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Workforce Planning Analyst Jobs in Washington (NOW HIRING)

USAJOBS - Search

Workforce Planning Analyst

Washington, DC · On-site

$143K/yr

Independently plan, develop and carry out workforce planning studies, manpower analyses, organizational assessments, workforce readiness reviews, and workforce management initiatives; and * Designing ...

IPL (Indiana)

Workforce Planning Senior Analyst

Arlington, VA · On-site

$98K - $122K/yr

We are looking for a highly analytical and strategic Lead Analyst, Workforce Planning to join our team. In this role, you will help shape workforce strategies that enable business growth, operational ...

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Workforce Planning Analyst information

See Washington salary details

$45.9K

$87.3K

$140.4K

How much do workforce planning analyst jobs pay per year?

As of Aug 2, 2026, the average yearly pay for workforce planning analyst in Washington is $87,348.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,100.00 and $101,900.00 per year, depending on experience, location, and employer.

What is a workforce planning analyst?

A workforce planning analyst is a professional who analyzes an organization’s staffing needs, forecasts future workforce requirements, and develops strategies to ensure the right talent is available. They often use data analysis tools and HR metrics to optimize staffing levels and support business goals.

What does a Workforce Planning Analyst do?

A Workforce Planning Analyst is responsible for analyzing an organization's current and future staffing needs. They use data to forecast workforce requirements, identify skill gaps, and recommend staffing strategies to align with business goals. Their role often involves collaborating with HR, finance, and management teams to ensure the organization has the right people in the right roles at the right time. They also create reports and use workforce analytics to support decision making and improve operational efficiency.

What does a workforce analyst do?

A workforce planning analyst analyzes staffing needs, workforce data, and labor trends to help organizations optimize their human resources. They use data analysis tools and forecasting techniques to develop staffing strategies, improve efficiency, and support decision-making related to workforce management.

What is the difference between Workforce Planning Analyst vs Workforce Analyst?

AspectWorkforce Planning AnalystWorkforce Analyst
Primary FocusStrategic workforce planning, forecasting future staffing needsAnalyzing current workforce data, reporting, and operational staffing issues
Required SkillsData analysis, forecasting, HR policies, strategic thinkingData analysis, reporting, HR systems, operational understanding
Work EnvironmentCorporate HR departments, consulting firmsHR teams, operations departments
CertificationsHR certifications, data analysis skillsHR certifications, data analysis skills

The main difference between a Workforce Planning Analyst and a Workforce Analyst lies in their focus. The Workforce Planning Analyst concentrates on strategic forecasting and long-term staffing needs, while the Workforce Analyst primarily handles current workforce data and operational issues. Both roles require similar skills and certifications but serve different functions within HR and organizational planning.

How to become a WFM analyst?

To become a Workforce Planning Analyst, candidates typically need a bachelor's degree in business, statistics, or a related field. Relevant skills include data analysis, proficiency with workforce management tools, and strong analytical abilities; certifications like Certified Workforce Planning Professional can also enhance prospects.

What are the key skills and qualifications needed to thrive as a Workforce Planning Analyst, and why are they important?

To thrive as a Workforce Planning Analyst, you need strong analytical skills, proficiency in data modeling, and a background in human resources, business, or a related field. Familiarity with HRIS systems, workforce analytics tools, and advanced Excel or data visualization software is typically required. Excellent communication, problem-solving, and stakeholder management skills help you translate data insights into actionable workforce strategies. These competencies ensure accurate forecasting, effective resource allocation, and alignment of workforce planning with organizational goals.

How does a Workforce Planning Analyst typically collaborate with other departments to ensure staffing needs are met?

A Workforce Planning Analyst works closely with HR, operations, and finance teams to gather data on current and projected workforce requirements. They regularly participate in cross-functional meetings to discuss upcoming business needs, seasonal trends, and strategic initiatives that might impact staffing. By analyzing data and sharing insights, they help departments anticipate hiring needs, avoid talent shortages, and optimize workforce allocation. Effective communication and collaboration are key, as the analyst often acts as a liaison between leadership and operational teams.
What are popular job titles related to Workforce Planning Analyst jobs in Washington? For Workforce Planning Analyst jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Workforce Planning Analyst jobs in Washington look for? The top searched job categories for Workforce Planning Analyst jobs in Washington are:
Workforce Planning Analyst jobs near you
Infographic showing various Workforce Planning Analyst job openings in Washington as of July 2026, with employment types broken down into 86% Full Time, 8% Part Time, 1% Temporary, and 5% Contract. Highlights an 85% Physical, 6% Hybrid, and 9% Remote job distribution, with an average salary of $87,348 per year, or $42 per hour.

Workforce Planning Analyst

USAJOBS - Search

Washington, DC • On-site

$143K/yr

Other

Posted 10 days ago

Job description

This position is located in the Small Business Administration, Office of Disaster Recovery and Resilience - HQ in Washington, DC. Employee will serve as a workforce analyst to identify trends, project staffing needs, identify skill gaps, and recommend improvements that right size the workforce, forecast resource requirements, and optimize organizational structure in meeting mission requirements.Qualifications:Federal status applicants must meet both Time-In-Grade AND experience requirements by the closing date of this announcement. However, if you have separated from the Federal Government for at least 52 weeks, you are not subject to the Time-in-Grade requirement.
TIME-IN-GRADE: If you are a current career or career-conditional federal employee applying for promotion under Merit Promotion you must have completed a minimum of 52 weeks in positions at the next level lower than the position being filled.
Experience: To receive credit, you must indicate the month and year as well as the average hours worked per week for each employer. Average work hours must be stated on the resume to quantify each period of work experience or that experience will not be credited toward meeting the specialized experience requirement. You must address the specific specialized experience required for the grade level of this position on your resume or application or you will be rated "Ineligible" for that grade level.
For GS-14 To qualify you must have at least 1 full year (52 weeks) of specialized experience equivalent in difficulty and complexity to the GS-13 level in the Federal service that has equipped you with the knowledge, skill, and abilities to perform successfully in this position. This
experience may have been gained in a Federal or non-Federal service position. This specialized experience must demonstrate the following:
Applicants must have one year of specialized experience equivalent to at least the next lower grade level that demonstrates experience leading strategic workforce planning, organizational analysis, and enterprise-level program evaluation efforts supporting executive leadership.
  • Experience in leading strategic workforce planning including; staffing strategies, hiring authorities, regulations, workforce flexibilities, organizational effectiveness, and workforce management practices; and
  • Independently plan, develop and carry out workforce planning studies, manpower analyses, organizational assessments, workforce readiness reviews, and workforce management initiatives; and
  • Designing, implementing, or maintaining analytical models, performance frameworks, methodologies, or standards used to support executive decision-making, organizational planning, or risk-based program management; and
  • Analyze and evaluate workforce management processes and develop procedures to systematize workforce operations and strengthen workforce accountability.
These qualifications must be clearly referenced in your resume.
Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.
Additional information on the qualification requirements is outlined in the OPM Qualifications Standards Handbook of General Schedule Positions. It is available for your review on OPM's Qualifications web site:
Management and Program Analysis Series 0343 (opm.gov)
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g. Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
All qualification requirements must be met by 11:59 pm (Eastern Time) on 08/06/2026.Education:Education may not be substituted for experience for this position.Employment Type: OTHER

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