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Workforce Planning Manager Jobs in Tennessee (NOW HIRING)

Techoundsllc

Production Manager

Brownsville, TN

The Production Manager partners closely with Operations leadership to meet plant goals and deliver ... Work closely with HR, Engineering, Quality, and Maintenance to support workforce planning, problem ...

Techoundsllc

Production Manager

Brownsville, TN

The Production Manager partners closely with Operations leadership to meet plant goals and deliver ... Work closely with HR, Engineering, Quality, and Maintenance to support workforce planning, problem ...

Denso

Manager, Human Resources

Maryville, TN

Responsible for workforce planning, working with other areas of HR in succession planning, negotiating contracts with vendors, coordination of contract personnel, developing and managing internship ...

Denso

Manager, Human Resources

Maryville, TN · On-site

Responsible for workforce planning, working with other areas of HR in succession planning, negotiating contracts with vendors, coordination of contract personnel, developing and managing internship ...

ZRG Careers

Labor Relations Manager

Alcoa, TN · On-site

Senior Labor Relations Manager - Pittsburgh, PA The Senior Labor Relations Manager is responsible ... Shape labor strategy and workforce planning. * Complex labor environment: Multiple union ...

Penske

District Human Resources Manager

Nashville, TN · On-site

Talent Acquisition and Workforce Planning Collaborate with all departments to identify and propose ... Support Area HR Managers in partnering with Labor Relations, conducting location risk assessments ...

ENSTRUCTURE LLC

Regional Human Resources Manager

Memphis, TN · On-site

$67K - $93K/yr

Partner with hiring managers to support recruiting efforts, including workforce planning, candidate selection, interviewing, and hiring decisions. * Manage full-cycle recruitment for assigned ...

Penske

District Human Resources Manager

Nashville, TN

Talent Acquisition and Workforce Planning Collaborate with all departments to identify and propose ... Support Area HR Managers in partnering with Labor Relations, conducting location risk assessments ...

Penske

District Human Resources Manager

Knoxville, TN

Talent Acquisition and Workforce Planning Collaborate with all departments to identify and propose ... Support Area HR Managers in partnering with Labor Relations, conducting location risk assessments ...

Penske

District Human Resources Manager

Knoxville, TN · On-site

Talent Acquisition and Workforce Planning • Collaborate with all departments to identify and ... Manager to create and plan a recruiting strategy and prioritize efforts. Associate and Labor ...

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Workforce Planning Manager information

See Tennessee salary details

$4

$36

$63

How much do workforce planning manager jobs pay per hour?

As of Aug 8, 2026, the average hourly pay for workforce planning manager in Tennessee is $36.08, according to ZipRecruiter salary data. Most workers in this role earn between $29.66 and $39.71 per hour, depending on experience, location, and employer.

How does a workforce planning manager typically collaborate with other departments to ensure effective staffing strategies?

A Workforce Planning Manager works closely with HR, finance, and department heads to align staffing plans with organizational goals and budget constraints. This involves regular meetings to understand future project demands, skill gaps, and succession plans. By fostering cross-functional communication, the manager ensures that recruitment and workforce development initiatives are proactive and data-driven, helping the organization remain agile and competitive. Collaboration also helps anticipate challenges, such as talent shortages or changes in business priorities, allowing for timely adjustments to staffing strategies.

Is workforce planning manager a good career?

A workforce planning manager is a strategic role responsible for analyzing staffing needs, forecasting labor demand, and developing staffing plans to meet organizational goals. It requires strong analytical skills, knowledge of HR practices, and proficiency with data tools, making it a valuable and growing career path in human resources and organizational management.

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

AspectWorkforce Planning ManagerWorkforce Analyst
CredentialsBachelor's degree in HR, Business, or related field; often with experience in workforce planningBachelor's degree in HR, Business, Data Analysis, or related field; often with analytical skills
Work EnvironmentStrategic planning teams, HR departments, corporate officesData analysis teams, HR departments, operational units
Employer & Industry UsageUsed in large organizations across industries for strategic workforce planningCommon in HR and analytics departments for data-driven insights

The Workforce Planning Manager focuses on developing strategic staffing plans and forecasting future workforce needs, while the Workforce Analyst primarily analyzes data to support workforce decisions. Both roles require analytical skills and HR knowledge but differ in scope and seniority.

What does a workforce planning manager do?

A Workforce Planning Manager is responsible for analyzing and forecasting an organization's staffing needs to ensure the right number of employees with the appropriate skills are available when needed. They work closely with HR, finance, and department leaders to develop strategies for recruiting, retaining, and allocating talent. Their goal is to optimize workforce productivity, manage costs, and support the organization's long-term objectives by anticipating future labor demands and addressing any gaps.

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

To thrive as a Workforce Planning Manager, you need strong analytical skills, an understanding of HR principles, and experience in workforce strategy, typically supported by a degree in business, HR, or a related field. Familiarity with workforce analytics platforms, HRIS systems, and data visualization tools, as well as certifications like SHRM or CIPD, is highly valuable. Excellent communication, stakeholder management, and problem-solving abilities help you influence decision-makers and drive effective planning initiatives. These skills ensure optimal staffing levels, improved business performance, and agile responses to organizational needs.
What are the most commonly searched types of Workforce Planning jobs in Tennessee? The most popular types of Workforce Planning jobs in Tennessee are:
What cities in Tennessee are hiring for Workforce Planning Manager jobs? Cities in Tennessee with the most Workforce Planning Manager job openings:
Workforce Planning Manager jobs near you
Infographic showing various Workforce Planning Manager job openings in Tennessee as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $75,046 per year, or $36.1 per hour.

Manufacturing Capacity Strategy & Execution Leader

Atmus Filtration Technologies, Inc.

Nashville, TN • On-site

Full-time

Medical, Dental, Life, Retirement

Posted 21 days ago

Atmus Filtration Technologies rating

7.2

Company rating: 7.2 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

Job description


Manufacturing Capacity Strategy & Execution Leader
As the Manufacturing Capacity Strategy & Execution Leader, you will serve as the principal architect of Atmus' global manufacturing network footprint. This high-impact executive role demands a visionary leader who can seamlessly translate complex business demand and long-term corporate priorities into decisive strategic actions. You will champion enterprise-wide decisions regarding capacity planning, make-versus-buy strategies, footprint optimization, and capital allocation to drive sustainable operational excellence. This role is on-site with flexibility, based out of our core hubs in either Nashville, TN or Indianapolis, IN.
Responsibilities
Capacity Planning
  • Own the global manufacturing capacity plan across near-, medium-, and long-term horizons.
  • Identify constraints, excess capacity, capability gaps, and capital requirements by plant, process, and product family.
  • Lead resolution of capacity issues that cannot be addressed within individual plants or regions.
  • Ensure existing capacity, productivity, and network opportunities are evaluated before additional capital is committed.
  • Maintain clear assumptions for demand, utilization, efficiency, labor, product mix, and operational risk.

Make-versus-Buy
  • Lead enterprise make-versus-buy evaluations for products, components, and manufacturing processes.
  • Develop fact-based recommendations considering total cost, capacity, capital, quality, technology, intellectual property, responsiveness, and supply risk.
  • Partner with Sourcing, Engineering, Finance, Quality, and Operations to execute approved decisions.
  • Periodically review previous decisions to confirm continued strategic and financial alignment.

Manufacturing Footprint and Transfers of Work
  • Develop and maintain the global manufacturing footprint roadmap and intended role of each plant.
  • Lead transfers of work between plants and between internal and external manufacturing sources.
  • Evaluate opportunities to expand, reduce, repurpose, or realign manufacturing capacity based on business needs.
  • Ensure transitions address tooling, inventory, quality validation, systems, customer approvals, workforce requirements, and operational readiness.
  • Manage execution risk and confirm delivery of the approved business case.

Headcount and Organizational Ratios
  • Establish consistent benchmarks for direct labor, indirect labor, supervision, and plant-support functions.
  • Translate demand, productivity, automation, and operating assumptions into workforce requirements.
  • Identify structural productivity opportunities while protecting critical plant capabilities.
  • Partner with Plant Managers, Human Resources, and Finance to develop and execute headcount plans.
  • Track performance against approved workforce and organizational productivity targets.

Plant Productivity Hopper
  • Own the enterprise pipeline of manufacturing productivity opportunities.
  • Establish common standards for identifying, validating, prioritizing, and tracking initiatives.
  • Ensure each initiative has clear ownership, timing, investment, risk, and financial benefit.
  • Partner with Finance to validate baselines and confirm savings realization.
  • Maintain sufficient opportunity coverage to deliver annual productivity and longer-term margin commitments.
  • Escalate gaps in pipeline value, execution, resources, or benefit realization.

Strategy Deployment
  • Translate Atmus' manufacturing and integrated supply chain strategy into a sequenced portfolio of initiatives.
  • Align capacity, footprint, capital, automation, productivity, workforce, and make-versus-buy priorities.
  • Establish clear objectives, owners, milestones, measures, and governance.
  • Maintain a multiyear manufacturing strategy deployment roadmap.
  • Provide senior leadership with transparent recommendations, trade-offs, risks, and progress updates.

Program Leadership
  • Lead complex cross-functional programs spanning multiple plants, regions, and functions.
  • Establish integrated plans covering scope, resources, schedule, capital, savings, risks, and decision requirements.
  • Coordinate execution across Manufacturing, Engineering, Planning, Finance, Sourcing, Human Resources, Quality, Information Technology, and Commercial teams.
  • Escalate issues early and drive accountability for operational and financial outcomes.
  • Build alignment and influence stakeholders across the organization.
  • Ensure initiatives deliver the approved business case, not simply project completion.

Key Measures of Success
  • Capacity risks identified and resolved before customer or revenue impact.
  • Improved utilization of existing manufacturing assets.
  • Successful execution of work transfers and footprint initiatives.
  • Delivery of productivity, cost, capital-avoidance, and headcount commitments.
  • Stronger alignment between demand, capacity, capital, workforce, and strategy.
  • Clear and consistent make-versus-buy and manufacturing footprint decisions.
  • A robust plant productivity hopper with validated and realized benefits.

Qualifications
Education
  • College, university, or equivalent degree required. Green Belt certification required.
  • This position may require licensing for compliance with export controls or sanctions regulations.

Experience
  • Fifteen or more years of progressive manufacturing, operations or supply chain experience.
  • Demonstrated experience in capacity planning, manufacturing strategy, footprint optimization, work transfers, productivity, or capital planning.
  • Experience leading complex cross-functional programs across multiple plants or regions.
  • Strong understanding of manufacturing economics, capacity analysis, labor modeling, capital evaluation, and business-case development.
  • Strong analytical, financial, program-management, and executive communication skills.
  • Demonstrated ability to influence effectively in a global matrix organization.
  • Ability to manage multiple priorities while maintaining focus on execution and results.
  • Ability to travel approximately 35%, including internationally.

Base salary range: $161,000 - $250,000
Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate's qualifications and experience, where appropriate.
Compensation and Benefits
Base salary rate commensurate with experience. Additional benefits vary between locations and include options such as our 401(k) Retirement Savings Plan, Medical/Dental/Life Insurance, Health Savings Account, other personal and professional benefits.
Atmus and E-verify
At Atmus, we are proud to be an equal opportunity and affirmative action employer dedicated to diversity in the workplace. Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law.
Atmus will validate the right to work using E-Verify. Atmus will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization.

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