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Workforce Planning Manager Jobs in Riverside, CA

Heritage Grocers Group

Workforce Director

Ontario, CA · On-site

$100K - $115K/yr

... labor planning/workforce management (grocery preferred) with 5+ years leading multi site or ... enterprise programs. * Demonstrated success implementing labor forecasting and Fair Workweek ...

Robert Half

Compensation & Benefits Specialist

Irvine, CA · On-site

$35.63 - $41.25/hr

This role supports compensation, benefits, and workforce planning activities by ensuring HR data ... data management, reporting, and system administration within an HRIS environment. • Ability to ...

Kia America

HR Business Partner Manager

Irvine, CA · On-site

The HR Business Partner - Manager leads and develops direct reports, including HR Business Partners ... Provide consultative guidance on organizational effectiveness, team structure, workforce planning ...

Kia America

HR Business Partner Manager

Irvine, CA

The HR Business Partner - Manager leads and develops direct reports, including HR Business Partners ... Provide consultative guidance on organizational effectiveness, team structure, workforce planning ...

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$5

$41

$72

How much do workforce planning manager jobs pay per hour?

As of Jun 3, 2026, the average hourly pay for workforce planning manager in Riverside, CA is $41.47, according to ZipRecruiter salary data. Most workers in this role earn between $34.09 and $45.62 per hour, depending on experience, location, and employer.

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.

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.

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 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 job categories do people searching Workforce Planning Manager jobs in Riverside, CA look for? The top searched job categories for Workforce Planning Manager jobs in Riverside, CA are:
What cities near Riverside, CA are hiring for Workforce Planning Manager jobs? Cities near Riverside, CA with the most Workforce Planning Manager job openings:
Workforce Planning Manager jobs near you
Infographic showing various Workforce Planning Manager job openings in Riverside, CA as of May 2026, with employment types broken down into 2% As Needed, 65% Full Time, 26% Part Time, 2% Temporary, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $86,262 per year, or $41.5 per hour.

Workforce Director

Heritage Grocers Group

Ontario, CA • On-site

$100K - $115K/yr

Full-time

Posted 5 days ago

Job description

At Heritage Grocers Group, how we work is defined by shared values that include absolute integrity, respect and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.
Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, establishing friendships and making a difference in our communities.
POSITION SUMMARY:
The Director, Workforce leads organizational workforce strategy, ensuring the right talent is available at the right time to meet business objectives. This includes stewardship over workforce planning, analytics, talent pipeline development, labor market analysis, and cross-functional coordination to optimize staffing and forecast future needs.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The essential duties and responsibilities of this position include, but are not limited to, the following:
Strategic Workforce Planning
  • Develop multi year staffing plans for store operations and micro fulfillment, with KPIs for productivity, service levels, and labor-to-sales targets; brief Senior Leadership regularly.
  • Analyze labor market trends and forecast staffing needs to ensure workforce agility and operational efficiency.
  • Build and continuously refine labor demand models by store and department using POS trends, seasonality, promos, weather/events, omni fulfillment volume, and task based engineered standards;

Scheduling & Compliance
  • Implement scheduling governance that meets or exceeds State and local "Fair Workweek" rules where applicable
  • Ensure statewide compliance for meal/rest periods (30 minute meal by end of 5th hour; paid 10 minute rest per 4 hours/major fraction; premiums when not provided), where applicable;

Workforce Analytics & Technology
  • Oversee dashboards for forecast accuracy, schedule adherence, predictability pay costs, meal/rest premium incidence, turnover, and labor ROI; leverage WFM tools and AI assisted forecasting to reduce overtime and understaffing.
  • Direct development of workforce metrics, predictive models, and analytics to support decision-making and optimize labor utilization.
  • Oversee data collection, reporting, and dashboards to identify trends and support HR strategy.

Cross-Functional Leadership
  • Collaborate with senior executives to align workforce strategy with long-term business priorities.
  • Develop policies, budgets, and workforce governance processes to support the function.
  • Partner with human resources to ensure compliance with minimum wage guidelines; analyze and construct internal wage bands that both comply state and federal guidelines while meeting internal labor standards and objectives around costs.

Optimization & Operational Excellence
  • Improve resource allocation, reduce labor-related costs, and enhance workforce productivity through analytics and planning.
  • Lead a central team (planning, scheduling ops, reporting) and influence field leadership; drive continuous improvement training for store managers on labor standards, compliance, and use of WFM tools.

SKILLS AND QUALIFICATIONS:
  • Bachelor's or master's degree in HR, Business Administration, Data Analytics, Industrial-Organizational Psychology, or related field.
  • Expertise in workforce planning, analytics, forecasting, or talent optimization.
  • 10+ years in retail labor planning/workforce management (grocery preferred) with 5+ years leading multi site or enterprise programs.
  • Demonstrated success implementing labor forecasting and Fair Workweek scheduling in large retail.
  • Advanced analytics experience (labor standards, regression/time series forecasting, BI).

PHYSICAL DEMANDS AND WORK CONDITIONS:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
  • While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
  • Successful performance requires vision abilities that include close vision and the ability to adjust focus.
  • The work environment is typical of an office.

IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Disclaimer:
Pay Scale $100K-$115k.
The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.

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