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Workforce Planning Analyst Jobs (NOW HIRING)

Clarest Health

Workforce Planning Manager

Phoenix, AZ · On-site +1

$100K - $110K/yr

As a Workforce Planning Manager , you will support the design, implementation, and optimization of ... Strong proficiency in analytical tools such as Excel, SQL, Tableau, or Power BI. * Demonstrated ...

Clarest Health

Workforce Planning Manager

Phoenix, AZ · On-site

$100K - $110K/yr

As a Workforce Planning Manager , you will support the design, implementation, and optimization of ... Strong proficiency in analytical tools such as Excel, SQL, Tableau, or Power BI. * Demonstrated ...

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Workforce Planning Analyst information

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$40.5K

$77.1K

$124K

How much do workforce planning analyst jobs pay per year?

As of Jun 6, 2026, the average yearly pay for workforce planning analyst in the United States is $77,122.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,000.00 and $90,000.00 per year, depending on experience, location, and employer.

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 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.

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.
More about Workforce Planning Analyst jobs
What cities are hiring for Workforce Planning Analyst jobs? Cities with the most Workforce Planning Analyst job openings:
What states have the most Workforce Planning Analyst jobs? States with the most job openings for Workforce Planning Analyst jobs include:
What job categories do people searching Workforce Planning Analyst jobs look for? The top searched job categories for Workforce Planning Analyst jobs are:
Workforce Planning Analyst jobs near you
Infographic showing various Workforce Planning Analyst job openings in the United States as of May 2026, with employment types broken down into 7% As Needed, 82% Full Time, 6% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 80% Physical, 8% Hybrid, and 12% Remote job distribution, with an average salary of $77,122 per year, or $37.1 per hour.
Manager, Workforce Planning - SCoE

Manager, Workforce Planning - SCoE

landstar

Rockford, IL • On-site

Other

PTO

Posted 26 days ago

Landstar rating

7.0

Company rating: 7.0 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

198th of 337 rated logistics

Job description

What work will you perform?

The Workforce Planning Manager is a strategic leader responsible for influencing decisions related to staffing, scheduling, budgeting and hiring for the 24/7, 365 operations in the Service Center of Excellence.  Landstar’s SCoE supports ~40,000+ calls per month across multiple locations (Rockford, IL and Jacksonville, FL).  The Workforce Planning Manager owns short- and long-term forecasting models, the development of annual budget staffing plans, creation and maintenance of staffing models for PTO, training and absenteeism and occupancy. Monitoring and reporting on KPI’s, collaborating cross functionally and conducting WFM training while maintaining data integrity are paramount to success in this role.

Essential Responsibilities:

  • Analyzing and uploading historical workforce data to identify trends, assess current capabilities and forecast future staffing needs.  Analysis includes evaluating metrics such as turnover rates, employee performance against targets, skill-based routing, skill uptraining needs and labor market conditions. 
  • Monitoring contact center staffing and workforce data and projected trends to identify staffing needs and skill gaps within the contact center.  Analysis includes Center work patterns including volumes, attrition rates, and productivity levels.  This is across all contact lines IB, OB, email, and chat. 
  • Forecasting upcoming staffing needs and creating schedules to best accomplish business objectives and performance levels.
  • Collaborating with department leaders, and SCoE leadership to understand staffing requirements and optimize resource allocation. 
  • Facilitating communication between stakeholders to ensure workforce strategies are executed appropriately.
  • Ensures compliance with scheduling and labor law requirements

Required Minimum Experience and Education:

  • High school diploma or equivalent experience.
  • 1 year of experience in scheduling/workforce planning

Preferred Experience and Education:

  • Bachelor’s degree in business administration operations, statistics, or related field.
  • 4 years of experience in scheduling/workforce planning
  • 1 year of experience using WFM software systems
  • 1 year of Talkdesk WFM experience
  • 1 year of prior experience in the transportation services or logistics industry.  
  • 1 year of prior supervisory experience.

Knowledge, Skills, and Abilities:

  • Communication Skills: The ability to communicate clearly and concisely both orally and in writing.  Must possess strong listening skills including the ability to understand staff issues and concerns. 
  • Problem Solving: Must be able to understand and resolve problems quickly and accurately.
  • Analytical Skills: Strong analytical and problem-solving abilities to interpret workforce data and make informed decisions.
  • Computer Systems/Technology: Knowledge of relevant web-based tools used for workforce planning as well as tools specifically used within a contact center. 
  • Flexibility/ Ability to Pivot:  Must be able to adjust workloads and schedules, often frequently, to best meet the staffing needs of the contact center while adhering to both company and labor law requirements. 
  • Working knowledge of Microsoft Office products such as Word and Excel.
  • Working knowledge of transportation management processes and programs including relevant customer service platforms.  
  • Ability to work under pressure.

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