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Workforce Program Manager Jobs in Missouri (NOW HIRING)

Oregon Department of Fish and Wildlife

$7.5K - $11K/mo

Develop Workforce Capacity: Support staff through training, performance management, and ... Represent the Program Publicly: Serve as a spokesperson for the agency, educating the public on ...

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Workforce Program Manager information

See Missouri salary details

$36.1K

$100.8K

$147.3K

How much do workforce program manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for workforce program manager in Missouri is $100,798.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,600.00 and $124,300.00 per year, depending on experience, location, and employer.

What does a workforce program manager do?

A Workforce Program Manager is responsible for designing, implementing, and overseeing programs aimed at developing and supporting an organization's workforce. This role often involves analyzing workforce needs, managing training and development initiatives, and collaborating with various departments to ensure employees have the skills and resources required for success. Workforce Program Managers also monitor program effectiveness and make adjustments to improve outcomes and align with business goals. They play a key role in talent management, employee engagement, and organizational growth.

What are the key skills and qualifications needed to thrive as a workforce program manager?

To thrive as a Workforce Program Manager, you need expertise in workforce development, program management, and data analysis, typically supported by a bachelor’s or master’s degree in human resources, business, or a related field. Familiarity with workforce management software, project management tools like MS Project or Asana, and relevant certifications such as PMP or SHRM-CP is often required. Exceptional communication, leadership, and problem-solving skills help you collaborate with stakeholders and drive program outcomes. These capabilities are essential for effectively aligning workforce initiatives with organizational goals and ensuring successful program delivery.

What are some common challenges faced by workforce program managers when implementing new workforce initiatives?

Workforce Program Managers often encounter challenges such as securing stakeholder buy-in, aligning programs with organizational goals, and managing change among staff. Balancing the needs of diverse departments and ensuring clear communication across teams can be complex. Additionally, measuring the impact of workforce initiatives and adjusting strategies based on feedback are key responsibilities that require adaptability and strong analytical skills.

What is the difference between Workforce Program Manager vs Workforce Development Coordinator?

AspectWorkforce Program ManagerWorkforce Development Coordinator
Required CredentialsBachelor's degree, experience in program managementBachelor's degree, experience in workforce development or related field
Work EnvironmentOversees multiple programs, manages teams, interacts with stakeholdersSupports program activities, coordinates between participants and agencies
Employer & Industry UsageGovernment agencies, nonprofits, educational institutionsCommunity organizations, workforce agencies, training providers

The Workforce Program Manager typically has broader responsibilities, overseeing multiple initiatives and managing teams, while the Workforce Development Coordinator focuses on supporting specific program activities and participant engagement. Both roles require similar educational backgrounds and are used within workforce development sectors, but the Program Manager holds a more strategic and supervisory position.

What are popular job titles related to Workforce Program Manager jobs in Missouri?

For Workforce Program Manager jobs in Missouri, the most frequently searched job titles are:

What job categories do people searching Workforce Program Manager jobs in Missouri look for?

The top searched job categories for Workforce Program Manager jobs in Missouri are:

What cities in Missouri are hiring for Workforce Program Manager jobs?

Cities in Missouri with the most Workforce Program Manager job openings:

Workforce Program Manager jobs near you

Senior HR Manager - Strategic Workforce Planning - Corporate HR (Kansas City)

Burns & McDonnell

Kansas City, MO • On-site

Full-time

Re-posted 10 days ago

Burns & McDonnell rating

8.4

Company rating: 8.4 out of 10

Based on 51 frontline employees who took The Breakroom Quiz

6th of 80 rated construction

Job description

The Senior Human Resources Manager, Strategic Workforce Planning, is responsible for leading the enterprise-wide development and implementation of a comprehensive workforce planning strategy to ensure the organization has the right talent, skills and resources to meet its current and future business objectives. This position will collaborate closely with business leaders, HR leaders and various stakeholders to create and execute workforce plans that align workforce capabilities with organizational goals, anticipate future talent needs and drive organizational efficiency and growth.
  • Develop and implement an enterprise-wide strategic workforce planning framework and methodology.
  • Partner with executive and business unit leadership to understand long-term business objectives and translate them into future talent requirements.
  • Support HR business partners in working with the business units to create actionable workforce plans that support long-term business objectives.
  • Analyze current workforce data, market trends and business projections to forecast future talent needs, identify potential skills gaps, highlight areas of surplus and predict future talent demands across the organization.
  • Serve as a subject matter expert, collaborating with all functional areas of Human Resources to create integrated future-focused talent strategies that support the long-term business objectives.
  • Consult with executive and business leadership to inform, align and support organizational and business unit talent strategies.
  • Develop and implement an enterprise-wide succession planning framework and methodology to identify critical roles and develop comprehensive succession plans to ensure leadership continuity.
  • Create and maintain an enterprise-wide skills ontology, including methodology to complete skills inventory and competency mapping for the current workforce and future talent needs.
  • Develop and present data-driven insights and assessments of workforce trends, progress of workforce programs & initiatives and workforce effectiveness and readiness to leadership.
  • Monitor external labor market trends and benchmark best practices in workforce planning to ensure the company remains competitive.
  • Collaborate with Enterprise Transformation Office (EXO) program team on the development and implementation of an enterprise-wide framework and methodology to oversee the allocation of human resources, ensuring optimal staffing levels, efficient utilization and cost-effectiveness.
  • Partner with business leaders and HR business partners to identify and support workforce optimization initiatives, such as restructuring, redeployment or outsourcing to align talent with business needs.
  • Implement and manage tools and technology systems that support workforce planning, analytics and reporting to support data-driven decision making.
  • Monitor the level of effort required to successfully manage and execute the strategic workforce planning function within HR. Make staffing recommendations as warranted, considering department budget and prioritization of staffing needs.
  • If future growth in the strategic workforce planning functional area leads to the creation of a team, additional responsibilities for this position would include recruitment, development, training and retention of staff, conducting performance evaluations, providing leadership, guidance and instruction, and interpreting the organization's policies, purposes and goals to staff within the functional area.
  • Provide leadership, guidance, and instruction to less experienced staff.
  • Responsible for QA/QC process adherence.
  • Responsible for compliance with company and site safety policies.
  • Performs other duties as assigned
  • Complies with all policies and standards
  • Bachelor Degree in human resources, business administration, finance, or a related field and 14 years experience in a progressive HR role Required
  • Minimum of seven years of direct experience in strategic workforce planning, HR analytics, or a similar data-driven talent strategy role.
  • Previous program management experience preferred.
  • Previous management experience preferred.
  • Previous experience in the A/E/C industry preferred.
  • Demonstrated knowledge of workforce planning methodologies, forecasting techniques, and talent management principles.
  • Strong quantitative, analytical, and problem-solving skills with the ability to interpret and present complex data to a senior audience.
  • Experience with HR information, performance, learning, engagement and applicant systems and workforce planning/analytics software (e.g., Oracle, Cornerstone, Qualtrics, Taleo, Visier).
  • Ability to think critically and strategically to connect talent strategy with business outcomes.
  • Demonstrated ability to develop cross-functional relationships and influence senior leaders and stakeholders.
  • Excellent written and verbal communication skills, with a proven ability to present data-driven stories.
  • Ability to coordinate, prioritize, and balance multiple issues and assignments simultaneously.

What Burns & McDonnell employees say

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About Burns & McDonnell

Sourced by ZipRecruiter

Burns & McDonnell assists clients of all sizes and industries by providing extensive physical services ranging from assessments, integrated security solutions, and large security architecture designs. Services we typically provide include security and safety system design, threat, risk, and vulnerability assessments, security surveys, security master planning, compliance to federal security programs, independent validation and verification of integrated security system operations, management of installation and maintenance, and staff augmentation to develop and implement facility management and protection processes.

Industry

Civil engineering construction

Company size

10,000+ Employees

Headquarters location

Kansas City, MO, US

Year founded

1898

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