optimizing staffing, scheduling, and resource allocation using tools like workforce management software. It offers opportunities in various industries such as customer service, retail, and healthcare, often requiring analytical skills and attention to detail. The role can provide stable employment and career advancement for those interested in operations and data analysis.

What are the 4 pillars of WFM?

The four pillars of Workforce Management (WFM) are forecasting, scheduling, real-time management, and reporting. These components help ensure optimal staffing levels, improve efficiency, and enhance service quality in a workplace environment. WFM professionals often use tools like spreadsheets and specialized software to support these functions.

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

AspectWorkforce Management AssociateWorkforce Analyst
Required CredentialsTypically a bachelor's degree in business, analytics, or related field; certifications like Workforce Management Certification are commonSimilar credentials; often holds degrees in data analysis, business, or related areas; certifications like Workforce Management Certification are also valued
Work EnvironmentWorks in call centers, retail, or service industries managing staffing schedules and forecastsWorks in similar environments analyzing workforce data to optimize staffing and productivity
Employer & Industry UsageUsed by companies with large customer service or sales teams to plan staffingUsed by organizations to analyze workforce data and improve operational efficiency

Both roles focus on workforce planning and data analysis, with the Associate typically involved in scheduling and operational support, while the Analyst emphasizes data analysis and strategic insights. The roles often overlap but differ mainly in scope and depth of analysis.

Is WFM part of HR?

Workforce Management (WFM) is a function that often overlaps with Human Resources (HR) but is typically a separate department focused on optimizing staffing, scheduling, and resource allocation using tools like forecasting and scheduling software. While WFM professionals may collaborate with HR, they usually handle operational aspects of workforce planning rather than broader HR functions such as recruitment or employee relations.
What are the most commonly searched types of Workforce Management jobs in Missouri? The most popular types of Workforce Management jobs in Missouri are:
What are popular job titles related to Workforce Management Associate jobs in Missouri? For Workforce Management Associate jobs in Missouri, the most frequently searched job titles are:
What job categories do people searching Workforce Management Associate jobs in Missouri look for? The top searched job categories for Workforce Management Associate jobs in Missouri are:
What cities in Missouri are hiring for Workforce Management Associate jobs? Cities in Missouri with the most Workforce Management Associate job openings:
Workforce Management Associate jobs near you
Director of Workforce Development

Director of Workforce Development

Guadalupe Centers, Inc.

Kansas City, MO • On-site

$82K/yr

Full-time

Posted 3 days ago

New

Job description

Director of Workforce Development and Adult Education
Department: Workforce Development
Reports to: VP of Industry Engagement
Supervises: 1-5
FLSA Status: Exempt
Summary: This position leads and directs the operation of the Workforce Development and Adult Education program promoting the integration of the Financial Opportunity Center (FOC) model. Major components include 1) workforce readiness and career/job placement, 2) adult education (ELL, digital skills, etc.), 3) varied industry-specific bridge to career training tracks, 4) financial coaching, 5) income support services, 6) develop and maintain employer partner relationships 7) support program fund development.
Essential duties and responsibilities:
Workforce Development
  • Oversee all aspects and ensure the operational success of the Work Force Development (WFD) program services and activities.
  • Identify opportunities to strengthen and enhance programs through fund development, resource identification, networking, and cultivation of collaborative partnerships.
  • Oversees job placement and client workforce readiness training.
  • Develop partnership networks including governmental, educational institutions, unions, and private sectors.
  • Knowledge of community and labor force dynamics, environments, and needs.
  • Supervises, trains, crosstrains staff to support the FOC model and achievement of departmental goals.
  • Conducts public presentations to increase community awareness of programming and services.
  • Submits monthly, quarterly and annual programmatic and fiscal reports.
  • Assists in the preparation of budgets.
  • Participates in professional development through conferences, workshops, webinars, etc.
  • Coordinate, plan, promote, and execute successful career fairs.
  • Identify and lead opportunities for special WFD initiatives and provide coordination, oversight, linkage facilitation, and provision of services(s).
  • Identify and lead best practices for employment training and development.
  • Provide one-on-one career coaching, client support, and career placement as needed.
Outcome tracking
  • Oversees CRM/MIS (Salesforce) weekly, monthly, and quarterly updates of client and program outcomes.
  • Acts as department representative by collaborating with internal departments, external workforce development entities, and industry representatives to address current and emerging workforce needs/opportunities.
  • Participates in various boards, partnerships, and advisory groups related to WFD.
Develop relationships with local institutions and community organizations
  • Coordinates and oversees Memorandum of Understanding between partners and GCI.
Perform other duties as assigned.

Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and/or ability required. Reasonable accommodations may enable individuals with disabilities to perform the essential functions.
Qualifications:
Required:
  • Associate’s degree or an equivalent combination of education, work experience, and certifications.
  • Bilingual (English/Spanish, oral and written) required.
  • 5+ years of proven and successful leadership and management experience.
  • Excellent Interpersonal and Communication Skills – written and oral, aptitude in a public presentation.
  • Excellent relationship development and management skills.
  • Medium level or greater in MS Suite, Google Suite, Internet, and management information systems, (i.e. Salesforce, Paycor, etc.)
  • Ability to work in a non-judgmental way with a diverse range of people, maintaining a respectful and inclusive culture.
  • Must have a valid driver’s license and reliable transportation.
Preferred:
  • Bachelor’s Degree from an accredited educational institution and significant professional experience (two to five years).
  • Strong understanding of the workforce, income support, financial literacy ,and coaching.
  • Previous work experience with the target population, and/or the ability to provide coaching services in a culturally and linguistically appropriate manner.
Working Conditions
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. Prolonged periods of sitting at a desk.

Physical Requirements
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 essential functions.
This position also requires regular talking and hearing. Specific vision abilities required by this job include close vision, such as the ability to read handwritten or typed material, and the ability to adjust focus. In addition, the position requires distance, color, peripheral, and depth perception vision abilities. The position requires the individual to meet multiple demands from several people and interact with other staff. The employee is required to stand, walk, use hands to handle, or feel, and reach with hands and arms. This job requires the ability to occasionally lift office products and supplies, up to 20 pounds.
Equal Opportunity Employer
GCI is committed to a policy of equal opportunity for all employees and applicants for employment without regard to race, religion, color, creed, ancestry, age, sex, gender, national origin, marital status, pregnancy, citizenship, disability, genetic information, veteran status, service member status or any other category protected by federal, state or local law. Preventing discrimination is the responsibility of every employee in the way employees treat and interact with one another. Therefore, GCI expects all work relations to be business-like and professional, free of bias, prejudice, harassment, and/or discrimination.
GCI's policy of Equal Opportunity extends to all conditions of employment including, but not limited to, recruitment, hiring, placement, training, compensation, discipline, transfers, separation, layoff, recall, leave of absence, and promotion. GCI will not tolerate any discrimination in the workplace, and it is expected that any employee who believes they have been subjected to any practice that appears to be inconsistent with this policy will contact Human Resources. Improper interference with the ability of GCI's employees to perform their expected job duties is not tolerated.
GCI encourages reporting incidents or concerns regarding discrimination to the Director of Human Resources, so that prompt and constructive action can be taken. According to this policy, there will be no retaliation or adverse action against an employee for raising an issue or complaint. The report will be investigated to determine what if any, responsive action is necessary and appropriate. Any employee found responsible for an inappropriate or discriminatory act will be subject to disciplinary action, up to and including separation.

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