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Workforce Management Associate Jobs in Missouri (NOW HIRING)

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 ...

TekWissen LLC

Lab Technician (Entry)

Creve Coeur, MO · On-site

TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan that ... Minimum of an associate degree in a scientific field Skill & Competency Requirements: (list 3 to 5 ...

TekWissen LLC

Material Handler

Lees Summit, MO · On-site

$17/hr

TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan that ... Currently, we are assisting client recruiting for Warehouse Associate jobs in Lee's Summit, MO.

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How much do workforce management associate jobs pay per hour?

As of Jun 13, 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 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.

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.

What are the most commonly searched types of Workforce Management jobs in Missouri? The most popular types of Workforce Management jobs in Missouri are:
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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
Associate Success Manager

Associate Success Manager

Swope Health

Kansas City, MO • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Swope Health rating

5.6

Company rating: 5.6 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description

The Associate Success Manager at Swope Health is responsible for fostering a compassionate, equitable workplace culture by designing and implementing engagement strategies, enhancing new hire experiences, and satisfaction, measuring engagement metrics, reducing turnover, and enabling managers to better assist their associates.
Primary Functions
Culture & Associate Engagement Plan
  • Develop and implement best practices for employee engagement that reflect Swope Health's values.
  • Foster a culture of continuous feedback through quarterly meetings with associates.
  • Collaborate with department leaders to reinforce behaviors that contribute to strategic goals and community impact.

New Hire Experience
  • Conduct structured check-ins with new associates at 30, 60, and 90 days to ensure onboarding success and early engagement.
  • Use feedback from these touchpoints to help refine onboarding processes and identify early retention risk

Measurement & Analytics
  • Use engagement surveys and pulse checks, including quarterly assessments and annual reviews to measure success.
  • Track key metrics such as eNPS, turnover, and participation in engagement programs.
  • Present actionable insights to leadership and contribute to the organizational goals and values.

Retention & Turnover Reduction
  • Lead initiatives to reduce turnover annually, including stay interviews, exit analysis, and targeted retention strategies.
  • Partner

Workforce Strategy Responsibilities
  • Partner with Workforce Strategy, HR leadership, and planning teams to align associate engagement insights with strategic workforce plans.
  • Analyze trends in turnover, onboarding outcomes, vacancy risk, and associate experience to identify emerging workforce needs.
  • Provide accurate workforce analytics inputs to support predictive modeling.
  • Collaborate with Talent Acquisition, HRBP partners, and Workforce Planning teams to reduce turnover and strengthen retention.
  • Integrate stay-interview, exit-interview, and pulse data into workforce planning.
  • Work with clinical and non-clinical leaders to share associate experience insights that influence staffing and readiness.
  • Use HRIS, survey tools, and analytics platforms to track workforce indicators and provide recommendations.
  • Identify associate capability gaps and systemic issues affecting workforce stability.
  • Support leadership with DEI alignment, succession planning considerations, and change readiness.

Educational Requirements
Bachelor's degree in Human Resources, Organizational Psychology, or related field.
Experience & Qualifications
  • 1-3 years of experience in employee engagement or HR roles, preferably in healthcare or community-based organizations.
  • Strong interpersonal, analytical, and project management skills.
  • Familiarity with HRIS systems (e.g., UKG), survey platforms, and data visualization tools.

Certifications & Licensure Requirements
  • SHRM-CP or SHRM-SCP certification preferred.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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