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Workforce Manager Jobs in Seattle, WA (NOW HIRING)

TekWissen LLC

Project/Program Manager II

Seattle, WA · On-site

Overview TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan that offers strategic talent solutions to our clients world-wide. We are a community of 50 million ...

Amazon

Candidate Attraction Strategist , Workforce Staffing

Seattle, WA · On-site

$138K - $178K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Collaborate with cross-functional teams including Marketing, Business Management, Workforce Intelligence, Public Policy, Public Relations, and Employee Relations * Responsible for implementation of ...

ASSA ABLOY

Regional Sales Manager

Bellevue, WA · On-site

$70K - $80K/yr

Underpinned by a unique biometric algorithm, Biosite provides market-leading software solutions for workforce management, task management, material management and fire safety & security. At the heart ...

ASSA ABLOY

Regional Sales Manager

Kent, WA

$70K - $80K/yr

Underpinned by a unique biometric algorithm, Biosite provides market-leading software solutions for workforce management, task management, material management and fire safety & security. At the heart ...

TestingXperts

HCM Others | Kronos WFC

Seattle, WA

In Depth Knowledge on Workforce Management Products with working experience on multiple packages. Specialized knowledge on one package should also suffice. Strong Solution led Consulting capabilities ...

Amazon

Workforce Insights Strategist, Career Choice

Seattle, WA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

... and workforce evolution, making informed predictions about where the most essential skills and ... You will be providing guidance and support to program managers with portfolios covering diverse ...

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All JobsWorkforce JobsWorkforce Manager JobsWorkforce Manager Jobs in Seattle, WA

Workforce Manager information

See Seattle, WA salary details

$28.5K

$87K

$184.5K

How much do workforce manager jobs pay per year?

As of Aug 14, 2026, the average yearly pay for workforce manager in Seattle, WA is $87,014.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,100.00 and $104,800.00 per year, depending on experience, location, and employer.

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 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.

More about Workforce Manager jobs

What are the most commonly searched types of Workforce jobs in Seattle, WA?

The most popular types of Workforce jobs in Seattle, WA are:

What job categories do people searching Workforce Manager jobs in Seattle, WA look for?

The top searched job categories for Workforce Manager jobs in Seattle, WA are:

What cities near Seattle, WA are hiring for Workforce Manager jobs?

Cities near Seattle, WA with the most Workforce Manager job openings:

Workforce Manager jobs near you
Infographic showing various Workforce Manager job openings in Seattle, WA as of July 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 85% Physical, 2% Hybrid, and 13% Remote job distribution, with an average salary of $87,014 per year, or $41.8 per hour.

Senior Consultant, Workforce Compliance & Employment Law

Artemis Connection

Seattle, WA • On-site, Remote

Contractor

Re-posted 8 days ago

Job description

Artemis Connection is a strategic management consultancy working across the for-profit, public and social sectors. We help clients around the world identify their most pressing strategic issues and we staff teams of strategy consultants to roll up their sleeves and deliver impact. We are passionate about helping innovative and entrepreneurial leaders reach their goals through a customized project-based approach, typically focused around:
  • Bespoke Innovation, Sales, and Marketing Strategy
  • Purpose driven Transformation including M&A and PMI
  • Embedded Strategy and Operations roles

Our founder is Christy Johnson, an entrepreneur, educator, and former McKinsey Engagement Manager. Our advisors include HR officers, executive coaches, academics, entrepreneurs, and neuroscientists. Our team is made up of seasoned consultants, trained at organizations such as McKinsey & Company, Boston Consulting Group (BCG), Bain, Big 4 Strategy,, and elite educational institutions.
About the Role:
Senior Consultant, Workforce Compliance & Employment Law
Engagement Type: Contract
Duration: 6-9 Months
Seniority: Senior Consultant / SME
The Opportunity
Artemis Connection is looking for a senior practitioner whose expertise sits at the intersection of employment law, workforce compliance, and corporate transactions. This is not a generalist role. The work requires someone who has spent real time in the details of how non-employee workforce arrangements are structured, where the legal risk lives, and what it takes to build compliance guidance that gets used.
This consultant will work as a pair with a counterpart focused on transaction strategy. Together, the two will develop a set of practical guidance materials for a large technology organization. Your contribution is the legal and compliance backbone - making sure every piece of guidance reflects what the law actually requires and what enforcement looks like in practice, not just what sounds reasonable.
What You'll Work On
  • Design the compliance architecture that underpins each piece of guidance produced through the engagement, ensuring that recommendations are legally defensible across the jurisdictions in which they will be applied.
  • Build a structured methodology for evaluating how companies classify their workers - particularly in acquisition scenarios where the buyer inherits workforce arrangements they did not set up and may not have scrutinized.
  • Develop compliance guidance specific to transactions involving pre-existing commercial relationships between buyer and target, where the workforce involved sits in an especially ambiguous legal position.
  • Address the legal dimensions of deferred workforce integration - situations where an acquirer is functionally responsible for a group of workers before the formal employment or contracting relationship has been established.
  • Integrate the requirements of workforce transfer law across relevant jurisdictions, including markets where statutory protections for transferring workers impose significant obligations on the acquiring party.
  • Provide compliance input into a workstream examining how internal classification tools might be responsibly extended to users outside the organization.
  • Review all guidance materials produced through the engagement for legal accuracy, practical applicability, and jurisdictional completeness.

What You Bring
  • Deep expertise in employment law and workforce compliance, with a particular focus on the legal treatment of non-employee workers - contractors, agency staff, and others who fall outside traditional employment relationships.
  • Hands-on experience with worker classification analysis, including situations where existing classifications are being challenged or where due diligence requires an independent assessment of how workers are labeled versus how they function.
  • Working knowledge of statutory workforce transfer protections and how they apply in cross-border transactions, including the ability to identify when those protections are triggered and what they require in practice.
  • A track record of developing compliance frameworks and written guidance that are rigorous enough to withstand legal scrutiny but accessible enough for operational teams to follow without specialist support.
  • Experience advising organizations on the specific compliance risks that arise when managing non-employee workers during periods of corporate change.
  • The ability to work across jurisdictions and recognize where the analysis needs to shift based on local law.

Nice to Have
  • In-house employment law or compliance experience at a large technology company.
  • Prior work on workforce due diligence in M&A transactions, either as counsel or as a compliance advisor.
  • Familiarity with how automated tools are used for workforce classification assessment and the compliance considerations involved in expanding access to those tools.
  • A perspective on how regulatory trends - particularly around gig work, contractor classification, and cross-border employment - are reshaping the way technology companies structure their non-employee workforces.

How the Engagement Works
This is a six-to-nine month project engagement with defined deliverables and a clear end state. You will work in close collaboration with the transaction-focused consultant and with the client's internal team. The expectation is full engagement for the project duration.
Proposals should name the specific individual being proposed for this role. We are not looking for a firm to assign whoever is available - we are looking for the right person, and we will evaluate proposals accordingly.

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