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Workforce Management Jobs in Massachusetts (NOW HIRING)

Deloitte

UKG PRO HCM Senior Consultant

Boston, MA · On-site

Collaborating with project teams and client stakeholders to deliver workforce management solutions aligned to business needs * Serving clients across industries such as healthcare, consumer, and ...

Vitra Health

Call Center Manager

Boston, MA · On-site

$110K - $120K/yr

Ensure scheduling systems and workforce management tools are utilized effectively and consistently. * Lead department-wide process improvement initiatives to enhance operational performance and ...

VITRA Health

Call Center Manager

Boston, MA · On-site

$110K - $120K/yr

Ensure scheduling systems and workforce management tools are utilized effectively and consistently. * Lead department-wide process improvement initiatives to enhance operational performance and ...

Vitra Health

Call Center Manager

Boston, MA · On-site

$90 - $120/hr

Ensure scheduling systems and workforce management tools are utilized effectively and consistently. * Lead department-wide process improvement initiatives to enhance operational performance and ...

Vitra Health

Call Center Manager

Boston, MA · On-site

$110K - $120K/yr

Ensure scheduling systems and workforce management tools are utilized effectively and consistently. * Lead department-wide process improvement initiatives to enhance operational performance and ...

KPMG

Director, UKG

Boston, MA

Deliver process improvement and transformation projects that span all aspects of operations within a Workforce Management system specifically with UKG; work as part of a team focused on solving ...

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Showing results 21-40

All JobsWorkforce Management JobsWorkforce Management Jobs in Massachusetts

Workforce Management information

See Massachusetts salary details

$27.3K

$83.5K

$176.9K

How much do workforce management jobs pay per year?

As of Aug 22, 2026, the average yearly pay for workforce management in Massachusetts is $83,457.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,900.00 and $100,500.00 per year, depending on experience, location, and employer.

What is workforce management?

Workforce management (WFM) refers to the processes and tools used by organizations to optimize the productivity and efficiency of their employees. It typically involves forecasting labor needs, scheduling staff, tracking attendance, and managing performance to ensure the right people are in the right place at the right time. Workforce management helps businesses reduce costs, improve customer service, and comply with labor regulations. It can be applied in various industries, including retail, healthcare, and call centers, using specialized software and analytics.

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

To thrive as a Workforce Management professional, you need strong analytical skills, experience with forecasting and scheduling, and a background in business administration or a related field. Proficiency in workforce management software (such as NICE, Kronos, or Verint), Excel, and familiarity with reporting tools are typically required. Excellent communication, problem-solving abilities, and adaptability help professionals collaborate with teams and respond to dynamic business needs. These skills are crucial for optimizing staffing, improving operational efficiency, and ensuring service level targets are consistently met.

What are some common challenges faced by workforce management professionals, and how can they be addressed?

Workforce Management (WFM) professionals often face challenges such as forecasting demand accurately, managing shift coverage, and balancing employee preferences with business needs. These can be addressed by utilizing advanced scheduling software, maintaining open communication with team members, and continuously analyzing historical data to refine forecasts. Collaborating closely with operations and HR can also help ensure scheduling solutions align with organizational goals and employee satisfaction.

What is the difference between Workforce Management vs Workforce Analyst?

AspectWorkforce ManagementWorkforce Analyst
Primary FocusPlanning, scheduling, and optimizing staffing levelsAnalyzing workforce data to improve efficiency and forecasting
Required SkillsForecasting, scheduling, labor laws, software proficiencyData analysis, reporting, Excel, statistical tools
Work EnvironmentOperations, call centers, retail, healthcareData teams, HR, operations departments
CertificationsWorkforce management software certifications, project managementData analysis certifications, Excel, statistical analysis

Workforce Management involves the strategic planning and scheduling of staff to meet organizational needs, focusing on operational efficiency. Workforce Analysts analyze workforce data to identify trends and improve forecasting accuracy. While both roles require data skills and industry knowledge, Workforce Management is more operational, whereas Workforce Analysts focus on data analysis and reporting to support decision-making.

Is workforce management a good career?

Workforce management is a viable career that involves coordinating staffing, scheduling, and resource allocation using tools like workforce management software. It requires strong organizational and analytical skills and often offers opportunities for advancement in various industries. The role can provide stable employment with a focus on efficiency and operational effectiveness.

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

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

What are popular job titles related to Workforce Management jobs in Massachusetts?

For Workforce Management jobs in Massachusetts, the most frequently searched job titles are:

What job categories do people searching Workforce Management jobs in Massachusetts look for?

The top searched job categories for Workforce Management jobs in Massachusetts are:

What cities in Massachusetts are hiring for Workforce Management jobs?

Cities in Massachusetts with the most Workforce Management job openings:

Workforce Management jobs near you
Infographic showing various Workforce Management job openings in Massachusetts as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 10% Part Time, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $83,457 per year, or $40.1 per hour.

Vice President/Principal - Contingent Workforce Lead

Careers at KKR

Boston, MA

Full-time

Posted 29 days ago

Job description

Position Summary

Establish and lead KKR's enterprise-wide contingent workforce program - its strategy, governance, supplier ecosystem, technology, and analytics. The role brings visibility, control, and cost discipline to external labor spend through a scalable, compliant, data-driven operating model.

As the central owner of the program, this individual is accountable for all non-employee labor channels - contractors, consultants, project-based resources, advisors, and outsourced services. Success depends on close partnership with Strategic Sourcing, Human Capital, Finance, Technology, Legal, Risk, Compliance, Vendor Management Office, and business leadership.

Scope of Role

This new role owns strategy, governance, and reporting for the entire contingent workforce population across the firm. It is not a day-to-day manager of contingent workers - operational, task-level management of each worker remains with the business unit the worker supports. The Program Lead sets the framework, standards, and visibility within which those engagements operate.

Key ResponsibilitiesStrategy, Governance & Workforce Planning
  • Own KKR's global contingent workforce strategy and governance framework, aligned to business objectives, regulatory requirements, and risk standards.
  • Establish the policies, intake workflows, approval gates, and engagement criteria that govern contingent labor and outsourced services.
  • Build a centralized operating model giving clear visibility into utilization, supplier activity, workforce composition, and spending.
  • Partner with business leaders, Strategic Sourcing, Finance, Vendor Management, and Human Capital to embed contingent labor into workforce planning and budgeting.
  • Advise on workforce mix, skills availability, labor-market trends, and cost to inform staffing decisions and engagement models.
Supplier Management
  • Partner with Strategic Sourcing to run preferred-supplier programs, reduce fragmentation and drive negotiations.
  • Govern the end-to-end worker lifecycle framework: intake, onboarding, extensions, contractor-to-FTE conversions, and offboarding.
  • Establish supplier scorecards and performance metrics
  • Govern contingent labor spend and adherence to negotiated contracts and rate cards; Collaborate with Finance on budgeting and forecasting inputs.
Technology, Data & Analytics
  • Define the business requirements and roadmap for the contingent workforce technology stack, and own data quality as the program's single source of truth.
  • Partner with Sourcing and Technology on vendor evaluations and platform selection.
  • Oversee enhancements to the CW technology stack to strengthen visibility, governance, and reporting.
  • Build enterprise dashboards and KPIs spanning spend, supplier performance, time-to-fill, utilization, workforce composition, and compliance.
Risk, Compliance & Audit
  • Own worker classification and co-employment risk in partnership with Legal and Human Capital, including tenure limits and engagement standards.
  • Ensure practices comply with internal policy, regulatory and contractual obligations, and information-security requirements.
  • Run periodic audits of workforce data, supplier activity, classifications, and program compliance; support audit readiness and regulatory reporting
  • Partner with Compliance on background screening and with Technology and InfoSec on access controls and data protection.
Stakeholder Engagement & Reporting
  • Serve as the trusted advisor on contingent workforce strategy, governance, and external labor-market.
  • Deliver regular reporting and recommendations to senior leadership on workforce trends, supplier performance, compliance, risk, and cost optimization.
  • Develop executive dashboards and presentations that drive informed workforce and sourcing decisions.
Qualifications
  • 9-12 years in contingent workforce management, workforce governance, strategic sourcing, vendor management, or related fields.
  • Proven success designing and leading contingent workforce programs in complex, global organizations.
  • Hands-on experience with supplier relationships, supplier ecosystems, and CW governance frameworks.
  • Strong command of contingent workforce technology - VMS/MSP platforms, HRIS, and ERP integrations.
  • Track record building workforce analytics, KPIs, and executive dashboards.
  • Ability to operate in an unstructured, fast-moving environment with an entrepreneurial mindset.
  • Demonstrated ability to influence senior stakeholders and lead cross-functional initiatives in a highly matrixed setting.
  • Strong analytical, program management, and change-leadership skills.
  • Financial services or other highly regulated industry experience preferred.
  • Comfort using AI-powered tools to improve productivity and quality of work
  • Curiosity about and openness to adopting emerging AI technologies in day-to-day workflows
  • Ability to critically evaluate AI-generated outputs for accuracy and relevance

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