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Workforce Management Coordinator Jobs in Delaware

Hays

Client Manager

Dover, DE · On-site +1

Experience with SOW oversight, IC classification, and international program coordination is ... Knowledge of VOP models and onsite workforce management. * Strong stakeholder management skills ...

Christiana Care Health Services

$92K - $148K/yr

In this role, you will support a highly flexible and dynamic workforce that serves multiple ... Competency Management * Develops, coordinates, and evaluates competency validation programs for ...

New

State of Delaware

Administrative Analyst

Dover, DE · On-site

$48K - $60K/yr

The Workforce Development Coordinator will be responsible for overseeing intern, recruitment, and ... Six months' experience in project management such as planning, developing, implementing, managing ...

Department of Human Resources

Be Seen First

Human Resources Administrative Specialist

Dover, DE · On-site

$18.08 - $22.60/hr

This position plays a vital role in providing administrative support, managing personnel records, coordinating communications, and assisting with workforce reporting for multiple state agencies. If ...

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Workforce Management Coordinator information

See Delaware salary details

$16

$28

$54

How much do workforce management coordinator jobs pay per hour?

As of Aug 16, 2026, the average hourly pay for workforce management coordinator in Delaware is $28.35, according to ZipRecruiter salary data. Most workers in this role earn between $19.95 and $31.06 per hour, depending on experience, location, and employer.

What is a workforce management coordinator?

Workforce Management Coordinators are professionals responsible for ensuring that a company's staffing levels align with business needs. They handle tasks such as forecasting staffing requirements, scheduling employee shifts, monitoring attendance, and analyzing workforce data. Their goal is to maximize productivity and efficiency while minimizing labor costs and maintaining high levels of service. Workforce Management Coordinators often use specialized software to help with planning and reporting, and they serve as a bridge between management and staff to address scheduling concerns.

What are the key skills and qualifications needed to thrive as a workforce management coordinator?

To thrive as a Workforce Management Coordinator, strong analytical skills, attention to detail, and knowledge of workforce planning principles are essential, often supported by a degree in business, human resources, or a related field. Familiarity with workforce management software such as Kronos, NICE, or ADP, as well as proficiency in Excel, is typically required. Outstanding organizational skills, effective communication, and the ability to adapt to dynamic environments help individuals excel in this role. These skills ensure accurate staffing, efficient operations, and optimal resource allocation to meet business goals.

What are the main challenges a workforce management coordinator faces when balancing staffing needs with operational demands?

A Workforce Management Coordinator often faces the challenge of aligning employee schedules with fluctuating business needs, especially during peak periods or unexpected staff absences. Balancing optimal coverage without overstaffing requires strong analytical skills, attention to detail, and effective communication with team leads and department managers. Coordinators must also adapt quickly to changes and leverage workforce management software to forecast and adjust schedules proactively. Collaborating closely with HR and operations, they help ensure smooth workflow and maintain employee satisfaction.

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

AspectWorkforce Management CoordinatorWorkforce Analyst
CredentialsTypically requires a degree in business, operations, or related field; certifications like Workforce Management Certification are commonSimilar credentials; often holds degrees in analytics, business, or related fields; certifications like Workforce Analytics Certification are beneficial
Work EnvironmentWorks in call centers, retail, or service industries managing scheduling and staffingWorks across industries analyzing workforce data to optimize staffing and productivity
Employer & Industry UsageUsed by companies with large customer service or sales teamsUsed by organizations seeking data-driven staffing insights across sectors

The main difference is that Workforce Management Coordinators focus on scheduling, staffing, and operational coordination, while Workforce Analysts analyze data to improve workforce efficiency. Both roles require similar skills and certifications but serve different functions within workforce planning.

What are the most commonly searched types of Workforce Management jobs in Delaware?

The most popular types of Workforce Management jobs in Delaware are:

What cities in Delaware are hiring for Workforce Management Coordinator jobs?

Cities in Delaware with the most Workforce Management Coordinator job openings:

Workforce Management Coordinator jobs near you
Infographic showing various Workforce Management Coordinator job openings in Delaware 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 $58,968 per year, or $28.4 per hour.

Human Resources Director

Children and Families First Delaware, Inc.

Wilmington, DE • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 19 days ago

Job description

Job Type
Full-time
Description
Summary:
The Human Resources Director serves as a strategic partner to the Children & Families First (CFF) senior leadership team and a hands-on leader for the full scope of HR functions across the agency. Reporting directly to the Chief Executive Officer (CEO), this role ensures legal, contract, licensing, and accreditation compliance, fosters an inclusive workplace culture, and develops people strategies aligned with the organization's values and goals. The HR Director also staffs the CFF Board HR Committee and serves as a member of the senior leadership team
Strategic HR Leadership & Culture
  • Partner with the CEO and senior leadership team to develop and implement HR strategies supporting organizational goals and mission.
  • Act as a trusted advisor to managers and staff on workforce planning, organizational design, and change management.
  • Analyze workforce data and trends to inform decisions around staffing, retention, compensation, and employee development.
  • Lead the standardization and implementation of HR processes including onboarding, employee relations workflows, and HR communications.

Employee Relations & Performance Management
  • Investigate and resolve internal grievances, workplace conflicts, employee grievances, and complaint
  • Provide leadership and direction for workplace investigations, corrective actions, and disciplinary processes with fairness, consistency, and confidentiality in accordance with the agency's open-door policy.
  • Coach supervisory staff on personnel-related issues, performance coaching, and effective team leadership.
  • Oversee and administer the agency performance review process, ensuring alignment between individual goals and organizational priorities.
  • Develop and implement employee engagement initiatives.

Compensation, Benefits & Legal Compliance
  • Administer employee benefits programs, lead annual open enrollment, and serve as primary liaison with benefits brokers, vendors, and partners.
  • Reconcile monthly carrier invoices and ensure timely financial and administrative submissions.
  • Monitor and ensure compliance with all applicable federal, state (Delaware), and local employment laws.
  • Maintain compliance with contract, licensing, and accreditation standards.
  • Ensure timely submission of all regular and required reports, including tracking and reporting EEO census information.
  • Serve as the organization's designated Equal Employment Opportunity (EEO) specialist.
  • Oversee and supervise the administration of leave management, Workers' Compensation, and Unemployment Compensation program.
  • Ensure the organization is competently represented at related hearings, investigations, and general personnel matters.

Talent Acquisition & Onboarding
  • Oversee full-cycle recruitment for all positions, including job posting, screening, interview coordination, offer letters, and background checks.
  • Develop, maintain, and advocate for equitable, inclusive hiring practices that reflect the communities the organization serves.
  • Design and continuously improve onboarding programs that set new employees up for success and reinforce organizational culture.
  • Build and maintain professional relationships with workforce development programs, colleges, and community partners to expand the talent pipeline.

Learning & Development
  • Assess organizational and supervisory training needs across the agency.
  • Coordinate or deliver relevant staff development programs, including mandatory training such as harassment awareness and prevention training for all staff.
  • Identify and manage external training resources, e-learning platforms, and professional development opportunities.
  • Develop succession planning strategies for key roles across the organization.

HR Operations & Systems
  • Oversee HR Information Systems (HRIS) and applicant tracking systems, ensuring data integrity, efficient processes, and useful reporting.
  • Maintain accurate, confidential, and appropriate employee personnel files, records, and related documentation in compliance with law, best practices, and agency standards.
  • Develop, update, and communicate HR policies, the employee handbook, and related agency documentation.
  • Manage the HR department budget and establish/maintain professional relationships with HR brokers and vendors.
  • Supervise and direct HR department staff, including coordinators, generalists, or administrative support as applicable.

Educational & Experience Requirements
  • Bachelor's degree in human resources or a related field.
  • Minimum of 7 years of progressive HR experience, with at least 3 years in a senior or leadership role.
  • Previous supervisory experience is required.
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification is highly preferred

Knowledge, Skills, and Abilities
  • Thorough knowledge of federal and state (Delaware) employment law, HR best practices, and familiarity with grant-funded workforce compliance requirements.
  • Strong oral, written, interpersonal, and communication skills, with the ability to clearly and effectively communicate with diverse audiences and build trust across all levels of the organization.
  • Demonstrates a genuine commitment to the organization's mission, values, and the vulnerable populations it serves, preferably backed by experience in a nonprofit, social services, healthcare, or mission-driven organization.
  • Applies an equity lens to HR practices and advocates for diverse, inclusive, and culturally responsive policies.
  • Proven ability to navigate complex, sensitive situations and handle confidential matters with discretion, professionalism, fairness, and consistency.
  • Strong organizational and time management skills, with the ability to work independently and accurately while maintaining agency standards regarding quality.
  • High proficiency with office technology, software, HRIS, and applicant tracking systems.
  • Ability to anticipate future workforce needs and function as a credible, approachable partner who builds strong relationships across departments.

PHYSICAL DEMANDS
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 the essential functions. While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to walk and sit. The employee is occasionally required to stand; use hands to finger, handle, or feel; reach with the hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move 25 pounds.
Full-time with benefits
Benefits include:
  • Health, Dental and Vision Insurance
  • 401 (k) Plan with matching
  • Vacation, Sick, Personal and Holiday Pay
  • Tuition Assistance
  • Life Insurance
  • Short and Long Term Disability Insurance
  • Perks Plus Wellness benefits

EOE
About Children & Families First Children & Families First is one of Delaware's longest standing and most trusted non-profit leaders in providing the supports and services children and their families need to thrive. Using the collective strength of our varied professional backgrounds, we're a dynamic collaborative of caring individuals who stand together driving positive change in our community.

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