How to hire a workforce management analyst

How to hire a workforce management analyst, step by step

Here's a step-by-step workforce management analyst hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a workforce management analyst job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new workforce management analyst
• Step 8: Go through the hiring process checklist

What does a workforce management analyst do?

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1. Identify your hiring needs

   Before you start hiring a workforce management analyst, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a workforce management analyst to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a workforce management analyst that fits the bill.

   The following list breaks down different types of workforce management analysts and their corresponding salaries.

   Type of Workforce Management Analyst	Description	Hourly rate
   Workforce Management Analyst	Management analysts, often called management consultants, propose ways to improve the efficiency of an organization. They advise managers on how to make organizations more profitable through reduced costs and increased revenues.	$20-45
   Business Operations Analyst	A business operations analyst is a professional who identifies and solves issues related to the performance of the business operations. Together with the management and engineering departments, business operations analysts must analyze and review a vast amount of data to identify business opportunities... Show more	$21-42
   Analyst	Analysts are employees or individual contributors with a vast experience in a particular field that help the organization address challenges. They help the organization improve processes, policies, and other operations protocol by studying the current processes in place and determining the effectiveness of those processes... Show more	$25-47

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Call Volume
   • PowerPoint
   • Schedule Adherence
   • Data Analysis
   • Strong Analytical
   • SQL
   • HR
   • Process Improvement
   • Center Management
   • PTO
   • Performance Metrics
   • WFM
   • Historical Data
   • Capacity Planning

   Check all skills

   Responsibilities:

   • Manage and monitor agent performance using CMS to achieve optimal response for customer calls.
   • Direct daily departmental operations to ensure client metric requirements and internal SLA's are achieve.
   • Manage call center reports utilizing Avaya ACD, CMS, IEX and ensure accuracy and distribution compliance.
   • Manage forecasts and staffing coverage to ensure SLA's are met, attributing to awards receive based on performance.
   • Perform reviews of select teams and programs to determine whether VBA and federal policies and guidelines are effectively implement and manage.
   • Test IVR system to detect any issues, monitor real-time adherence and prepare and update various ACD reports for management.

   More workforce management analyst duties

3. Make a budget

   Including a salary range in your workforce management analyst job description is a great way to entice the best and brightest candidates. A workforce management analyst salary can vary based on several factors:

   • Location. For example, workforce management analysts' average salary in florida is 52% less than in new york.
   • Seniority. Entry-level workforce management analysts earn 55% less than senior-level workforce management analysts.
   • Certifications. A workforce management analyst with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a workforce management analyst's salary.

   Average workforce management analyst salary

   $64,447yearly

   $30.98 hourly rate

   ---

   Entry-level workforce management analyst salary

   $43,000 yearly salary

   Updated December 17, 2025

   Average workforce management analyst salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$93,724	$45
   2	District of Columbia	$91,863	$44
   3	Washington	$91,587	$44
   4	Virginia	$89,059	$43
   5	Massachusetts	$88,771	$43
   6	California	$83,285	$40
   7	Illinois	$82,587	$40
   8	New Hampshire	$80,914	$39
   9	Pennsylvania	$78,688	$38
   10	Connecticut	$72,417	$35
   11	Wisconsin	$72,390	$35
   12	Colorado	$72,334	$35
   13	Ohio	$70,435	$34
   14	Missouri	$69,259	$33
   15	Nevada	$69,173	$33
   16	Texas	$66,636	$32
   17	Louisiana	$65,626	$32
   18	Oregon	$65,626	$32
   19	Michigan	$64,508	$31
   20	Georgia	$61,426	$30

   Average workforce management analyst salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$122,604	$58.94	210
   2	PayPal	$120,744	$58.05	18
   3	eBay	$107,655	$51.76	11
   4	AstraZeneca	$98,979	$47.59	5
   5	DocuSign	$97,961	$47.10	4
   6	TripActions	$96,410	$46.35
   7	Zapier	$93,237	$44.83	1
   8	Amazon	$93,019	$44.72	109
   9	Barclays	$92,394	$44.42
   10	Citi	$91,651	$44.06	48
   11	Morgan Stanley	$91,649	$44.06	76
   12	Getaround	$90,180	$43.36
   13	Portland General Electric	$89,160	$42.87
   14	JPMorgan Chase & Co.	$87,736	$42.18	1,081
   15	Subaru	$87,619	$42.12	4
   16	Booz Allen Hamilton	$86,614	$41.64	95
   17	Henry Schein	$86,459	$41.57
   18	Eaton	$82,446	$39.64	4
   19	Nordstrom	$82,418	$39.62	14
   20	Kemper	$82,046	$39.45	1

4. Writing a workforce management analyst job description

   A good workforce management analyst job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a workforce management analyst job description:

   Workforce management analyst job description example

   Provides operational support and report writing services in a multi-platform environment for the call center. Functions as a member of the Operations Team for the call center. Analyzes contact center trends, including call volume, call patterns, staff productivity, attrition rates, and resource allocation. Conducts call pattern forecasting and schedule planning activities to help meet business unit objectives. Monitors and/or develops the application of scheduling systems, including policy and procedures, operating structure, and information flow. May recommend operational improvements.Essential Functions:- Develops hourly, daily, weekly and monthly historical reports from the automated call distribution and PC based contact management systems. Presents trend reports to management to assist in organizational development.- Designs and utilizes survey/reports to monitor and assess service center performance.- Develops and maintains user profiles/I.D.s. for the customer service representatives in the ACD and Contact Management systems (for skill based routing and scheduling purposes).- Administrator of the Workforce Management System to forecast and produce schedules and show adherence for Customer Service Representatives for the Call Center.- Provides training to Customer Service Reps./Management on software and statistical data.- Works with outside telecommunications companies/vendors to assist Senior Data Analyst with Adds/Moves Changes as needed.- Identifies changes in operations, budgets, quality of services or practices. Defines problems/issues; proposes and discusses solutions with appropriate parties. Determines need for automated data analysis and/or research project to assess current systems/procedures and develops new tools for data collection.
   
   Basic Qualifications:Experience- Minimum three (3) years of call center/Health Plan experience.Education- Associate's degree in related field, OR two (2) years of experience in a directly related field.- High School Diploma or General Education Development (GED) required.License, Certification, Registration- N/A Additional Requirements:- Has substantial understanding of the job, and applies knowledge and skills to complete a wide range of tasks.- Must be able to work in a Labor/Management Partnership environment.
   Preferred Qualifications:- N/A
   
   COMPANY: KAISER
   
   TITLE: Workforce Scheduling Analyst
   
   LOCATION: Corona, California
   
   REQNUMBER: 1112921
   
   External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status.

   Copy this example

   

5. Post your job

   To find workforce management analysts for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any workforce management analysts they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level workforce management analysts with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your workforce management analyst job on Zippia to find and recruit workforce management analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting workforce management analysts requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new workforce management analyst

   Once you've selected the best workforce management analyst candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new workforce management analyst. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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How much does it cost to hire a workforce management analyst?