How to hire a workforce manager

How to hire a workforce manager, step by step

Here's a step-by-step workforce manager 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 manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new workforce manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the workforce manager you need to hire. Certain workforce manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 manager 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 manager that fits the bill.

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

   Type of Workforce Manager	Description	Hourly rate
   Workforce Manager	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$25-62
   Plant Manager	In general, plant managers are responsible for the entire operations in a manufacturing plant. Plant managers plan, direct, organize, and run the optimum operations of the plant daily... Show more	$40-73
   Night Manager	A night manager is a professional employee who is responsible for all hotel operations during the night. Night managers must assist the front office manager in all areas of the department, including managing front desk staff, payroll, and enforcing financial control... Show more	$13-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HR
   • PowerPoint
   • Process Improvement
   • Payroll
   • Performance Management
   • Employee Engagement
   • Capacity Planning
   • Schedule Adherence
   • KPIs
   • Continuous Improvement
   • Direct Reports
   • Center Management
   • Customer Satisfaction
   • WFM

   Check all skills

   Responsibilities:

   • Manage ACD / AOD predictive dialer while analyzing calls flow and call table performance.
   • Manage high level HVAC, mechanical, and project management services with extremely tight deadlines with minimal impact to branch operations.
   • Manage vehicle export sales administration; financial analysis, system support, logistics requirements and operational support for all export destinations.
   • Experience with blend (ACD, AOD and IVR) call centers.
   • Measure and analyze KPIs for customer services efficiency and customer satisfaction.
   • Perform routine testing of IVR and call flow.

3. Make a budget

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

   • Location. For example, workforce managers' average salary in montana is 56% less than in district of columbia.
   • Seniority. Entry-level workforce managers earn 58% less than senior-level workforce managers.
   • Certifications. A workforce manager 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 manager's salary.

   Average workforce manager salary

   $83,983yearly

   $40.38 hourly rate

   ---

   Entry-level workforce manager salary

   $54,000 yearly salary

   Updated December 17, 2025

4. Writing a workforce manager job description

   A job description for a workforce manager role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a workforce manager job description:

   Workforce manager job description example

   Arq Group changes the way businesses do business. From award winning mobile apps, cloud and analytical insights, to design thinking and digital marketing. We define, design and create products and solutions that solve problems, big and small. Arq Group are Australia's leading experts in Digital Solutions.
   
   We create technology. We partner with our clients to solve problems others can't. We do this by hiring the best people out there!
   What's the opportunity?
   With record growth, we have created a Workforce Manager/Capability Ops Manager role to uplift and enhance the achievement of capability and organisational objectives by providing a dedicated focus on capability operations team activities encompassing resource utilisation, compliance activities, and planning ensuring a strong foundation for customer success
   
   What you will be doing?
   No day will be the same with new and emerging technology, people, and customers you will be supporting the daily delivery lifecycle across a broad. Operations focus with your remit spanning across people, project support, scheduling, reporting, timecards, and sales support.
   Responsibilities Strategically resource teams to align with business needs Influence, lead and give insights on Resource Management nationally across the business Analyse gaps in pipeline to identify skills shortage and recruitment opportunities Develop and implement strategies on workforce planning, deployment, and talent management to actively support the objectives of the business Implement system hygiene within the organisation, understanding and communicating how all of the systems work together to drive key performance Leading the team through coaching and mentoring to people and teams Onboard new starters with the core skills of system use, understanding their individual skills, and set them up for success with regards to the use of the systems Identify challenges, opportunities and solutions Provide Management information to Leadership and the Finance & Operations Lead on key metrics including utilisation, demand generation, pipeline and forecasting
   RequirementsResource planning and scheduling, or project management experience, within a corporate or professional services environment Prior experience in either Resource Management, Human Resources and /or Project Management.High level of cultural awareness and equally encourage a culturally safe work environment Demonstrated 2 -3 years' experience managing a small team Highly numerate and comfortable with analysing and interpreting data with a high degree of accuracy and the ability to draw high level business insights from the results Strong stakeholder management experience and ability to influence and negotiate with senior stakeholders across the business, commercially minded & logical thinker Ability to resolve conflict effectively, with a solution-focussed working style, and the ability to act as an escalation point within the business Plan and prioritise, be able to multitask and manage a significant workload under pressure and with a high level of personal resilience
   About you
   You are passionate about process with a strong eye for details. Do you look great wearing multiple hats? We are looking for someone who can bring order to the chaos whilst having fun along the way. You will shine if you can build strong relationships that work to influence outcomes whilst proactively working to continuously improve our systems and processes.
   
   Arq Group is the dynamic space for smart thinkers. We create unforgettable experiences, solve complex challenges, and provide seamless, end-to-end solutions for businesses, big and small…. from design thinking to customer solutions, leading mobile, cloud and analytical insights, digital marketing, to web design. We are Australia's leading digital partner, powering the growth of businesses, big and small.
   
   At Arq you'll find a true work-life balance. You'll be part of a sincere team that's all about diversity, equality, teamwork and mutual support. Sound like the place for you? Then tell us why you're the one for us.
   
   At Arq we believe a diverse workforce supported by an inclusive culture is central to our success and we actively encourage applications from those who bring diversity of thought to our business. We support candidate requests for adjustment to accommodate an illness, injury or disability to equitably participate in the selection process.

   Copy this example

   

5. Post your job

   There are a few common ways to find workforce managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   To successfully recruit workforce managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 manager

   Once you've decided on a perfect workforce manager candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 manager. 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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