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Workforce Management Jobs in Washington (NOW HIRING)

HopeLink Behavioral Health

Workforce Analyst

Oakton, VA · On-site

$60K - $65K/yr

Coordinate with Supervisors and the Workforce Manager to assess staffing impact and approve or escalate leave requests as needed. * Maintain up-to-date records of time-off balances, shift swaps, and ...

HopeLink Behavioral Health

Workforce Analyst

Oakton, VA · On-site

$60K - $65K/yr

Coordinate with Supervisors and the Workforce Manager to assess staffing impact and approve or escalate leave requests as needed. * Maintain up-to-date records of time-off balances, shift swaps, and ...

HopeLink Behavioral Health

Workforce Analyst

Oakton, VA · Remote

$60K - $65K/yr

Coordinate with Supervisors and the Workforce Manager to assess staffing impact and approve or escalate leave requests as needed. * Maintain up-to-date records of time-off balances, shift swaps, and ...

Diverse Lynx

Kronos Workforce Central

Washington, DC · On-site

Sound knowledge of the various workforce management disciplines like Accruals, Attendance Tracking, Compliance monitoring, Employee Self Service, Leave Management, Overtime Management, Schedule ...

SAIC

Strategic Workforce Manager

Chantilly, VA

$102K - $141K/yr

Program Management Subcategory: Project Analyst Schedule: Full-Time Shift: Day Job Travel: No ... ORA_HYBRID Description SAIC is seeking a Strategic Workforce Manager for the Vanguard program to ...

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Workforce Management information

See Washington salary details

$28.3K

$86.5K

$183.5K

How much do workforce management jobs pay per year?

As of Jun 27, 2026, the average yearly pay for workforce management in Washington is $86,550.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,800.00 and $104,200.00 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 Washington? The most popular types of Workforce Management jobs in Washington are:
What are popular job titles related to Workforce Management jobs in Washington? For Workforce Management jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Workforce Management jobs in Washington look for? The top searched job categories for Workforce Management jobs in Washington are:
What cities in Washington are hiring for Workforce Management jobs? Cities in Washington with the most Workforce Management job openings:
Workforce Management jobs near you

Workforce Management Specialist

R&P Technologies, LLC

Washington, DC • On-site

Full-time

Medical, Retirement

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

Job description

Overview
R&P is looking for an effective, motivated individual to join our team. We are a small-sized defense contractor providing Engineering, Logistics, Program Management and Technical Services to government clients. We need a Workforce Management Specialist ready to join a fast-paced and exciting work environment and who will serve as the operational core of workforce management function. These specialists will handle employee onboarding and offboarding workflows, organizational data maintenance, reporting, and direct coordination with program offices and leadership on workforce data accuracy and process compliance.
Responsibilities
  • Process employee onboarding, offboarding, and organizational change requests through the workforce management system.
  • Maintain accuracy of workforce records, including assignments, reporting chains, contract alignments, and personnel status.
  • Coordinate with program offices, managers, and HR stakeholders, to validate workforce data and resolve discrepancies.
  • Generate and distribute workforce reports, dashboards, and metrics, as requested by leadership.
  • Support account provisioning and access management activities triggered by workforce changes.
  • Identify process improvement opportunities and contribute to Standard Operating Procedure (SOP) documentation.
  • Serve as Tier 1/Tier 2 support for workforce management user inquiries.
  • Assist with data migration, bulk updates, and periodic data quality audits.

Qualifications
  • 2-5 years of workforce management experience, HR operations, or business analysis.
  • Proficiency with Microsoft 365 tools (Excel, SharePoint, Teams).
  • Familiarity with enterprise business applications and database driven systems preferred.
  • Strong attention to detail and data quality.
  • Effective written and verbal communication skills for cross-functional coordination.
  • Experience in a government or enterprise environment is recommended but not required.
  • Must hold an active SECRET clearance.

EEO Statement
R&P Technologies provides equal opportunity for all persons and prohibits discrimination in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability (including pregnancy, childbirth or related medical conditions), veteran or marital status, or any other factor prohibited by law. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leave, compensation, and training.
R&P maintains an Affirmative Action Plan to establish fair access to employment opportunities and to create a work community that is an accurate reflection of the qualified workforce. Due to security clearance requirements, U.S. citizenship is required for most positions.
Salary
R&P offers a highly competitive compensation package that includes contributions towards health insurance, 401(k) matching, and other non-salary benefits. Exact salary will be commensurate with experience and qualifications.

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