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Workforce Planner Jobs in Utah (NOW HIRING)

VASA Fitness

Senior People and Culture Partner

Orem, UT

$95K - $115K/yr

Partner with leadership to execute long-term workforce planning and proactively address future capability needs. * Drive organizational talent reviews, creating measurable development plans that ...

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How much do workforce planner jobs pay per year?

As of Sep 8, 2026, the average yearly pay for workforce planner in Utah is $67,435.00, according to ZipRecruiter salary data. Most workers in this role earn between $46,400.00 and $89,700.00 per year, depending on experience, location, and employer.

What is a workforce planner?

A Workforce Planner is a professional responsible for analyzing, forecasting, and planning workforce supply and demand to ensure an organization has the right number of employees with the right skills at the right time. They use data and strategic planning to align staffing needs with business goals, often collaborating with HR and management teams. Their work helps organizations optimize productivity, control labor costs, and adapt to changing market conditions. Workforce Planners play a crucial role in talent management, succession planning, and organizational development.

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

To thrive as a Workforce Planner, you need strong analytical abilities, knowledge of workforce management principles, and typically a degree in business, HR, or a related field. Proficiency with workforce management software (like Kronos or SAP SuccessFactors), Excel, and data analysis tools is essential. Excellent communication, problem-solving skills, and the ability to collaborate across departments help you stand out in this role. These skills ensure optimal staffing, cost efficiency, and alignment of labor resources with organizational goals.

How does a workforce planner typically collaborate with department managers to forecast staffing needs?

Workforce Planners regularly meet with department managers to analyze current workforce data, discuss upcoming projects, and identify potential gaps in staffing. They use a combination of historical data, business goals, and predictive analytics to develop accurate forecasts. This collaboration ensures that staffing strategies align with organizational objectives, and helps managers prepare for seasonal fluctuations, expansions, or other changes. Effective communication and relationship-building are key, as Workforce Planners must balance both immediate and long-term staffing requirements.

What is the difference between Workforce Planner vs Workforce Analyst?

AspectWorkforce PlannerWorkforce Analyst
Primary FocusStrategic staffing and long-term workforce planningData analysis and reporting on workforce metrics
Required SkillsForecasting, planning, project managementData analysis, Excel, reporting tools
Work EnvironmentHR departments, strategic planning teamsHR, operations, analytics teams
CertificationsHR certifications, workforce planning coursesData analysis certifications, Excel expertise

While both roles support workforce management, Workforce Planners focus on strategic staffing and future planning, whereas Workforce Analysts analyze current workforce data to inform decisions. The roles often collaborate but serve different functions within HR and operations teams.

What are popular job titles related to Workforce Planner jobs in Utah?

For Workforce Planner jobs in Utah, the most frequently searched job titles are:

What job categories do people searching Workforce Planner jobs in Utah look for?

The top searched job categories for Workforce Planner jobs in Utah are:

Workforce Planner jobs near you
Infographic showing various Workforce Planner job openings in Utah as of August 2026, with employment types broken down into 77% Full Time, 17% Part Time, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $67,435 per year, or $32.4 per hour.

Senior People and Culture Partner

Orem, UT

VASA Fitness
Traveler Accommodation • 1 - 5K employees
Learn more about VASA Fitnessexternal

$95K - $115K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 20 days ago

Key responsibilities

  • Serve as a senior-level advisor and thought partner to field leadership, embedding people strategies into long-term business and operational planning.

  • Lead succession planning, leadership pipeline development, and organizational talent reviews to ensure strong bench strength and career progression.

  • Design and implement strategic performance management approaches, and provide expert counsel on employee relations issues to ensure legal compliance and fairness.

VASA Fitness rating

5.1

Company rating: 5.1 out of 10

Based on 36 frontline employees who took The Breakroom Quiz

53rd of 64 rated gym and leisure clubs

Job description

Position: People & Culture Partner (HR Manager)

Department: People and Culture
Reports To: Senior Director of Human Resources (People & Culture)
Direct Reports: NA
Location: Colorado Corp Office
FLSA Status: Exempt

Compensation: $95,000 -$115,000 Annually, Plus Bonus Potential!

JOIN OUR TEAM

At VASA Fitness, we want to create an uplifting experience for everyone by offering inclusive, accessible, and on-trend fitness. The foundation of our brand is rooted in a culture centered on unity, passion, love, integrity, fun, and trust. Because our culture is alive—embodied by members and team members alike—VASA is a place where lives are changed because of authentic connections made within our supportive community. 

BENEFITS

All employees receive two complimentary gym memberships--one for themselves and another to give away--plus 401k options. Additional benefit packages are available for employees who work 30+ hours per week.

  • Salaried Employees: Flexible Vacation Plan, Paid Holidays, Paid Parental Leave, and Health, Dental, Vision Benefits

Come join VASA Fitness and join a passionate, fun, and united team!

Proud to be a 'Great Place to Work' certified company!

PURPOSE

The Senior People & Culture Partner (SPCP) is a key strategic HR leader responsible for driving organizational performance through people. This role goes beyond tactical HR support to influence business outcomes at scale by shaping workforce strategy, building leadership capability, driving engagement, and solving complex people challenges. The SPCP is a trusted thought partner to senior field leadership, guiding talent strategy, succession planning, organizational effectiveness, and engagement initiatives that reduce turnover and strengthen retention.

KEY RESPONSIBILITIES

Strategic Business Partnership

  • Serve as a senior-level advisor and thought partner to field leadership (VP of Ops, Regional Directors, DMs, GMs), embedding people strategies into long-term business and operational planning.
  • Anticipate and identify systemic people challenges (turnover, performance, engagement) and design innovative, scalable solutions.
  • Use workforce analytics, trend data, and insights to influence senior leaders and drive decision-making.
  • Coach leaders to strengthen their leadership effectiveness, particularly around change leadership, team performance, and accountability.
  • Partner cross-functionally with People Leadership, Legal, Loss Prevention, and Corporate teams to ensure strategic alignment of HR initiatives with business outcomes.

Talent Strategy & Development

  • Lead succession planning and leadership pipeline development across markets, ensuring strong bench strength and career progression opportunities.
  • Partner with leadership to execute long-term workforce planning and proactively address future capability needs.
  • Drive organizational talent reviews, creating measurable development plans that accelerate high-potential talent and close capability gaps.
  • Identify skill and leadership gaps; support development with targeted coaching, feedback, and HR-related training.
  • Design and facilitate leadership development programs that prepare leaders for advancement and strengthen organizational capability.

Performance Management

  • Design and implement strategic approaches to performance management that improve accountability and elevate organizational performance.
  • Consult with leaders on systemic performance challenges, ensuring timely and effective resolution.
  • Partner with senior leadership to create performance management frameworks that reinforce culture, align to business goals, and retain top talent.
  • Apply the VASA Core 4 characteristics consistently when coaching leaders and evaluating performance

Employee Relations & Compliance

  • Provide expert-level counsel on sensitive and high-impact employee relations issues, ensuring consistency, fairness, and legal compliance.
  • Promote a consistent and legally compliant employee experience across markets.
  • Act as a trusted resource for operation leaders navigating difficult people challenges.

Talent Acquisition & Workforce Planning

  • Partner with Talent Acquisition leadership to design strategic hiring approaches that strengthen leadership pipelines and reduce turnover.
  • Provide executive-level input into GM, DM, and Regional Director candidate assessments to ensure alignment with long-term organizational needs.
  • Support workforce expansion, new market entry, and large-scale hiring strategies with an eye toward cultural alignment and retention.
  • Partner with Learning & Development Team to provide training to new leaders on effective hiring and selection practices, with a focus on identifying candidates who align with VASA's culture and values.

Organizational Effectiveness & Change Management

  • Lead large-scale change management initiatives, ensuring adoption, engagement, and sustainability.
  • Translate organizational strategy into actionable people initiatives that drive performance and engagement.
  • Use data and feedback loops to assess organizational effectiveness and continuously evolve people programs for greater impact.

Culture & Engagement

  • Champion a culture of engagement, inclusion, accountability, and recognition rooted in the VASA Core 4.
  • Analyze engagement, exit, and turnover data to design and implement strategies that measurably improve morale, retention, and organizational health.
  • Lead initiatives that build a connected and motivated workforce, driving employee engagement at scale.

MINIMUM QUALIFICATIONS

  • 7--10 years of progressive HR experience, including at least 3 years as a strategic business partner to senior leaders.
  • Bachelor's degree in Human Resources, Business Management, or related field required (Master's degree preferred).
  • Advanced proficiency in workforce analytics, data storytelling, and strategic workforce planning.
  • Demonstrated success in succession planning, leadership pipeline development, and progression planning.
  • Experience designing and executing strategic solutions for turnover reduction, employee engagement, and performance management.
  • In-depth knowledge of HR practices, methods, and processes across all functional areas (talent acquisition, comp/benefits, employee relations, performance, development).
  • Strong knowledge of federal and state employment laws and compliance requirements.
  • Proven ability to act as a strategic partner to executives and influence senior-level decision-making.
  • Ability to thrive in a dynamic, fast-paced environment while balancing strategic initiatives with operational needs.

PREFERRED QUALIFICATIONS

  • Excellent written and verbal communication skills with executive presence.
  • Strong ability to influence, consult, and build trust with senior leaders.
  • Experience leading large-scale organizational change and engagement strategies.
  • Ability to design and deliver leadership development initiatives.
  • Recognized expertise in conflict resolution, organizational effectiveness, and employee engagement strategy.
  • Strong facilitation and presentation skills for both large and small audiences.

WORK ENVIRONMENT

  • Work is typically done in a club with varying hours based on business needs.
  • While performing the club duties of this job, the team member is regularly exposed to moving mechanical parts. The noise level in the environment is occasionally loud.
  • Ability to work a varied schedule to support the needs of the business, including frequent extended workdays, weekends and holidays may be required.

PHYSICAL AND MENTAL ACTIVITIES AND REQUIREMENTS

  • Physical Stamina: Ability to handle physical tasks, including lifting and working in various environments.
  • Talking: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.
  • Physical Strength: Non-Sedentary work, standing and walking most of the time. Must be able to lift, push, pull, and move a minimum of 50 pounds.
  • Reasoning Ability: Ability to deal with a variety of variables under limited standardization. Able to interpret various instructions and relay instructions to clients.
  • Attendance: This is an essential duty of the position. Employees must work regularly scheduled shifts during business hours to assist members and sell services in-person.

This position description intends to describe the general nature and level of work being performed by people assigned to this job. It is not intended to include all duties and responsibilities. The order in which duties and responsibilities are listed is not significant.

VASA Fitness is an Equal Opportunity Employer

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