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Workforce Manager Jobs in Shawnee, KS (NOW HIRING)

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See Shawnee, KS salary details

$23.7K

$72.3K

$153.3K

How much do workforce manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for workforce manager in Shawnee, KS is $72,316.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,000.00 and $87,100.00 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.
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What cities near Shawnee, KS are hiring for Workforce Manager jobs?

Cities near Shawnee, KS with the most Workforce Manager job openings:

Workforce Manager jobs near you
Infographic showing various Workforce Manager job openings in Shawnee, KS as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, 1% Temporary, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $72,316 per year, or $34.8 per hour.

Director of Workforce Development

Guadalupe Centers, Inc.

Kansas City, MO

Full-time

Re-posted 24 days ago

Job description

Director of Workforce Development and Adult Education
Department: Workforce Development
Reports to: VP of Industry Engagement
Supervises: 1-5
FLSA Status: Exempt
Summary: This position leads and directs the operation of the Workforce Development and Adult Education program promoting the integration of the Financial Opportunity Center (FOC) model. Major components include 1) workforce readiness and career/job placement, 2) adult education (ELL, digital skills, etc.), 3) varied industry-specific bridge to career training tracks, 4) financial coaching, 5) income support services, 6) develop and maintain employer partner relationships 7) support program fund development.
Essential duties and responsibilities:
Workforce Development
  • Oversee all aspects and ensure the operational success of the Work Force Development (WFD) program services and activities.
  • Identify opportunities to strengthen and enhance programs through fund development, resource identification, networking, and cultivation of collaborative partnerships.
  • Oversees job placement and client workforce readiness training.
  • Develop partnership networks including governmental, educational institutions, unions, and private sectors.
  • Knowledge of community and labor force dynamics, environments, and needs.
  • Supervises, trains, crosstrains staff to support the FOC model and achievement of departmental goals.
  • Conducts public presentations to increase community awareness of programming and services.
  • Submits monthly, quarterly and annual programmatic and fiscal reports.
  • Assists in the preparation of budgets.
  • Participates in professional development through conferences, workshops, webinars, etc.
  • Coordinate, plan, promote, and execute successful career fairs.
  • Identify and lead opportunities for special WFD initiatives and provide coordination, oversight, linkage facilitation, and provision of services(s).
  • Identify and lead best practices for employment training and development.
  • Provide one-on-one career coaching, client support, and career placement as needed.
Outcome tracking
  • Oversees CRM/MIS (Salesforce) weekly, monthly, and quarterly updates of client and program outcomes.
  • Acts as department representative by collaborating with internal departments, external workforce development entities, and industry representatives to address current and emerging workforce needs/opportunities.
  • Participates in various boards, partnerships, and advisory groups related to WFD.
Develop relationships with local institutions and community organizations
  • Coordinates and oversees Memorandum of Understanding between partners and GCI.
Perform other duties as assigned.

Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and/or ability required. Reasonable accommodations may enable individuals with disabilities to perform the essential functions.
Qualifications:
Required:
  • Associate’s degree or an equivalent combination of education, work experience, and certifications.
  • 5+ years of proven and successful leadership and management experience.
  • Excellent Interpersonal and Communication Skills – written and oral, aptitude in a public presentation.
  • Excellent relationship development and management skills.
  • Medium level or greater in MS Suite, Google Suite, Internet, and management information systems, (i.e. Salesforce, Paycor, etc.)
  • Ability to work in a non-judgmental way with a diverse range of people, maintaining a respectful and inclusive culture.
  • Must have a valid driver’s license and reliable transportation.
Preferred:
  • Bachelor’s Degree from an accredited educational institution and significant professional experience (two to five years).
  • Strong understanding of the workforce, income support, financial literacy ,and coaching.
  • Previous work experience with the target population, and/or the ability to provide coaching services in a culturally and linguistically appropriate manner.
  • Bilingual (English/Spanish, oral and written).
Working Conditions
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. Prolonged periods of sitting at a desk.

Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
This position also requires regular talking and hearing. Specific vision abilities required by this job include close vision, such as the ability to read handwritten or typed material, and the ability to adjust focus. In addition, the position requires distance, color, peripheral, and depth perception vision abilities. The position requires the individual to meet multiple demands from several people and interact with other staff. The employee is required to stand, walk, use hands to handle, or feel, and reach with hands and arms. This job requires the ability to occasionally lift office products and supplies, up to 20 pounds.
Equal Opportunity Employer
GCI is committed to a policy of equal opportunity for all employees and applicants for employment without regard to race, religion, color, creed, ancestry, age, sex, gender, national origin, marital status, pregnancy, citizenship, disability, genetic information, veteran status, service member status or any other category protected by federal, state or local law. Preventing discrimination is the responsibility of every employee in the way employees treat and interact with one another. Therefore, GCI expects all work relations to be business-like and professional, free of bias, prejudice, harassment, and/or discrimination.
GCI's policy of Equal Opportunity extends to all conditions of employment including, but not limited to, recruitment, hiring, placement, training, compensation, discipline, transfers, separation, layoff, recall, leave of absence, and promotion. GCI will not tolerate any discrimination in the workplace, and it is expected that any employee who believes they have been subjected to any practice that appears to be inconsistent with this policy will contact Human Resources. Improper interference with the ability of GCI's employees to perform their expected job duties is not tolerated.
GCI encourages reporting incidents or concerns regarding discrimination to the Director of Human Resources, so that prompt and constructive action can be taken. According to this policy, there will be no retaliation or adverse action against an employee for raising an issue or complaint. The report will be investigated to determine what if any, responsive action is necessary and appropriate. Any employee found responsible for an inappropriate or discriminatory act will be subject to disciplinary action, up to and including separation.

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