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Workforce Manager Jobs in Grayson, GA (NOW HIRING)

CRH

SAP Manager - Hire to Retire (H2R)

Atlanta, GA · On-site

Partner with Payroll and Workforce Management teams to reduce processing exceptions and improve ... compliance. Systems Integration * Own the hands-on, end-to-end integration landscape connecting ...

CRH

SAP Manager - Hire to Retire (H2R)

Atlanta, GA

Partner with Payroll and Workforce Management teams to reduce processing exceptions and improve ... compliance. Systems Integration * Own the hands-on, end-to-end integration landscape connecting ...

Intuit

Workforce & HCM Senior Sales Manager

Atlanta, GA · On-site

As a Senior Sales Manager for Workforce Solutions, you will be a strategic leader responsible for scaling our Mid-Market HCM sales organization. You will lead an organization of Account Executives to ...

Intuit

Staff Manager, AML Operations

Atlanta, GA · On-site

Staffing and capacity planning are owned by Workforce Management. This role partners with WFM on the operational inputs that make the schedule accurate, like speed to proficiency curves, planned time ...

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Workforce Manager information

See Grayson, GA salary details

$23.2K

$70.9K

$150.3K

How much do workforce manager jobs pay per year?

As of Sep 9, 2026, the average yearly pay for workforce manager in Grayson, GA is $70,910.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,100.00 and $85,400.00 per year, depending on experience, location, and employer.

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 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.

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 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 degree do you need for workforce management?

A workforce manager typically needs at least a bachelor's degree in fields such as business administration, human resources, or management. Relevant skills include data analysis, communication, and familiarity with workforce management software; some roles may prefer or require a master's degree or professional certification.
More about Workforce Manager jobs

What cities near Grayson, GA are hiring for Workforce Manager jobs?

Cities near Grayson, GA with the most Workforce Manager job openings:

Workforce Manager jobs near you
Infographic showing various Workforce Manager job openings in Grayson, GA as of August 2026, with employment types broken down into 81% Full Time, 15% Part Time, 1% Temporary, and 3% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $70,910 per year, or $34.1 per hour.

SAP Manager - Hire to Retire (H2R)

Atlanta, GA • On-site

CRH
Construction Materials Wholesalers • 10K+ employees
Learn more about CRHexternal

Full-time

Medical, Dental, Retirement

Re-posted 6 days ago

Job description

SAP Manager - Hire to Retire (H2R)
AMAT
Atlanta, Georgia, United States
Job ID: 527322
CRH's Americas Materials division is the leading integrated supplier of aggregates, asphalt, ready mixed concrete and paving and construction services in North America. Our operations span North America with over 29,000 employees at close to 1,660 locations in 45 US States and 2 Canadian provinces.
Position Overview
We are seeking an experienced SAP Manager to own the Hire to Retire (H2R) process landscape, spanning SAP SuccessFactors Employee Central (EC), Employee Central Payroll (ECP), and Time Management leveraging Workforce Software. The ideal candidate is a strong business partner who can align HR technology initiatives with strategic workforce objectives and drive digital transformation, backed by deep hands-on expertise across core HR data management, payroll processing, time and attendance, and the multiple hands-on integrations connecting SuccessFactors to S/4HANA and other internal and external systems.
This is a business-facing role: the successful candidate will spend significant time directly with HR, Payroll, and Workforce Management leaders, understanding how they work today and co-designing how they should work tomorrow. As process owner, this person will lead discovery and design workshops, map current- and future-state processes, and drive continuous improvement across the hire-to-retire value chain. The role also leads a team of SAP H2R functional resources, driving system enhancements, hands-on configuration, and ensuring seamless integrations across the SAP and HR technology ecosystem, and enabling accurate workforce reporting through SAP Datasphere and SAP Analytics Cloud (SAC).
Key Responsibilities (Essential Duties and Functions)
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
Business Process Design & Improvement
  • Act as the primary business-facing process owner for H2R - spending regular, recurring time with business leads in HR, Payroll, and Workforce Management.
  • Partner directly with business stakeholders to understand gaps and pain points, translate business needs into functional requirements, and design scalable, efficient H2R processes.
  • Define and track KPIs and process performance metrics jointly with business owners, and report progress back to them on a regular cadence.
  • Establish and run a standing business process governance forum (e.g., monthly H2R process review) to surface emerging issues, prioritize backlog items, and keep process design decisions transparent and business-led.

Driving Design Workshops & Business Engagement
  • Own end-to-end workshop planning and delivery: define objectives, identify the right stakeholders, build the agenda, and drive the session to concrete, documented decisions and next steps.
  • Plan and facilitate requirements-gathering and process design workshops with cross-functional stakeholders across HR, Payroll, and Workforce Management - driving discussions toward decisions rather than open-ended brainstorming.
  • Run fit-gap and solution design sessions with business and technical teams, presenting options, trade-offs, and recommendations, and driving alignment on process decisions and configuration approaches.
  • Use visual facilitation techniques (process maps, whiteboarding, journey maps) in live sessions to help business stakeholders see and agree on the proposed design in real time.
  • Manage constructive conflict in workshops - surfacing and resolving competing priorities between functions (e.g., HR, Payroll, and Workforce Management) to reach a workable, business-endorsed outcome.

SuccessFactors Employee Central (EC)
  • Own the end-to-end SuccessFactors EC process, including core HR data management, org management, and position management.
  • Drive employee lifecycle process design, including hire, transfer, promotion, and termination workflows.
  • Partner with HR to streamline self-service processes and improve data quality and governance.
  • Ensure accurate integration between EC and downstream systems for payroll, benefits, and reporting.

Employee Centrall Payroll (ECP) & Time Management
  • Own the SAP ECP payroll process, including payroll processing, reconciliation, and off-cycle runs.
  • Oversee Time Management processes leveraging Workforce Software, including time and attendance, scheduling, and absence management.
  • Drive integration between time data and payroll to ensure accurate labor costing and timely pay runs.
  • Partner with Payroll and Workforce Management teams to reduce processing exceptions and improve compliance.

Systems Integration
  • Own the hands-on, end-to-end integration landscape connecting SuccessFactors EC/ECP with SAP S/4HANA and other internal and external systems.
  • Design and oversee integrations with finance, cost accounting, benefits providers, third-party payroll vendors, and regulatory/tax authorities.
  • Ensure integration reliability, monitoring, and error handling across the H2R technology ecosystem.
  • Partner with enterprise architecture and middleware teams to maintain a scalable, well-governed integration framework.

Reporting & Analytics
  • Own workforce reporting strategy leveraging SAP Datasphere for data modeling and SAP Analytics Cloud (SAC) for dashboards and visualization.
  • Partner with HR, Payroll, and Finance leaders to define reporting requirements and self-service analytics capabilities.
  • Drive standardization and continuous improvement of workforce reporting packages, including headcount, payroll cost, and time/attendance analytics.
  • Ensure reporting outputs comply with data privacy, security, and audit requirements.

Team & Stakeholder Management
  • Lead, mentor, and develop a team of SAP functional analysts/consultants supporting H2R.
  • Act as primary liaison between business stakeholders (HR, Payroll, Workforce Management) and technical teams.
  • Manage vendor and implementation partner relationships for H2R-related projects and integrations.
  • Prepare and present status updates, roadmaps, and risk assessments to senior leadership.

Project & Change Management
  • Lead SAP H2R enhancement projects, upgrades, and rollouts, including requirements gathering, solution design, testing, and deployment.
  • Ensure proper documentation of business processes, configuration, and support procedures.
  • Drive adherence to change management, testing, and release governance standards.
  • Support audits and ensure compliance/internal controls across H2R processes.

Qualifications
Required Qualifications
  • Bachelor's degree in Human Resources, Information Technology, Business Administration, or equivalent experience.
  • 15+ years of overall SAP experience, with 5+ years in a managerial or team lead capacity.
  • Strong hands-on functional experience with SAP SuccessFactors Employee Central (EC) and Employee Central Payroll (ECP).
  • Hands-on experience with Time Management processes and Workforce Software.
  • Hands-on experience designing and supporting multiple integrations between SuccessFactors, S/4HANA, and internal/external systems.
  • Experience with reporting and analytics tools, including SAP Datasphere and SAP Analytics Cloud (SAC).
  • Excellent stakeholder management, communication, and leadership skills.

Preferred Qualifications
  • Experience with SAP S/4HANA HCM/Payroll integration scenarios.
  • SAP certification(s) in SuccessFactors EC, ECP, or related modules.
  • Hands-on experience with integration/middleware tools such as SAP Cloud Integration (CPI), Boomi, or equivalent.
  • Familiarity with SAP Datasphere and SAP Analytics Cloud (SAC) data modeling and dashboard design.
  • Experience working in an Agile/Scrum delivery environment.
  • Prior experience in a shared services or global SAP Center of Excellence (COE) model.

Key Competencies
  • Strategic and process-oriented thinking with strong attention to detail and data accuracy.
  • Ability to manage multiple projects and priorities in a fast-paced construction environment.
  • Strong cross-functional collaboration across IT, HR, Payroll, and Workforce Management.
  • Vendor and stakeholder management skills.
  • Team leadership and mentoring capability.

The statements included in this job description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. Other duties may be assigned as required. Requirements for this job are subject to modification by the Company and its designees, and reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
What CRH Offers You
  • Highly competitive base pay
  • Comprehensive medical, dental and disability benefits programs
  • Group retirement savings program
  • Health and wellness programs
  • An inclusive culture that values opportunity for growth, development, and internal promotion

About CRH
CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization.
If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest!
CRH Americas Materials Inc. is an Affirmative Action and Equal Opportunity Employer.
EOE/Vet/Disability
CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.
AI tools may be used in certain stages of the employment lifecycle, such as candidate review; however, all final employment decisions will be made by a person.
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About CRH

Sourced by ZipRecruiter

CRH has a long and proud heritage as one of North America's largest corporations. We are a proud reflection of the hundreds of family businesses, local and regional companies and mid to large sized enterprises that together form the CRH family. CRH operates with a decentralized, diversified structure, letting you work in a small company environment while having the career opportunities of a large enterprise.

Industry

Construction materials wholesalers

Company size

10,000+ Employees

Headquarters location

New York, NY, US

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