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Workforce Manager Jobs in Toronto, ON (NOW HIRING)

Deloitte

Manager, WorkForce Software

Toronto, ON · Hybrid

CA$90K - CA$175K/yr

Job Type: Permanent Work Model: Hybrid Reference code: 133421 Primary Location: Toronto, ON All Available Locations: Toronto, ON; Brossard, QC; Burlington, ON; Calgary, AB; Edmonton, AB; Fredericton ...

''

Functional Engineer

Toronto, ON · On-site

The Functional Engineer, Workforce Management is responsible for the design, configuration, optimization, and continuous improvement of McCain's workforce management capabilities, with primary ...

McCain Foods

Functional Engineer

Toronto, ON · On-site

CA$81K - CA$108K/yr

The Functional Engineer, Workforce Management is responsible for the design, configuration, optimization, and continuous improvement of McCain's workforce management capabilities, with primary ...

Td

Senior Analyst WFM

Toronto, ON · On-site

CA$81K - CA$115K/yr

As a Workforce Management Community of Practice, the team provides expertise in capacity planning, forecasting, workforce optimization, and operational analytics to support business performance ...

Td

Senior Analyst WFM

Mississauga, ON · On-site

CA$81K - CA$115K/yr

As a Workforce Management Community of Practice, the team provides expertise in capacity planning, forecasting, workforce optimization, and operational analytics to support business performance ...

''

Director, AI Workforce Transformation

Toronto, ON · On-site

Redefine manager capability for an AI-enabled organization, including: * Leading teams through role ... Experience with skills-based workforce planning, skills taxonomies, or data-driven skills-gap ...

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All JobsWorkforce JobsWorkforce Manager JobsWorkforce Manager Jobs in Toronto, ON

Workforce Manager information

See Toronto, ON salary details

$20.5K

$61.5K

$115K

How much do workforce manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for workforce manager in Toronto, ON is $61,499.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,239.00 and $68,235.00 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

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What job categories do people searching Workforce Manager jobs in Toronto, ON look for?

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What cities near Toronto, ON are hiring for Workforce Manager jobs?

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Workforce Manager jobs near you
Infographic showing various Workforce Manager job openings in Toronto, ON as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 81% Physical, 4% Hybrid, and 15% Remote job distribution, with an average salary of $61,499 per year, or $29.6 per hour.

Strategic Workforce Planning Operations, Senior Manager

Equinix

Toronto, ON • Remote

Full-time

Medical, Life, Retirement, PTO

Re-posted 25 days ago

Equinix rating

9.1

Company rating: 9.1 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

5th of 260 rated facilities management

Job description

Who are we?

Equinix is the world’s digital infrastructure company®, shortening the path to connectivity to enable the innovations that enrich our work, life and planet. 

A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future. A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You’ll work across teams, influence key decisions, and help shape the path forward. You’ll find belonging, purpose, and a team that welcomes you—because when you feel valued, you’re empowered to do your best work.

Job Summary

The Strategic Workforce Planning (SWP) Operations Senior Manager is a technically focused role responsible for building and operationalizing the SWP forecasting methodology, modelling workforce supply and demand, and enabling the data infrastructure and AI systems that power strategic workforce insights. This role translates strategy into models, tools, and scalable analytical solutions that enable data-driven workforce decisions across the enterprise. The role works in close partnership with the SWP Senior Manager, who leads strategy and business engagement, while this role owns the technical engine that underpins it.

Responsibilities

SWP Methodology & Modelling

  • Design and build the SWP forecasting methodology, including supply/demand modelling frameworks, scenario planning models, and workforce forecasting algorithms; partnering with Talent Intelligence and Workforce Insights to incorporate supply data into consolidated modelling

  • Develop and maintain quantitative workforce models that forecast headcount, skills gaps, and capability needs across business units and time horizons, integrating data across skills, capabilities, and headcount dimensions

  • Translate strategic workforce priorities into structured analytical models, ensuring models are scalable, repeatable, and aligned to enterprise planning cycles

  • Understand and incorporate forward-looking aspects of SWP including skills, tasks, AI augmentation data, and future of work signals into the analysis and methodology

  • Set model standards, documentation, and governance protocols to ensure consistency, auditability, and reusability of all SWP models across the enterprise

Workforce Demand & Supply Analysis

  • Lead enterprise-wide supply and demand forecasting processes, producing accurate and actionable workforce projections by function, geography, and role family; partnering closely with Finance, Talent Intelligence and Workforce Insights

  • Build and maintain workforce supply models that incorporate internal pipeline data, attrition trends, retirement patterns, internal mobility rates, and external labor market signals to project future workforce availability

  • Develop quantitative demand models in partnership with business stakeholders that translate growth targets, operating model changes, and strategic plans into specific role, skill, and headcount requirements

  • Identify critical workforce gaps and surpluses, providing quantitative evidence to inform build, borrow, buy, and automate talent decisions

  • Develop enterprise scenario models to assess workforce implications of business growth, restructuring, AI adoption, and other strategic events

  • Continuously improve forecasting accuracy by integrating external labor market data, internal attrition trends, and business pipeline information

  • Produce regular workforce forecasting reports and dashboards for senior HR and business leadership

Data Infrastructure & Systems

  • Develop the vision and requirements for architecture and implementation of data systems, pipelines, and platforms required to support enterprise-wide SWP reporting and modelling

  • Evaluate, implement, and manage workforce planning technology solutions and AI tools that enhance analytical capability and planning efficiency

  • Partner with Workforce Insights, HRIT, Finance, and Technology teams to integrate workforce data from multiple systems into a unified analytical environment

  • Ensure data quality, governance, and integrity across all SWP inputs, outputs, and reporting frameworks

  • Define and maintain data standards and taxonomy for workforce planning data to enable consistent, comparable analysis across business units

AI Systems & Automation

  • Build and operationalize AI-enabled tools for workforce planning, including predictive models, skills mapping engines, and intelligent scenario planning capabilities

  • Partner with AI and Technology teams to design responsible and ethical AI systems that inform workforce decisions, ensuring bias mitigation and governance standards are met

  • Evaluate and deploy third-party AI workforce tools, managing vendor relationships and integration requirements

  • Identify opportunities to automate manual SWP processes, improving the speed, scale, and reliability of workforce planning outputs across the enterprise

Enablement & Partnership

  • Partner closely with the SWP Senior Manager to ensure modelling outputs are translated into clear strategic narratives and business recommendations

  • Set the standards and approach for SWP modelling and partner with Workforce Insight partners to help execute models for HRBPs and functions, aggregating trends at the enterprise level

  • Build analytical capability across the People team, providing tools, templates, and training that enable HRBPs and Workforce Insights partners to run workforce analyses independently

  • Collaborate with Finance and FP&A to align workforce forecasting outputs with headcount budgeting and financial planning cycles

Qualifications

  • 7+ years of progressive experience in workforce analytics, people analytics, HR data science, or workforce planning

  • Bachelor's degree in a quantitative field (Statistics, Industrial/Organizational Psychology, Mathematics, Economics, Computer Science) required; Master's degree an advantage

  • Demonstrated experience building or supporting workforce forecasting and supply/demand models in an organizational context

  • Proficiency in data analysis tools such as Excel and SQL; familiarity with Python or R an advantage

  • Exposure to HR technology, workforce planning systems, or AI/ML tools; experience with Anaplan is a plus

  • Working knowledge of HRIS data structures, people data governance, and data reporting methodologies

  • Experience working with cross-functional data and technology teams to deliver scalable analytical solutions

Skills and Attributes

  • Deep analytical and quantitative skills; ability to build rigorous models and translate complex outputs into actionable insights

  • Technical acumen with proficiency in data visualization, statistical modelling, and AI/ML principles

  • Strong attention to detail and commitment to data accuracy, integrity, and governance

  • Ability to communicate complex technical findings to non-technical stakeholders clearly and compellingly

  • Intellectually curious with a passion for leveraging data and AI to solve complex workforce challenges

  • Collaborative and influential team player with the ability to work across HR, Technology, Finance, and Operations

  • Comfort with ambiguity; able to design and iterate on analytical solutions in a fast-moving environment

The targeted pay range for this position in the following location is / locations are:

Canada - Toronto Office TRO : 131,000 - 181,000 CAD / Annual

United States - Dallas Infomart Office DAI : 136,000 - 204,000 USD / Annual

Our pay ranges reflect the minimum and maximum target for new hire pay for the full-time position determined by role, level, and location.The pay range shown is based on our compensation structure in place at the time of posting and may be updated periodically based on business needs. Individual pay is based on additional factors including job-related skills, experience, and relevant education and/or training.

The targeted pay range listed reflects the base pay only and does not include bonus, equity, or benefits. Employees are eligible for bonus, and equity may be offered depending on the position.

Equinix Benefits

As an employee, you become important to Equinix’s success. We ensure all your benefits are in line with our core values: competitive, inclusive, sustainable, connected and efficient. We keep them competitive within the current marketplace to ensure we’re providing you with the best package possible. So, wherever you are in your career and life, you’ll be able to enhance your experience and bring your whole self to work.

Employee Assistance Program: An Employee Assistance program is available to all employees.

US Benefits: - Insurance: You may enroll in health, life, disability and voluntary plans that are designed for you and your eligible family members. - Retirement: You and Equinix may contribute to a retirement plan to help you plan for your financial future. - Paid Time Off (PTO) and Paid Holidays: You will receive an accrued amount of PTO each pay period along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to change and may be subject to specific plan or program terms.Canada Core Benefits: - Insurance: You may enroll in healthcare coverage that is designed to complement the provincial healthcare system, along with life, disability and optional benefit plans that are designed for you and your eligible family members. - Retirement: You may also enroll in Equinix-sponsored retirement or savings plans: Defined Contribution Pension Plan (DCPP), Group Retirement Savings Plan (RRSP) and Tax-Free Savings Plan (TSFA). - Vacation and Paid Holidays: Equinix offers both vacation and personal time, along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to specific plan or program terms, and to change at Equinix discretion.

Equinix is committed to ensuring that our employment process is open to all individuals, including those with a disability.  If you are a qualified candidate and need assistance or an accommodation, please let us know by completing this form.

Equinix is an Equal Employment Opportunity and, in the U.S., an Affirmative Action employer.  All qualified applicants will receive consideration for employment without regard to unlawful consideration of race, color, religion, creed, national or ethnic origin, ancestry, place of birth, citizenship, sex, pregnancy / childbirth or related medical conditions, sexual orientation, gender identity or expression, marital or domestic partnership status, age, veteran or military status, physical or mental disability, medical condition, genetic information, political / organizational affiliation, status as a victim or family member of a victim of crime or abuse, or any other status protected by applicable law. 

We use artificial intelligence in our hiring process. Learn more here.

This posting is for a backfill position, meaning it is to fill an existing vacancy within our organization.

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