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Workforce Planning Manager Jobs in Riverside, CA

NAL Syncreon

Manager, HR

Moreno Valley, CA · On-site

HR Manager - Lead the People Strategy for a Major Warehouse Start-Up! Salary Range 115,000 to 125 ... and workforce planning initiatives * Drive employee relations and foster a positive workplace ...

syncreon

Manager, HR

Moreno Valley, CA · On-site

HR Manager - Lead the People Strategy for a Major Warehouse Start-Up! Salary Range 115,000 to 125 ... and workforce planning initiatives * Drive employee relations and foster a positive workplace ...

3P Partners

Director of Human Resources

Moreno Valley, CA · On-site

$130/hr

Lead core HR functions including benefits, workforce planning, succession management, employee relations, and compliance * Leverage HR analytics and key performance indicators to provide insights to ...

Dick's Sporting Goods

Assistant Store Manager

Eastvale, CA · On-site

$50K - $83K/yr

Partners with store leadership team to hire a strong, inclusive, and diverse team and manage store workforce planning (including payroll budget and scheduling). * Holds team accountable for meeting ...

Dick's Sporting Goods

Assistant Store Manager

Eastvale, CA · On-site

$50K - $83K/yr

Partners with store leadership team to hire a strong, inclusive, and diverse team and manage store workforce planning (including payroll budget and scheduling). * Holds team accountable for meeting ...

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All JobsWorkforce Planning Manager JobsWorkforce Planning Manager Jobs in Riverside, CA

Workforce Planning Manager information

See Riverside, CA salary details

$5

$41

$72

How much do workforce planning manager jobs pay per hour?

As of Jun 9, 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.

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 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 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 June 2026, with employment types broken down into 2% As Needed, 73% Full Time, 19% Part Time, 2% Temporary, and 4% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $86,262 per year, or $41.5 per hour.
Vice President, People Data and Technology

Vice President, People Data and Technology

Easterseals Southern California

Irvine, CA • On-site

Full-time

Posted 4 days ago

Job description

Easterseals Southern California transforms lives every day. For over a century, Easterseals has championed inclusion and independence-delivering essential services like early childhood programs, autism services, employment and independent living support to more than 29,000 people each year. Through advocacy and education, we break barriers and create opportunities for the one-in-four Americans with disabilities.
Join Easterseals Southern California as the Vice President, People Data & Technology. In this leadership role, you'll drive the strategy, governance, and operational excellence of the Workday platform, partnering closely with the Chief People Officer and Chief Information Officer. You'll lead Workday as the central system for HR, payroll, talent, and workforce data-enabling scalable operations and impactful, data-driven decisions. Bring your technical expertise and people leadership to advance our mission and values through innovative technology solutions.
Hiring Range: $195k - $240k
OVERVIEW OF POSITION:
The Vice President, People Data & Technology reports directly to the Chief People Officer, with a dotted-line relationship to the Chief Information Officer to ensure alignment on enterprise systems, data architecture, and digital strategy. This role serves as the executive owner of the Workday platform, accountable for its end-to-end strategy, governance, and operational excellence. The VP leads Workday as the system of record for people, pay, talent, and workforce data, ensuring the platform enables scalable HR operations, strong manager experiences, and compliant, data-driven decision-making across the organization. The role balances deep technical expertise with people leadership and close partnership with HR functional leaders in support of the mission-driven workforce to advance ESSC mission and values through technology.
ESSENTIAL FUNCTIONS:
Strategic Leadership & Workday Optimization
  • Defines and executes a multi-year HR technology roadmap with Workday as the central platform.
  • Defines the Workday product vision and operating model, including roadmap prioritization, release management, tenant strategy, and lifecycle governance.
  • Serves as executive sponsor for Workday implementations, module expansions, and major re-architectures.
  • Leads the design, configuration, and continuous improvement of Workday modules including HCM, Compensation, Talent Management, Talent Acquisition, Absence, etc., and payroll integrations.
  • Supports integration between Workday and other enterprise systems (e.g., scheduling/time systems) that captures and exchanges worker and organizational data to ensure accuracy, consistency, and appropriate governance.
  • Establishes configuration standards, security frameworks, business process governance, and data definitions across People Services.
  • Partners with IT and external vendors to ensure scalability, security, and compliance of HR systems.

People Analytics & Workforce Intelligence
  • Builds and leads a high-performing People Analytics and HRIS organization.
  • Drives analytics that directly supports compensation planning, workforce planning, succession, and equity analysis.
  • Ensures Workday reporting and downstream analytics align with HR programs and compliance requirements.
  • Translates complex workforce data into actionable insights and executive narratives.
  • Promotes data literacy and self-service analytics across HR and business functions.
  • Establishes and tracks measures of system performance and customer satisfaction (e.g., service levels, user-experience feedback) and leads action planning and continuous improvements based on findings.

Governance, Compliance & Risk Management
  • Defines the Workday security model, including role-based access, segregation of duties, and audit controls.
  • Partners with Legal/Compliance, Internal Audit, and IT Security on Workday-related audits and remediation efforts.
  • Ensures compliance with labor, payroll, privacy, and healthcare-adjacent regulatory requirements.
  • Leads change management for major system upgrades and new technology rollouts.
Stakeholder Engagement & Team Leadership
  • Leads, mentors, and develops multidisciplinary teams spanning HRIS, analytics, and program delivery.
  • Acts as a trusted partner to HR executives, translating people strategy into scalable systems and data solutions.
  • Collaborates with Finance, IT, Legal/Compliance, and service line leaders to align technology with organizational needs.
  • Manages vendor relationships and HR technology budgets.

What Success Looks Like
  • Workday is a trusted, stable, and scalable system of record supporting People Services and leaders across the organization.
  • HR leaders and executives rely on Workday data and analytics for workforce planning, compensation cycles, talent decisions, and compliance.
  • People Data & Technology teams are viewed as strategic partners, delivering consistent, high-quality solutions and insights.
  • The organization confidently navigates audits, regulatory requirements, and growth with strong Workday controls and data governance.
  • Associates and managers experience efficient, intuitive HR processes enabled by well-designed Workday configuration and adoption.
  • The function operates with clear governance, strong vendor management, and a sustainable roadmap aligned to organizational priorities.

EDUCATION:
  • Bachelor's degree in HR, IT, Business, or related field; Master's preferred.
  • Workday certifications are a plus.

EXPERIENCE:
  • 15+ years of experience leading HR technology and people data functions, including direct ownership of Workday.
  • Demonstrated experience managing HRIS and people analytics teams in complex organizations.
  • Strong understanding of core HR disciplines including Compensation, Talent, Payroll, and Workforce Planning.
  • Experience in nonprofit or healthcare environments preferred.
  • Preference for someone located in Southern California within driving distance of ESSC (Irvine CA).

EXPECTED NUMBER OF DIRECT REPORTS:
KNOWLEDGE, SKILLS, ABILITIES:
  • Visionary, systems-oriented leader with the ability to translate People strategy into a pragmatic HR technology and data roadmap.
  • Proven ability to partner with senior leaders across People, IT, Finance, Legal, and Operations to deliver enterprise-wide solutions and measurable outcomes.
  • Demonstrated capability to lead enterprise change, drive adoption of new HR technologies, and mature operating models (governance, service delivery, and continuous improvement).
  • Exceptional written, verbal, and presentation skills, with the ability to influence and engage diverse internal and external stakeholders.
  • Proficiency in leveraging data analytics, performance dashboards, and enterprise systems to inform decision-making and improve outcomes.
  • Strong business management skills including the ability to make sound and ethical business decisions.
  • Experience leading and supporting diverse teams, with a demonstrated commitment to accessibility and inclusive practices for employees and program participants.
  • Ability to inspire and motivate a diverse team to achieve organizational goals.
  • Ability to travel locally; maintain driving record in compliance with Transportation Safety Standards; maintain auto insurance and vehicle registration.
  • Ability to obtain and maintain a criminal record/fingerprint clearance from the Department of Justice and Federal Bureau of Investigation, per Easterseals Southern California and/or program requirements.
  • Must pass all drug testing required by ESSC.

PHYSICAL REQUIREMENTS IN ACCORDANCE WITH ADA:
  • Carrying/Lifting:

Occasional / 0 to 25lbs.
  • Standing:

Occasional / Up to 3 hours a day.
  • Sitting:

Constant / Up to 8 hours a day.
  • Walking:

Occasional / Up to 3 hours a day.
  • Travel:

Occasional regional and organizational travel.
  • Repetitive Motion/Activity:

Keyboard activity, telephone use, writing.
  • Visual Acuity:

Ability to view computer monitors and read newsprint.
  • Environmental Exposure:

Office-based with some clinical or community site visits.

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