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Workforce Management Jobs in Minnesota (NOW HIRING)

Robert Half

Workforce Management Analyst

Hopkins, MN · On-site

$30 - $40/hr

We are looking for a Workforce Management Analyst to support planning and performance analysis for operational teams in Minnetonka, Minnesota. This contract to hire opportunity is ideal for someone ...

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Aprio

Senior Director, Resource Management

Minneapolis, MN · On-site +1

$225K - $300K/yr

Lead workforce planning and scheduling for a rolling 12-month period, with primary focus on Tax and ... Lead and support workforce management staff, emphasizing execution, consistency, and responsiveness ...

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Workforce Management information

See Minnesota salary details

$24.5K

$74.8K

$158.7K

How much do workforce management jobs pay per year?

As of Jun 29, 2026, the average yearly pay for workforce management in Minnesota is $74,844.00, according to ZipRecruiter salary data. Most workers in this role earn between $46,500.00 and $90,100.00 per year, depending on experience, location, and employer.

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.

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

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 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 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 are the most commonly searched types of Workforce Management jobs in Minnesota? The most popular types of Workforce Management jobs in Minnesota are:
What are popular job titles related to Workforce Management jobs in Minnesota? For Workforce Management jobs in Minnesota, the most frequently searched job titles are:
What job categories do people searching Workforce Management jobs in Minnesota look for? The top searched job categories for Workforce Management jobs in Minnesota are:
What cities in Minnesota are hiring for Workforce Management jobs? Cities in Minnesota with the most Workforce Management job openings:
Workforce Management jobs near you
Workforce Management Analyst

Workforce Management Analyst

Robert Half

Hopkins, MN • On-site

$30 - $40/hr

Temporary

Posted 2 days ago

Job description

We are looking for a Workforce Management Analyst to support planning and performance analysis for operational teams in Minnetonka, Minnesota. This contract to hire opportunity is ideal for someone who can turn complex business data into reliable forecasts, staffing plans, and actionable recommendations. The role partners closely with leaders across functions such as enrollment, billing, reconciliation, and appeals and grievances to improve service performance and align resources with business needs.


Responsibilities:

• Create workload projections by analyzing historical patterns, business drivers, and anticipated changes that may affect demand.

• Develop staffing and capacity plans that balance service expectations, productivity assumptions, and budget considerations for assigned business areas.

• Maintain and refine workforce planning models by validating inputs, adjusting assumptions, and reconciling forecast outputs against operational results.

• Evaluate performance gaps through detailed analysis and identify the factors influencing misses to targets or service levels.

• Build scenario models that help business partners understand operational tradeoffs, resource impacts, and planning options.

• Present forecast rationale, planning assumptions, and analytical findings in a clear manner to leaders and cross-functional stakeholders.

• Use workforce management platforms and reporting tools to monitor trends, support planning activities, and improve decision-making.

• Collaborate with onsite and hybrid teams to support workforce strategies across functions beyond a traditional call center environment, including enrollment, billing, reconciliation, and appeals and grievances.

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About Robert Half

Sourced by ZipRecruiter

Founded in 1948, Robert Half pioneered the idea of professional talent solutions to connect opportunities at great companies with highly skilled job seekers. As business needs changed, we evolved to offer specialized talent solutions for finance and accounting, technology, administrative and customer support, creative and marketing, and legal fields. In 2002, we introduced our subsidiary, Protiviti, a global independent risk consulting and internal audit service, to support companies as they faced more strategic business challenges.

Industry

Recruiting and staffing services

Company size

10,000+ Employees

Headquarters location

San Ramon, CA, US

Year founded

1948

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