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Workforce Jobs in Massachusetts (NOW HIRING)

ViziRecruiter,LLC.

Analyst Workforce Systems

Quincy, MA · On-site

$72.88 - $109.32/hr

Overview The Analyst Workforce Systems is responsible for supporting the functionality of the Kronos Workforce systems to support the labor management business requirements for the ADUSA Brands. This ...

New

Vrtx

Director, Workforce Planning

Boston, MA · On-site

$184K - $277K/yr

The Workforce Planning Director will lead Vertex's enterprise workforce planning cycle, partnering with Strategic Finance, People Analytics, HRBPs, Talent Acquisition, Strategic Sourcing, and Digital ...

Primark

Workforce Optimization Manager

Boston, MA · On-site

Company Description USA - Workforce Optimization Manager Boston Based 3 days a week The Retail Workforce Optimization Manager will work as part of the US Retail Operations Team and matrixed with the ...

Primark

Workforce Optimization Manager

Boston, MA · On-site

Company Description USA - Workforce Optimization Manager Boston Based 3 days a week The Retail Workforce Optimization Manager will work as part of the US Retail Operations Team and matrixed with the ...

Primark

Workforce Optimization Manager

Boston, MA · On-site

Company Description USA - Workforce Optimization Manager Boston Based 3 days a week The Retail Workforce Optimization Manager will work as part of the US Retail Operations Team and matrixed with the ...

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Workforce information

See Massachusetts salary details

$27.3K

$83.5K

$176.9K

How much do workforce jobs pay per year?

As of Sep 3, 2026, the average yearly pay for workforce in Massachusetts is $83,457.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,900.00 and $100,500.00 per year, depending on experience, location, and employer.

What is a workforce?

A workforce is the total number of people who are employed or available for employment in a particular organization, industry, or economy. It includes all individuals who are working or actively seeking work. Workforce management involves planning, hiring, training, and retaining employees to meet organizational goals. Understanding the workforce is crucial for ensuring that a business has the right number of employees with the necessary skills to operate efficiently.

What are different types of jobs in workforce management?

Workforce management jobs are usually a part of the human resources department and focus on predicting the future needs of the company. In this field, you may create a plan to ensure each department has the necessary personnel, determine whether or not the company needs to train people before they can provide the needed services, and support the overall development of the business. Workforce managers frequently collect and use data to understand employee efficiency and how many personnel are required to ensure the company continues functioning. Most workforce management roles also determine how many extra employees the company needs. It is not acceptable for the entire business to shut down because one person is out sick, so having a backup or plan for problems with every position in the company is part of this job.

What are the key skills and qualifications needed to thrive in a workforce management role, and why are they important?

To thrive in a Workforce Management role, you need strong analytical skills, knowledge of labor laws, and experience with staffing strategies, often supported by a degree in business, HR, or a related field. Familiarity with workforce management software such as Kronos, ADP, or SAP SuccessFactors, and relevant certifications like SHRM-CP or PHR are common requirements. Excellent communication, problem-solving, and organizational skills help professionals effectively balance operational needs and employee satisfaction. These abilities are crucial for optimizing staffing efficiency, compliance, and overall organizational productivity.

What are some common challenges faced by workforce analysts, and how can new hires effectively address them?

Workforce analysts often encounter challenges such as balancing shifting business demands with accurate staffing forecasts, handling large sets of workforce data, and communicating insights to stakeholders who may not have a data background. New hires can effectively address these by developing strong analytical skills, becoming proficient in workforce management tools, and building relationships with operations and HR teams to better understand their needs. Regularly collaborating with team members and seeking feedback can also help new workforce analysts refine their approach and deliver more actionable recommendations.

What is the difference between Workforce vs Technician?

AspectWorkforceTechnician
CredentialsVaries; often includes general training or certificationsSpecific technical certifications or licenses
Work EnvironmentVarious settings, including factories, offices, or fieldworkLaboratories, manufacturing plants, or technical service areas
Employer & Industry UsageUsed broadly across industries to describe general staffUsed specifically for skilled technical roles
Search & Comparison IntentUnderstanding general roles and employment optionsSeeking technical skills and certifications

Workforce refers to a broad group of employees with varying skills, often including general labor or support roles. Technicians are specialized workers with technical training and certifications, working in more technical environments. While both are essential in many industries, the Workforce encompasses a wider range of roles, whereas Technicians focus on technical expertise and skills.

More about Workforce jobs

What are the most commonly searched types of Workforce jobs in Massachusetts?

The most popular types of Workforce jobs in Massachusetts are:

What cities in Massachusetts are hiring for Workforce jobs?

Cities in Massachusetts with the most Workforce job openings:

Workforce jobs near you
Infographic showing various Workforce job openings in Massachusetts as of August 2026, with employment types broken down into 79% Full Time, 12% Part Time, 1% Temporary, 7% Contract, and 1% Nights. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $83,457 per year, or $40.1 per hour.

Workforce & Talent Insights Analyst

Ocean Spray

Lakeville, MA • On-site, Remote

$65K - $81K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 12 days ago

Ocean Spray rating

9.0

Company rating: 9.0 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

13th of 443 rated food and drinks producers

Job description

Ocean Spray is hiring for a(n) Workforce & Talent Insights Analyst! We're a team of farmers, thinkers, creators, and doers. Whatever your title, whatever your role - it always comes back to this: we're a farmer-owned co-op where everyone rolls up their sleeves to get the job done. Three maverick farmers started it all - and we've been making our own way ever since.
Position Location: We're all about flexibility. This will be a remote role based out of our corporate headquarters in Lakeville, MA. We are open to remote candidates.
The Workforce & Talent Insights Analyst leverages data, analytics, and evidence-based practices to support informed workforce and talent decisions. This role focuses on descriptive, diagnostic, and predictive analysis of organizational data-analyzing, visualizing, and communicating insights to improve hiring quality, development outcomes, team member experience outcomes, and data-informed decision-making across the Cooperative. The role partners closely with HR, business leaders, and cross-functional teams to translate complex data into clear, actionable insights that drive continuous improvement. This position emphasizes hands-on analytics, data storytelling, and practical application of measurement principles.
A Day in the Life...
  • Analyze workforce, talent, assessment, and survey data to identify trends, risks, and opportunities impacting hiring, retention, internal movement, and team member experience.
  • Design, build, and maintain dashboards, scorecards, reports, and data visualizations that translate complex data into clear, actionable insights for HR and business stakeholders.
  • Apply descriptive, diagnostic, and predictive analytics (e.g., trend analysis, regression, longitudinal analysis) to anticipate outcomes and support proactive workforce and talent decisions.
  • Support the analysis and continuous improvement of assessment and selection programs by evaluating outcomes, effectiveness, and fairness indicators using data and reporting.
  • Partner with HR, Talent, Learning & Development, and Continuous Improvement teams to define metrics, data requirements, and analytic approaches aligned to business needs.
  • Develop documentation, job aids, and training materials to support data literacy and adoption of workforce and talent insights.

What We Are Looking For:
Required
  • Bachelor's degree in Data Analytics, Industrial/Organizational Psychology, Human Resources, Organizational Psychology, or a related field.
  • Advanced proficiency in developing and maintaining dashboards, scorecards, reports, and data visualizations (e.g., Power BI or similar) that clearly communicate insights to HR and business stakeholders.
  • Strong analytical and problem-solving skills (e.g., collect, clean, integrate, and analyze workforce, talent, assessment, and survey data).
  • Ability to conduct exploratory, descriptive, and predictive analyses using statistical techniques (e.g., regression, trend, or longitudinal analysis) to identify trends, risks, and opportunities.
  • Experience analyzing assessment, survey, and talent data-including validity, adverse impact, fairness, and program effectiveness-to support continuous improvement and data-informed decisions.
  • Ability to partner with senior team members and cross-functional HR stakeholders (e.g., L&D, Talent Acquisition, Total Rewards) to define metrics, track outcomes, and share actionable insights.
  • Curiosity and commitment to staying informed on emerging research, tools, and best practices in people analytics, assessments, and survey methodology.

Preferred
  • Master's degree in Data Analytics, Industrial/Organizational Psychology, Human Resources, Organizational Psychology, or a related field.
  • 3 years of relevant experience in workforce analytics, people analytics, or talent analytics roles preferred
  • Experience with Workday preferred

Physical Requirements
  • Requires the ability to drive in a car for long distances or extended periods of time.
  • Requires the ability to travel by plane on periodic basis.

Education:
Bachelor's or University Degree (Required)Master's Degree (Preferred)
Work Experience:
At least 3 Years of Experience
Annual Salary:
$65,000 - $81,300
The base salary range information above serves as a guideline of the position's typical hiring range. We value and appreciate what makes you unique and will consider a variety of factors when determining an offer. These factors include, but are not limited to, your skills and experience, external and internal benchmarks, as well as overall company considerations. Certain positions may be eligible for short-term and long-term incentive rewards. We also offer a competitive and comprehensive benefits program that supports all aspects of your health and well-being.
Benefits:
  • Complete insurance package on Day-1 that includes a plethora of health and wellness programs
    • Health, Dental and Vision insurance
    • Health savings account
    • Flexible spending account
    • Life and accident insurance
    • Employee assistance program
    • Telehealth services
    • 1:1 health coaching
    • Supportive benefits for all the stages of your life
  • 401(k) with up to 6% Company matching; additional potential discretionary match at year-end
  • Short-Term Incentive/Performance bonuses
  • Flexible scheduling options
  • Vacation pay, up to three weeks of time (pro-rated for your first year of employment)
  • Holiday pay for 12 holidays
  • Career development and growth opportunities
  • Tuition/Education assistance programs
  • Access to LinkedIn Learning
  • Scholarship programs for children of employees
  • Parental leave
  • Bright Horizons Family Solutions - Back-up care, tutoring, etc.
  • Adoption assistance
  • Bereavement leave
  • Up to $300 fitness reimbursement
  • Up to $300 massage reimbursement
  • Employee appreciation events
  • Employee discounts
  • Charitable giving

Who We Are:
You might have our iconic cranberry juice in your fridge or have gotten into heated holiday debate about what's better - canned or fresh cranberry sauce. But did you know that the hardworking people growing the superfruit in our products are 700 family farmers that own our cooperative? They entrust us with what is most precious to them to create new and innovative products that will delight consumers and grow this beloved brand today and into the future.
Team members, farmers, consumers and communities alike--we value what makes us unique and strive to connect our farms to families for a better life by living our values:
  • Grower Mindset - We embrace our grower-owners innovative spirit and heritage through confidence, learning and focus on the future.
  • Sustainable Results - Guided by purpose, we are focused on delivering results for our grower-owners.
  • Integrity Above All - We are ethical, doing the right thing for our grower-owners, customers, consumers and each other
  • Inclusive Teamwork - We build diverse and inclusive teams that strengthen our cooperative.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

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