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Workforce Staffing Jobs in Arizona (NOW HIRING)

Chubb

WFM Lead, NA Contact Center

Phoenix, AZ · On-site

Translate forecasts into staffing models and capacity plans that align headcount with service level targets. * Analyze workforce performance data and recommend improvements to forecasts, schedules ...

Chubb

WFM Lead, NA Contact Center

Phoenix, AZ

Translate forecasts into staffing models and capacity plans that align headcount with service level targets. * Analyze workforce performance data and recommend improvements to forecasts, schedules ...

Whatnot

Planning Analyst, Workforce Management

Phoenix, AZ · On-site

$100K - $115K/yr

You will be workforce management's daily interface with the people who run the floor. You will be a ... Own short-notice staffing solutions. Identify gaps early, source OT or flex coverage, and ensure ...

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Workforce Staffing information

See Arizona salary details

$23.3K

$71.2K

$151K

How much do workforce staffing jobs pay per year?

As of Aug 22, 2026, the average yearly pay for workforce staffing in Arizona is $71,212.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,300.00 and $85,700.00 per year, depending on experience, location, and employer.

What is workforce staffing?

Workforce staffing refers to the process of recruiting, hiring, and managing employees to meet an organization's labor needs. This includes analyzing workforce requirements, sourcing candidates, conducting interviews, and ensuring that the right number of qualified workers are available when needed. Workforce staffing professionals often work in industries with fluctuating labor demands, such as warehouses, manufacturing, or retail, to ensure optimal staffing levels. Their goal is to align staffing strategies with business objectives for maximum productivity and efficiency.

What are the key skills and qualifications needed to thrive as a workforce staffing specialist?

To thrive as a Workforce Staffing Specialist, you need expertise in recruitment strategies, workforce planning, and knowledge of labor laws, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and data analytics tools is typically required. Strong interpersonal skills, attention to detail, and effective communication set top performers apart in this role. These competencies ensure efficient hiring processes, regulatory compliance, and the ability to match the right talent with organizational needs.

What are the typical challenges faced by professionals in workforce staffing, and how can they be managed?

Professionals in Workforce Staffing often encounter challenges such as managing fluctuating hiring demands, maintaining a pipeline of qualified candidates, and ensuring compliance with labor regulations. Balancing urgent hiring needs with long-term workforce planning requires strong organizational and communication skills. Building strong relationships with hiring managers and regularly updating sourcing strategies can help address these challenges effectively. Additionally, staying informed about labor market trends and utilizing technology for applicant tracking can streamline the staffing process.

What is the difference between Workforce Staffing vs Temporary Staffing?

AspectWorkforce StaffingTemporary Staffing
CredentialsVaries by role, often includes basic certificationsSimilar, often requiring minimal certifications
Work EnvironmentVaries from office to industrial settingsTypically short-term, project-based environments
Employer UsageUsed by companies to fill ongoing or seasonal needsUsed for short-term staffing solutions
Search & Comparison IntentFocuses on long-term staffing solutionsFocuses on immediate, short-term needs

Workforce Staffing involves providing employees for ongoing or seasonal roles, often with a focus on long-term placement. Temporary Staffing, on the other hand, emphasizes short-term, project-based roles to meet immediate staffing needs. Both serve different strategic purposes but often overlap in credentials and work environments.

What are popular job titles related to Workforce Staffing jobs in Arizona?

For Workforce Staffing jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Workforce Staffing jobs in Arizona look for?

The top searched job categories for Workforce Staffing jobs in Arizona are:

Workforce Staffing jobs near you
Infographic showing various Workforce Staffing job openings in Arizona as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $71,212 per year, or $34.2 per hour.

Senior Manager, Workforce Management - GUS

Grainger Businesses

Tempe, AZ • On-site

$113K - $189K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 25 days ago

Grainger rating

8.2

Company rating: 8.2 out of 10

Based on 182 frontline employees who took The Breakroom Quiz

37th of 365 rated logistics

Job description

 

Work Location Type: Remote  

Req Number  331494

About Grainger

W.W. Grainger, Inc. is a leading broad line distributor with operations primarily in North America and Japan. At Grainger, We Keep the World Working by serving more than 4.6 million customers worldwide with maintenance, repair and operating (MRO) products and value-added solutions delivered through innovative technology and deep customer expertise. Known for its commitment to service and purpose-driven culture, the Company reported 2025 revenue of $17.9 billion. For more information, visitwww.grainger.com. 

Compensation

The anticipated base pay compensation range for this position is $113,900.00 - $189,900.00. This role is eligible for an incentive target of up to 20 %, based on the achievement of individual and company performance objectives in accordance with the current terms of the incentive program which are subject to change.

Rewards and Benefits

With benefits starting on day one, our programs provide choice and flexibility to meet team members' individual needs, including:

  • Medical, dental, vision, and life insurance plans with coverage starting on day one of employment and 6 free sessions each year with a licensed therapist to support your emotional wellbeing.
  • 18 paid time off (PTO) days annually for full-time employees (accrual prorated based on employment start date) and 6 company holidays per year.
  • 6% company contribution to a 401(k) Retirement Savings Plan each pay period, no employee contribution required.
  • Employee discounts, tuition reimbursement, student loan refinancing and free access to financial counseling, education, and tools.
  • Maternity support programs, nursing benefits, and up to 14 weeks paid leave for birth parents and up to 4 weeks paid leave for non-birth parents.

For additional information and details regarding Grainger's benefits, please click on the link below:

https://experience100.ehr.com/grainger/Home/Tools-Resources/Key-Resources/New-Hire

Grainger Benefits

The pay range provided above is not a guarantee of compensation.  The range reflects the potential base pay for this role at the time of this posting based on the job grade for this position. Individual base pay compensation will depend, in part, on factors such as geographic work location and relevant experience and skills.   

The anticipated compensation range described above is subject to change and the compensation ultimately paid may be higher or lower than the range described above. 

Grainger reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion at any time, consistent with applicable law.

Position Details
The Senior Manager, Workforce Planning leads workforce planning, scheduling, real-time resource management, and contact center reporting to support service level performance, resource utilization, and cost-to-serve objectives. The role establishes workforce management practices, metrics, staffing models, and technology roadmaps that enable consistent operational execution across the Contact Center network. The position manages and develops the Workforce Management team, partners with Contact Center leadership, and provides analytics that make performance drivers visible and actionable. The role supports contact center strategy by improving forecasting, capacity planning, contingency planning, and continuous improvement practices across a multi-site service environment.


You Will
  • Lead and develop the Workforce Management team by setting objectives, coaching performance, identifying training needs, and building team capability across workforce planning, scheduling, and real-time resource management.
  • Establish standardized workforce management practices, policies, procedures, metrics, and governance to improve resource utilization, service level performance, operational consistency, and accountability across the Contact Center network.
  • Develop staffing models, forecasts, schedules, and capacity plans that balance customer demand, labor availability, productivity, service level goals, staffing flexibility, and cost-to-serve objectives.
  • Direct real-time resource management by monitoring service level performance, identifying variance drivers, coordinating operational adjustments, and supporting timely decisions that improve customer experience and efficiency.
  • Provide reporting, analytics, and performance insights to Contact Center leadership by translating workforce, telephony, productivity, and operational data into clear recommendations for business decisions.
  • Evaluate workforce management tools, telephony platforms, automated call distribution technologies, and related systems to support a technology roadmap that improves capability, efficiency, data quality, and scalability.
  • Partner with senior leadership and Contact Center stakeholders to make workforce and service challenges visible, recommend solutions, manage budget planning inputs, and balance service performance, cost, staffing flexibility, and business priorities.
  • Lead continuous improvement, contingency planning, and disaster recovery efforts to strengthen operational resilience, standardize scalable process improvements, and support Contact Center strategy.
You Have
  • Bachelor's Degree or equivalent
  • 7+ years in service center, contact center, workforce management, operations planning, business intelligence, or related operational analytics environments required
  • 3+ years using workforce management tools, telephony systems, automated call distribution technologies, and related reporting or analytics platforms required
  • Knowledge of workforce management principles, including forecasting, capacity planning, scheduling, real-time resource management, interval-level service drivers, staffing models, and service level performance management.
  • Experience using workforce management, telephony, and automated call distribution tools such as Aspect, Blue Pumpkin, IEX, Avaya, Cisco, or comparable systems to support contact center planning, reporting, and operational decision-making.
  • Experience developing workforce analytics, performance reports, operational metrics, and root-cause insights that identify improvement opportunities and support leadership decisions in a contact center or service center environment.
  • Knowledge of multi-site contact center operations, system interdependencies, technology roadmaps, contingency planning, budget inputs, and continuous improvement practices that support scalable and resilient workforce operations.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex (including pregnancy), national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, protected veteran status or any other protected characteristic under federal, state, or local law. We are proud to be an equal opportunity workplace.

We are committed to fostering an inclusive, accessible work environment that includes both providing reasonable accommodations to individuals with disabilities during the application and hiring process as well as throughout the course of one's employment, should you need a reasonable accommodation during the application and selection process, including, but not limited to use of our website, any part of the application, interview or hiring process, please advise us so that we can provide appropriate assistance.

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About Grainger

Sourced by ZipRecruiter

Grainger is a leading broad line distributor with operations primarily in North America, Japan and the United Kingdom. We achieve our purpose, We Keep the World Working®, by serving more than 4.5 million customers with a wide range of products that keep their operations running and their people safe. Grainger also delivers services and solutions, such as technical support and inventory management, to save customers time and money. We're looking for passionate people who can move our company forward. As one of the 100 Best Companies to Work For, we have a welcoming workplace where you can build a career for yourself while fulfilling our purpose to keep the world working. We embrace new ways of thinking and recognize everyone is an individual. Find your way with Grainger today.

Industry

Office administration and facilities support services

Company size

10,000+ Employees

Headquarters location

Lake Forest, IL, US

Year founded

1927

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