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Workforce Planning Associate Jobs in California (NOW HIRING)

Hanker Systems

Healthcare HR Generalist

Sonora, CA · On-site

$35 - $40/hr

... workforce planning by providing historical data and policy-based guidance. * Ensure compliance with ... Associate's or Bachelor's Degree in Human Resources, Business Administration, or a related field ...

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Workforce Planning Associate information

What is a workforce planning associate?

A Workforce Planning Associate is a professional who helps organizations analyze and forecast their staffing needs to ensure they have the right number of employees with the necessary skills at the right time. Their responsibilities typically include collecting and analyzing data on workforce trends, assisting with the creation of staffing plans, and supporting recruitment and talent management strategies. They work closely with human resources and management teams to optimize workforce efficiency and align staffing with business objectives. This role is essential for helping companies adapt to changes in demand and maintain a competitive edge.

What are the key skills and qualifications needed to thrive as a workforce planning associate?

To thrive as a Workforce Planning Associate, you need strong analytical skills, organizational abilities, and a background in human resources or business, often supported by a relevant degree. Familiarity with workforce management software, data analysis tools (such as Excel or Tableau), and HR information systems is typically required. Excellent communication, attention to detail, and problem-solving skills help you collaborate effectively and adapt to changing workforce demands. These skills are crucial for accurately forecasting staffing needs, optimizing resource allocation, and supporting organizational goals.

How does a workforce planning associate typically collaborate with other departments within an organization?

A Workforce Planning Associate regularly works with HR, operations, and finance teams to gather data on staffing needs, budget constraints, and business forecasts. They facilitate cross-departmental meetings to align workforce strategies with organizational goals, ensuring the right talent is available when needed. Successful collaboration often involves clear communication, data sharing, and active participation in planning sessions to address both immediate and long-term workforce requirements.

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

AspectWorkforce Planning AssociateWorkforce Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; some roles may prefer certifications in workforce planning or HRBachelor's degree in HR, Business, Data Analytics, or related; certifications like SHRM-CP or HR certifications are common
Work EnvironmentOffice setting, collaborating with HR and operations teams, focusing on planning and forecastingOffice environment, analyzing data, preparing reports, supporting HR and management decision-making
Employer & Industry UsageUsed in HR departments across various industries to assist in workforce planningCommon in HR, analytics, and consulting firms, supporting workforce data analysis

The Workforce Planning Associate primarily focuses on developing staffing strategies and forecasting workforce needs, while the Workforce Analyst emphasizes analyzing workforce data to inform HR decisions. Both roles require similar educational backgrounds and work in office settings, but their core responsibilities differ in scope and focus.

What are the most commonly searched types of Workforce Planning jobs in California?

The most popular types of Workforce Planning jobs in California are:

What are popular job titles related to Workforce Planning Associate jobs in California?

For Workforce Planning Associate jobs in California, the most frequently searched job titles are:

What job categories do people searching Workforce Planning Associate jobs in California look for?

The top searched job categories for Workforce Planning Associate jobs in California are:

What cities in California are hiring for Workforce Planning Associate jobs?

Cities in California with the most Workforce Planning Associate job openings:

Workforce Planning Associate jobs near you
Infographic showing various Workforce Planning Associate job openings in California as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, and 4% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution.

HR Division Partner

Lawrence Berkeley National Laboratory

Berkeley, CA • On-site

Full-time

Medical, Retirement, PTO

Re-posted 10 days ago

Lawrence Berkeley National Laboratory rating

9.5

Company rating: 9.5 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

2nd of 121 rated laboratories

Job description

Lawrence Berkeley National Laboratory is hiring a HR Division Partner within the Human Resources division. This position delivers comprehensive, client-centric HR solutions that drive operational excellence across our world-class scientific, engineering, and operational teams. As an embedded HR Division Partner, you will serve as a trusted consultant to division leaders, managers, and employees. In this consultative role, you will provide guidance across key HR programs including talent acquisition, compensation, position management, employee relations, workforce planning, organizational design, and performance management.
Working under general direction, the HR Division Partner will apply sound judgment to assess and resolve moderately complex to complex HR matters, manage competing priorities independently, and partner closely with HR Centers of Expertise. You will play a vital role in enabling data-informed decision-making, fostering an inclusive and high-performing culture, and driving process enhancements that align human capital strategies with the Laboratory's mission. This role will be filled at the Associate or Staff level based on the experience and qualifications of the selected candidate.
We're here for the same mission, to bring science solutions to the world. Join our team and YOU will play a supporting role in our goal to address global challenges! Have a high level of impact and work for an organization associated with 17 Nobel Prizes!
Why join Berkeley Lab?
We invest in our employees by offering a total rewards package you can count on:
  • Exceptional health and retirement benefits, including pension or 401K-style plans
  • Opportunities to grow in your career - check out our Tuition Assistance Program
  • A culture where you'll belong - we are invested in our teams!
  • In addition to accruing vacation and sick time, we also have a Winter Holiday Shutdown every year.
  • Parental bonding leave (for both mothers and fathers)
  • Pet insurance

The Associate HR Division Partner will:
Partnerships & Relationships
  • Serve as a trusted HR Partner to managers and employees, providing expert guidance on HR policies, employment law, and organizational objectives.
  • Build strong relationships by resolving employee concerns through timely, compliant, and well-documented solutions.
  • Partner cross-functionally with HR Centers of Excellence (Talent Acquisition, Compensation, Benefits, Employee Relations, DE&I, Learning & Development) to deliver consistent HR programs and services.

Workforce Planning, Learning & Organizational Development
  • Partner with leadership to support workforce planning, organizational design, staffing strategies, and workforce transitions aligned with business objectives.
  • Analyze workforce trends, organizational structures, and staffing needs to provide recommendations that improve organizational effectiveness and succession planning.
  • Support leadership development and organizational learning initiatives by coordinating training programs and partnering with Learning & Development on program delivery.

Compensation & Recruitment Management
  • Advise managers on compensation, job classification, recruitment, promotions, and salary administration while ensuring compliance with organizational policies and compensation practices.
  • Lead end-to-end recruitment and employment actions, partnering with Talent Acquisition, Compensation, and leadership to deliver timely, compliant hiring outcomes.
  • Develop and review position descriptions, support job evaluations and reclassifications, and contribute to annual performance and compensation review processes.

Data Management
  • Prepare workforce reports, HR dashboards, compensation analyses, and organizational metrics to support strategic decision-making.
  • Analyze workforce data to identify trends, recommend process improvements, and inform workforce planning initiatives.
  • Maintain HRIS data integrity by overseeing accurate employee data management and producing executive-level reports and presentations.

In addition to the above, the Staff HR Division Partner will:
  • Provide resolution to a diverse range of complex problems where analysis of data requires evaluation of identifiable factors.
  • Independently determine and develop approaches to solutions.
  • Exercise judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions.

Required Qualifications:
Associate HR Division Partner:
  • Bachelor's degree in HR, Business, or a related discipline, and/or equivalent experience/training.
  • Minimum of 2 years of relevant HR experience.
  • Demonstrated HR knowledge and hands-on experience across multiple core areas, including compensation, recruitment, benefits, employee/labor relations, training and development, and employment law.
  • Proven experience providing consultative guidance to managers and employees, along with interpreting HR policies, organizational procedures, and employment regulations.
  • Strong track record of clear, effective policy guidance and responsive customer service while managing competing priorities in a fast-paced environment.
  • Excellent communication, interpersonal, problem-solving, and analytical skills to address sensitive HR matters across organizational boundaries.
  • Proficiency with HR Management Systems (HRIS), reporting tools, databases, and advanced computer applications (e.g., Microsoft Office, Google Suite) to generate actionable reports and analyze workforce data.
  • Knowledge of federal and state labor laws and regulations (e.g., FLSA, FMLA, ADA, EO/AA).

In addition to the above, Staff HR Division Partner:
  • Minimum of 5 years of relevant HR experience.
  • Demonstrated ability to independently resolve complex HR issues, exercise sound judgment with minimal direction, and build influential partnerships across management levels.

Desired skills/knowledge:
  • Experience serving as an embedded HR Business Partner or HR Generalist supporting scientific, technical, operational, or research organizations.
  • Experience supporting compensation, classification, recruitment, workforce planning, and organizational design activities.
  • Experience working within a unionized environment and applying collective bargaining agreements.
  • Experience using HRIS and workforce reporting systems, such as PeopleSoft and Taleo.
  • Knowledge of specific DOE, UC, and LBNL human resources policies, procedures, and familiarity with immigration laws/visa categories.
  • Professional HR certification (e.g., PHR, SHRM-CP).

Additional information:
  • Application date: Priority consideration will be given to candidates who apply by August 24, 2026. Applications will be accepted until the job posting is removed.
  • Appointment type: This is a full-time career appointment, exempt (monthly paid) from overtime pay.
  • Salary range:
    • The expected salary for the Associate Division Partner is $89,000 - $105,000 depending upon the candidate's skills, knowledge, and abilities. This includes education, certifications, and years of experience.
    • The expected salary for the Staff HR Division Partner is $109,000 - $125,000 depending upon the candidate's skills, knowledge, and abilities. This includes education, certifications, and years of experience.
  • Multi-level Posting: This position will be hired at a level commensurate with the business needs and the skills, knowledge, and abilities of the successful candidate.
  • Background check: This position is subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
  • Work modality: This position is eligible for a hybrid work schedule - a combination of teleworking and performing work on-site at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA a minimum of two (2) days per week. Additional on-site presence may be required based on business needs, including team meetings, in-person events, or client-facing activities. The ability to flex work location in response to operational and stakeholder needs is an essential aspect of this role. Individuals working a hybrid schedule must reside within 150 miles of Berkeley Lab. A REAL ID or other acceptable form of identification is required to access Berkeley Lab sites (for more information click here).
  • Work authorization: Candidates must be eligible to work in the U.S. at the time of hire. Visa sponsorship is not available for this position.

Want to learn more about working at Berkeley Lab? Please visit: careers.lbl.gov
Equal Employment Opportunity Employer: The foundation of Berkeley Lab is our Stewardship Values: Team Science, Service, Trust, Innovation, and Respect; and we strive to build community with these shared values and commitments. Berkeley Lab is an Equal Opportunity Employer. We heartily welcome applications from all who could contribute to the Lab's mission of leading scientific discovery, excellence, and professionalism. In support of our rich global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories under State and Federal law.
Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts an offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; or have filed an appeal of a finding of substantiated misconduct with a previous employer. For additional information, click here.

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