ZipRecruiter

Log In

1

Workforce Manager Jobs in Colorado (NOW HIRING)

Deloitte

UKG PRO HCM Senior Consultant

Denver, CO

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 ...

Raya Workforce

District Manager

Brighton, CO · On-site

$85K - $100K/yr

Experience managing operations, scheduling, workforce performance, and customer service. * Strong financial and operational decision-making skills. * Experience using ERP or operational management ...

previous pagenext page

Showing results 21-40

All JobsWorkforce JobsWorkforce Manager JobsWorkforce Manager Jobs in Colorado

Workforce Manager information

See Colorado salary details

$26.3K

$80.4K

$170.3K

How much do workforce manager jobs pay per year?

As of Jul 24, 2026, the average yearly pay for workforce manager in Colorado is $80,354.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,900.00 and $96,700.00 per year, depending on experience, location, and employer.

What jobs in the US pay 300,000 a year?

For a Workforce Manager, salaries of $300,000 or more are typically found in senior leadership roles such as Director or Vice President of Human Resources or Operations, especially in large organizations. High compensation may also be available in specialized consulting, executive roles, or industries with high demand for strategic workforce planning, often requiring extensive experience and advanced certifications. These positions usually involve overseeing large teams, implementing organizational strategies, and utilizing advanced HR or management tools.

How does a Workforce Manager typically collaborate with other departments to optimize staffing levels?

A Workforce Manager regularly collaborates with department heads, HR, and operations teams to ensure staffing aligns with business needs. This involves analyzing workload forecasts, discussing shift requirements, and adapting schedules to accommodate fluctuations in demand. Effective communication and data sharing are crucial, as Workforce Managers must balance employee availability with service level goals. By working closely with other departments, they help maintain optimal staffing while minimizing overtime and reducing turnover.

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

To thrive as a Workforce Manager, you need expertise in workforce planning, data analysis, and a solid understanding of HR policies, typically supported by a degree in business, human resources, or a related field. Familiarity with workforce management systems (such as Kronos or NICE), scheduling software, and strong Excel skills are commonly required. Excellent communication, problem-solving, and leadership abilities help drive team performance and handle dynamic staffing needs. These skills ensure efficient resource allocation, cost control, and optimal employee productivity within an organization.

What does a workforce manager do?

A workforce manager oversees staffing, scheduling, and resource allocation to ensure operational efficiency. They analyze workforce data, coordinate with departments, and use tools like scheduling software to meet organizational goals. Strong communication and analytical skills are essential for this role.

What Is a Workforce Manager?

A workforce manager oversees productivity at a company. Your duties are to assess, analyze, and report on employee productivity at the individual, departmental, and institutional levels. Your job is to determine how best to utilize the productivity and skills of each employee using the techniques and theories of workforce management (WFM). You track labor time using daily, weekly, and monthly measurements. The career requires keen attention to detail and communication and problem-solving skills. Other qualifications include at least a bachelor’s degree in business and experience in human resources, service provision, or production.

What is the difference between Workforce Manager vs Workforce Analyst?

AspectWorkforce ManagerWorkforce Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; experience in workforce planningBachelor's degree in Data Analysis, Business, or related field; skills in data analytics
Work EnvironmentOversees staffing, scheduling, and labor management; often in call centers, retail, or manufacturingAnalyzes workforce data, forecasts staffing needs; works closely with Workforce Managers
Employer & Industry UsageCommon in HR, operations, and staffing departments across various industriesUsed in data-driven roles within HR, operations, and analytics teams

While both roles focus on workforce planning, Workforce Managers handle staffing and scheduling directly, whereas Workforce Analysts focus on data analysis to inform staffing decisions. The roles often collaborate but differ in their core responsibilities and skill sets.

What is the role of a workforce manager?

A workforce manager oversees staffing, scheduling, and resource allocation to ensure that an organization meets its operational goals. They analyze workforce data, coordinate with HR and department managers, and often use workforce management software to optimize productivity and labor costs.

What is the WFM salary?

The salary for a Workforce Manager typically ranges from $60,000 to $100,000 annually, depending on experience, industry, and location. Many roles also include benefits such as health insurance and performance bonuses, and require skills in workforce planning, analytics, and scheduling tools.
More about Workforce Manager jobs
What are the most commonly searched types of Workforce jobs in Colorado? The most popular types of Workforce jobs in Colorado are:
What job categories do people searching Workforce Manager jobs in Colorado look for? The top searched job categories for Workforce Manager jobs in Colorado are:
What cities in Colorado are hiring for Workforce Manager jobs? Cities in Colorado with the most Workforce Manager job openings:
Workforce Manager jobs near you
Infographic showing various Workforce Manager job openings in Colorado as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $80,354 per year, or $38.6 per hour.
Compensation & Workforce Analytics Specialist

Compensation & Workforce Analytics Specialist

Pueblo County

Pueblo, CO • On-site

$5.3K - $8.0K/mo

Other

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Job description

POSITION SUMMARY Serves as the County's professional staff resource responsible for supporting classification and compensation administration, workforce analytics, salary administration, market pricing, compensation reporting, compa-ratio calculations, and compensation policy support. Reports directly to the Manager of Employee Relations & Compliance and assists with the administration, maintenance, and continuous improvement of compensation programs designed to support equitable, competitive, legally compliant, and fiscally responsible pay practices throughout Pueblo County. The Compensation & Workforce Analytics Specialist serves as a resource to Human Resources leadership, County leadership, supervisors, and hiring managers by providing compensation analysis, workforce reporting, market research, classification support, salary administration assistance, and workforce analytics.

This position plays an important role in maintaining compensation structures, supporting pay decisions, monitoring workforce trends, and ensuring compliance with applicable compensation laws and regulations. WHAT YOU WILL DO Conducts classification reviews, job analyses, position evaluations, and compensation studies; assists with recommending job classifications and salary grade assignments based upon established compensation methodologies. Performs compensation analyses utilizing market data, internal equity reviews, compa-ratio calculations, workforce data, and compensation guidelines to support salary administration decisions.

Assists hiring managers and Human Resources leadership with the evaluation of starting salary recommendations through the use of compensation guidelines, compa-ratio calculations, market pricing, candidate qualifications, and internal equity reviews. Conducts salary surveys, market benchmarking studies, compensation trend analyses, and competitive pay assessments to support recruitment, retention, and workforce planning efforts. Develops, maintains, and analyzes compensation reports, workforce analytics, salary administration data, turnover statistics, vacancy reports, compensation dashboards, and workforce metrics used to support organizational decision-making.

Assists in the development, maintenance, and communication of compensation policies, salary administration guidelines, compensation procedures, pay practices, and workforce compensation reporting tools. Performs internal equity reviews, compression analyses, compensation impact assessments, and pay structure reviews, and provides recommendations to Human Resources leadership. Supports compliance with federal, state, and local laws and regulations affecting compensation administration, including Equal Pay for Equal Work Act requirements and other compensation-related regulations.

Assists with annual compensation reviews, salary structure maintenance, workforce compensation forecasting, and budget planning activities related to employee compensation. Prepares compensation reports, workforce analytics, presentations, and recommendations for Human Resources leadership, County leadership, and departmental stakeholders. Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts.

Solicits changes to improve procedures that would result in efficiencies, cost savings, improved service delivery, and organizational effectiveness. Attends meetings, classes, and trainings as required or requested by supervisor. Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.

WHAT YOU HAVE EDUCATION: High School Diploma or GED equivalency required Bachelor's Degree in Human Resources, Business Administration, Public Administration, Finance, Economics, Statistics, Data Analytics, Accounting, Organizational Development, or a closely related field preferred EXPERIENCE: Minimum of two (2) years or more of professional experience in Human Resources, compensation administration, workforce analytics, data analysis, finance, business analysis, or a related field required Conducting compensation studies, salary surveys, market analyses, classification reviews, workforce reporting, or compensation administration activities preferred Utilizing HRIS systems, reporting tools, databases, and workforce analytics software preferred Public sector or local government experience preferred LICENSES/CERTIFICATIONS: Certified Compensation Professional (CCP) preferred Professional in Human Resources (PHR) preferred Senior Professional in Human Resources (SPHR) preferred SHRM-Certified Professional (CP) preferred SHRM-Senior Certified Professional (SCP) preferred World at Work Compensation Certification preferred Lean Six Sigma Green Belt preferred Other related professional certifications preferred *** Must successfully pass background check WHAT PUEBLO COUNTY OFFERS Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees Generous Vacation and Sick Leave Accrual Remote & Hybrid working opportunities County Retirement Program Autonomy to grow and find your career path with supportive leadership Truly inclusive and diverse environment Fitness Center (Historic Pueblo Courthouse Building) May be eligible for up to 12-weeks Paid Parental Leave Benefits (full-time employees)

Apply