workforce specialist

<div>
 
 We&rsquo;re Hiring:
 
 Mid-Level WFM Scheduling Analyst &ndash; Teleperformance
 
 
 
 
 
 
 
 *Position Overview:
 
 
 
 
 
 
 We are looking for a detail-oriented WFM Scheduling Analyst to join our team. You will be responsible for creating and managing schedules for Operations Customer Experts, ensuring optimal staffing, smooth workflow, and employee satisfaction. As business needs change daily and weekly, you&rsquo;ll play a key role in aligning workforce availability with operational demands.
 
 
 
 
 
 
 *Key Responsibilities:
 
 
 
 
 
 
 1: automatically allocate schedules to Operations Customer Experts to ensure service levels, legal compliance, and resource optimization.
 
 
 2: Analyze staffing requirements for each workplace.
 
 
 3: Discuss employee schedules directly with managers.
 
 
 4: Support database updates with employee information.
 
 
 5: Create and validate working schedules, manage schedule deviations, and prepare permanent schedules.
 
 
 6: Select Customer Service Representatives for new and ongoing projects/training.
 
 
 7: Schedule employees for training programs requiring new skills.
 
 
 8: Collaborate with other departments to enhance project performance.
 
 
 9: Actively participate in continuous improvement initiatives, offering fresh and innovative ideas.
 
 
 10: Immediately report any policy or procedure infractions to Teleperformance Management.
 
 
 
 
 
 
 *Required Qualifications:
 
 
 
 
 
 
 
 *Education &amp; Training:
 
 
 
 
 
 
 1: Higher Education Degree.
 
 
 2: Fluency in English.
 
 
 
 
 
 
 *Work Experience:
 
 
 
 
 
 
 2&ndash;5 years in contact centers, shared services, or related industries supporting international markets.
 
 
 
 
 
 *Skills &amp; Competencies:
 
 
 
 
 
 
 
 *Technical Skills:
 
 
 
 Strong knowledge of Microsoft Office (especially advanced Excel).
 
 
 
 
 
 
 *Soft Skills
 
 
 
 
 
 
 1: Analytical mindset
 
 
 2: Flexibility
 
 
 3: Planning &amp; organizing
 
 
 4: Problem solving
 
 
 5: Time management
 
 
 6: Decision-Making Scope
 
 
 
 
 
 
 *Decisions Expected:
 
 
 
 
 
 
 Report any issues affecting projects or the organization to the WFM Assistant Manager.
 
 
 
 
 *How to Apply:
 
 
 You can apply here and also you can share your CV: mahiiemuhammed@gmail.com
 
 
 
 
 
 Kindly mention
 
 WFM Scheduling Analyst
 
 in the email subject to help us reach your application faster and ease the screening process.
 
</div>

Workforce Specialist

QFAB – Qatar Fabrication Company

<div>
 
 
 Position
 
 :
 
 OD &amp; Workforce Specialist
 
 
 
 
 Reports To:
 
 Head of Rewards &amp; OD (Nakilat)
 
 
 
 Company:
 
 Qatar Fabrication Company
 
 
 
 Location :
 
 Ras Laffan / Qatar
 
 
 
 
 
 
 Job Summary and Purpose
 
 
 
 Handle all activities related to the different Organizational Development initiatives, in terms of reviewing and updating organization structure, job description, and competency framework. As well as ensure the proper allocations of resources by defining current and future manpower needs to meet Qatar Fabrication Company strategic goals.
 
 
 
 
 
 
 Key Accountabilities:
 
 
 
 
 
 
 
 Organizational Development &amp; Job Design:
 
 
 
 
 
 <ul>
 <li>
 Handle and implement the organization development initiatives while working closely with the various Divisions/Departments across Qatar Fabrication Company.
 </li>
 <li>
 Advice management on change and organizational development requirements in order to meet the business objectives of Qatar Fabrication Company and based on clear analysis and benchmarks with other leading Oil and Gas shipping companies.
 </li>
 <li>
 Develop, review and update job descriptions in coordination with Qatar Fabrication Company different Divisions/Departments, using the appropriate tools, which include interviews, questionnaires, job analysis, etc., to ensure that all job descriptions are accurate.
 </li>
 <li>
 Define and update the behavioral and technical competencies in addition to their respective proficiency levels that are required to perform the various jobs effectively in coordination with the appropriate stakeholders.
 </li>
 <li>
 Coordinate with the different functions within Qatar Fabrication Company in order to ensure that the competency framework is still relevant and make necessary adjustments when necessary.
 </li>
 <li>
 Coordinate with the Learning and Development section in the development of the competency matrices and performance management system and ensure that competencies are properly linked to the performance management system.
 </li>
 </ul>
 
 
 
 
 
 Workforce/ Manpower Planning:
 
 
 
 
 
 <ul>
 <li>
 Work closely with the various Divisions/Departments across Qatar Fabrication Company to gain a deep understanding of their workforce needs in line with the organization&rsquo;s strategic goals.
 </li>
 <li>
 Advice management on workforce requirements to meet the business objectives and based on analysis and benchmarks with other leading peer organizations.
 </li>
 <li>
 Provide guidance and support to all Divisions and Departments in areas related manpower planning, and provide solutions and recommendations as needed.
 </li>
 <li>
 Analyze and review requests related to changes in the approved manpower plans and get all required information and justifications to seek approval/decision for the top management.
 </li>
 <li>
 Develop manpower budgets in coordination with the Finance function and submit manpower plans and budget to the senior management for endorsement while ensuring compliance with overall HR policies and procedures.
 </li>
 </ul>
 
 
 
 
 
 Generic Accountabilities:
 
 
 
 
 
 
 
 Safety, Health, Environment, &amp; Quality (SHEQ):
 
 
 
 
 
 <ul>
 <li>
 Adhere to all relevant SHEQ policies, procedures, instructions and controls so that company provides a safe, world-class, secure and environmentally responsible service to customers, the public and its own people.
 </li>
 <li>
 Prioritizes his own and his colleagues&rsquo; well-being while maintaining a safe and healthy work environment. Adheres to all health &amp; safety protocols, participates in wellbeing &amp; wellness programs, and promptly reports any concerns regarding the wellbeing of oneself &amp; others in order to foster a culture of best practice.
 </li>
 </ul>
 
 
 
 
 
 Policies, Systems, Processes &amp; Procedures:
 
 
 
 
 
 <ul>
 <li>
 Implement approved departmental policies, processes and procedures.
 </li>
 </ul>
 
 
 
 
 
 Others:
 
 
 
 
 
 <ul>
 <li>
 Documents and maintain related records and documents.
 </li>
 <li>
 Coordinate with the Employee Relations Section- Recruitment Unit with regards to implementing the manpower plan and Qatarization targets.
 </li>
 <li>
 Continuously refine workforce planning processes to adapt to changing organizational needs.
 </li>
 <li>
 Stay informed about emerging trends and best practices in workforce planning.
 </li>
 </ul>
 
 
 
 
 
 Qualifications, Experience and Skills
 
 
 
 
 
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in business administration, Human Resources or any other related field.
 </li>
 <li>
 A certification in a relevant discipline from an accredited institution (e.g. CIPD, PHR, SPHR, CIR, ACIR), is highly preferred.
 </li>
 </ul>
 
 
 
 
 
 Experience:
 
 
 <ul>
 <li>
 5 - 7 years of related experience of which a minimum of 3-5 years should be in a similar position / responsibility
 </li>
 <li>
 Previous experience in the Oil &amp; Gas industry and regional experience is preferred
 </li>
 </ul>
 
 
 
 
 
 Skills:
 
 
 <ul>
 <li>
 Extensive Knowledge of organizational development principles and best practices
 </li>
 <li>
 Working Knowledge of HRM-ERP systems, preferably SAP
 </li>
 <li>
 Knowledge of Microsoft Office
 </li>
 <li>
 Proficiency in statistical analysis and data visualization tools (e.g., Excel, Tableau, Python, or R).
 </li>
 <li>
 Strong project management skills to oversee the implementation of workforce planning initiatives
 </li>
 <li>
 Strategic thinking and problem-solving abilities, with a focus on aligning workforce strategies with organizational goals.
 </li>
 </ul>
</div>

OD & Workforce Specialist

Amazon

<div>
 
 Description
 
 
 
 Amazon&rsquo;s Workforce Staffing (WFS) team is pioneering solutions to our toughest workforce challenges across the globe, building innovative labor models and infrastructure that improve Amazon&rsquo;s employment value proposition and scale over time. We are looking to hire a talented and committed WFS Specialist to join the Workforce Staffing (WFS) Team. We are a geographically distributed team, and you would be located at our buildings in Giza to support EGY Org.
 
 
 Key job responsibilities
 
 
 <ul>
 <li>
 Creates a vision, based upon data, for a team/business and develops scalable strategies that capture the best talent and most diverse candidates at the lowest cost per hire and cost per WFS employee
 </li>
 <li>
 Evolves and implements labor acquisition strategies inclusive of employee class recommendations, labor pool utilization, talent pool conversion and other channel resources across different Amazon businesses
 </li>
 <li>
 Partners with local Site Leadership teams to include but not limited to Operations, Finance, Human Resources, and associated workflow teams to optimize labor requirements
 </li>
 <li>
 Develops and maintains relationships with both internal and external stakeholders to build long term partnerships
 </li>
 <li>
 Manages the analyses of daily, weekly, and monthly reporting of Workforce Staffing performance via Key Performance Indicators
 </li>
 <li>
 Forecast labor demand plans and create scalable staffing strategies to build infrastructure and ensure team resource capabilities meet business demand
 </li>
 <li>
 Evolves and implements strategies based off consistently changing needs of the business by tracking hiring event schedules and forecasted attendance rates
 </li>
 <li>
 Leads and drives projects, of increasing scale and complexity, and manages programs through completion
 </li>
 <li>
 Sets KPI&rsquo;s benchmarks, metrics, and understands how to prioritize to meet and exceed all business SLAs
 </li>
 <li>
 Must be able to travel as needed to conduct events in various locations within your designated Node or assigned geographical area.
 </li>
 <li>
 Manage and own cost per hire budgets through oversight of labor acquisition, advertising and other talent acquisition costs within the node
 </li>
 <li>
 Manage and build strategies to optimize candidate cycle time, conversion rates and applicant funnel metrics to benchmark
 </li>
 <li>
 Exceed associate experience service levels and KPI&rsquo;s measured by hiring activity results and defect reduction
 </li>
 <li>
 Partner with site Finance Managers and Operations Leaders to forecast and plan labor demand
 
 
 </li>
 </ul>
 
 Basic Qualifications
 
 
 
 <ul>
 <li>
 3+ years of human resources experience
 </li>
 <li>
 Experience with HR processes and systems
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 Experience with process improvement and stakeholder management
 </li>
 <li>
 Experience managing confidential and sensitive employee information and adherence to strict confidentiality standards
 
 
 </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 
 
 Company
 
 - Souq.com for E-Commerce LLC
 
 
 Job ID: A3137393
</div>

Workforce Staffing Specialist, Workforce Staffing

<div>
 
 
 Job Overview
 
 
 
 
 
 
 The role of a WFM Analyst is to support the workforce management function within an organization by
 
 
 analyzing data, forecasting workload, and optimizing resource allocation through to support the
 
 
 achievement of KPI and organizational objectives.
 
 
 
 
 
 
 Responsibilities
 
 
 
 
 
 
 
 
 
 Data Analysis, Forecasting and Financial Analysis:
 
 <ul>
 <li>
 Tracking and analyzing historical data, trends, and patterns to forecast workload
 </li>
 </ul>
 
 
 
 
 Staffing and Scheduling:
 
 <ul>
 <li>
 Develop employee schedules based on forecasted workloads, service level targets, and
 </li>
 </ul>
 
 productivity requirements.
 
 <ul>
 <li>
 Consider factors such as call volumes, customer demand patterns, staffing constraints, and
 </li>
 </ul>
 
 employee availability to create efficient and effective schedules.
 
 
 
 
 
 Workforce Optimization:
 
 <ul>
 <li>
 Optimize workforce utilization by balancing staffing levels and skill sets to match workload
 </li>
 </ul>
 
 fluctuations
 
 <ul>
 <li>
 Minimize overstaffing or understaffing situations, ensuring adequate coverage while controlling
 </li>
 </ul>
 
 costs
 
 
 
 
 
 System Management and Maintenance:
 
 <ul>
 <li>
 Managing and maintaining workforce management systems and software tools.
 </li>
 <li>
 Updating employee records, configuring scheduling parameters, troubleshooting system issues,
 </li>
 </ul>
 
 and collaborating with IT teams for system enhancements.
 
 
 
 
 
 Analytical Support and Projects:
 
 <ul>
 <li>
 Assisting in conducting ad hoc analysis, special projects, and initiatives related to workforce
 </li>
 </ul>
 
 management.
 
 <ul>
 <li>
 Conducting research, providing insights, and participating in cross-functional teams to support
 </li>
 </ul>
 
 organizational objectives
 
 
 
 
 
 Communication and Collaboration:
 
 <ul>
 <li>
 Collaborating with various stakeholders to gather information, align objectives, and ensure
 </li>
 </ul>
 
 effective coordination in workforce management efforts.
 
 <ul>
 <li>
 Providing support and guidance to Operations Supervisors and employees regarding scheduling-
 </li>
 </ul>
 
 related matters
 
 
 
 
 
 Training and Knowledge Sharing:
 
 <ul>
 <li>
 Attend recurrent training published by the Client/Company on a regular basis.
 </li>
 <li>
 Sharing knowledge and providing support to enhance understanding and compliance with
 </li>
 </ul>
 
 workforce management policies and procedures
 
 
 
 
 
 Compliance and Policy Adherence:
 
 <ul>
 <li>
 Ensuring adherence to labor laws, regulations, and company policies internal and external
 </li>
 </ul>
 
 Standards.
 
 
 
 
 
 
 
 
 
 Required Qualifications
 
 
 
 
 
 
 Education and Specific Training
 
 
 
 
 <ul>
 <li>
 College Degree in Business Administration or another relevant field is preferred
 </li>
 <li>
 English B2 or C1
 </li>
 </ul>
 
 
 
 
 
 
 
 Work Experience
 
 
 
 
 <ul>
 <li>
 Previous call center or related experience is desirable
 </li>
 </ul>
 
 
 
 
 Soft Skills &amp; Other Requirements
 
 
 
 
 
 Technology
 
 <ul>
 <li>
 Usage of OS MS Windows / MS Office
 </li>
 <li>
 Ability to use the desktop computer system
 </li>
 <li>
 Ability to use Internet applications
 </li>
 <li>
 Knowledge of SQL (Structured Query Language), BI tools or Workforce Management software is a plus.
 </li>
 <li>
 Experience managing in Customer Experience Management operations (preference).
 </li>
 </ul>
 
 
 
 
 Soft Skills
 
 <ul>
 <li>
 Excellent written and verbal communication:
 </li>
 <li>
 Ability to communicate correctly and clearly Comprehension
 </li>
 <li>
 Ability to clearly understand a problem statement Good Problem Solving
 </li>
 <li>
 Strong Math skills
 </li>
 <li>
 Strong troubleshooting
 </li>
 <li>
 Leadership ability to approach problems logically
 </li>
 <li>
 Analytical
 </li>
 <li>
 Ability in Self-assessment
 </li>
 <li>
 Real-Time Management Reporting
 </li>
 <li>
 Knowledge of KPI&rsquo;s
 </li>
 </ul>
 
 
</div>

Workforce Management Specialist (Customer Service)

Mekdam Holding Group

Position Title: Workforce Data Analysis SpecialistLocation: QatarJob Type: ContractKey Responsibilities:<ul><li>Design, implement, and maintain workforce analytics to support management and organizational strategy.</li><li>Analyze and interpret a wide range of HR data to identify trends, gaps, opportunities, and key insights.</li><li>Understand business requirements to evaluate feasibility within CLIENT HR functions.</li><li>Collect and compile HR metrics from multiple sources to support reporting and workforce planning.</li><li>Develop workforce analytics solutions and reporting frameworks in collaboration with key stakeholders.</li></ul>Qualifications:<ul><li>Bachelor&rsquo;s degree in Business Administration, Human Resources, Statistics, or a related field.</li></ul>Experience &amp; Knowledge Requirements:<ul><li>Minimum of 5 years of HR experience, specifically in data analytics or similar responsibilities.</li><li>Strong knowledge of HR practices and current HR trends.</li><li>Proven experience in statistical analysis and data interpretation.</li><li>High proficiency in MS Office and advanced data analytical tools/applications.</li><li>Strong ability to analyze data and produce actionable recommendations.</li></ul>Job Type: Contract Contract length: 12 monthsPay: QAR15,000.00 - QAR17,000.00 per monthExperience:<ul><li>Total Reward: 2 years (Required)</li><li>Compensation and Benefit: 2 years (Required)</li><li>Data Analysis: 2 years (Required)</li><li>Power BI: 2 years (Required)</li></ul>Language:<ul><li>Arabic (Required)</li></ul>Work Location: Remote

Workforce Data Analysis Specialist

Colorado Public Employees' Retirement Association

<div>Summary of Job Responsibilities 
The Workforce and Talent Development Specialist is responsible for empowering employee growth by designing, developing, and implementing impactful learning programs that enhance skills, knowledge, and performance. Through tailored initiatives, this role supports the continuous professional development of the workforce and aligns learning strategies with organizational objectives.
Essential Duties and Responsibilities 
Employees are held accountable for all duties of the job. Individuals must be able to perform these duties with or without reasonable accommodations.<ul><li>
Collaborates with the Human Resources Director to translate organizational goals and strategic priorities into learning requirements, development experiences, and curriculum design.</li><li>
Participates in the new-hire onboarding experience including but not limited to Blueprint and CORE to strengthen culture assimilation, increase early engagement, and accelerate knowledge transfer.</li><li>
Continuously evaluates the effectiveness of new-hire programs and adapts content, delivery, or timing based on feedback, business needs, and outcomes.</li><li>
Administers the Performance Development and Learning Management System (Achieve), serving as a system administrator and subject-matter expert to support processes such as goal setting, performance appraisals, training assignments, content creation, and reporting.</li><li>
Curates and tailors accessible learning content within the LMS, generating new materials and recommending high-quality external resources to meet evolving organizational needs.</li><li>
Leads the Pathways Retirement Education Program, overseeing program design, content updates, facilitation support, and continuous improvement.</li><li>
Designs and develops learning content and determines the optimal mix of instructor-led, hands-on, and multimedia learning approaches that align with talent needs and business requirements.</li><li>
Partners with the HR Director to build leadership capability by developing tools, resources, and learning experiences that support leader knowledge, growth, and performance.</li><li>
Provides CliftonStrengths coaching to individuals and teams to enhance self-awareness, leverage strengths, and improve collaboration and performance.</li><li>
Serves as an engagement champion by coordinating employee engagement survey administration and facilitating post-survey action planning and follow-up.</li><li>
Administers the Mentoring Program, including conducting information sessions, pairing participants, coordinating meetings, and supporting follow-through.</li><li>
Supports administration and facilitation of the leadership and related programs.</li><li>
Oversees the InFre continuing education program, ensuring accurate coordination, administration, and participant support.</li><li>
Participates in budgeting, monitoring expenditures, and tracking budget utilization.</li><li>
Contributes to succession planning and workforce planning efforts by supporting capability assessments, identifying skill gaps, assisting with readiness evaluations, and integrating learning solutions that strengthen the talent pipeline and future-focused workforce capabilities.</li><li>
Attends and actively participates in staff meetings and team events.</li><li>
Performs other duties as assigned.</li></ul>
Job Qualifications<ul><li>
Proficiency in MS Office Suite</li><li>
Demonstrated ability to work effectively with employees and leadership
</li><li>Demonstrated problem-solving skills, attention to detail and focus on quality</li><li>
Demonstrated ability to self-direct work including the ability to set priorities, organize work, meet deadlines and communicate issues in a timely manner</li><li>
Ability to balance efficiency with quality</li><li>
Demonstrated ability to learn and effectively utilize new software and technologies quickly</li><li>
Experience and demonstrated ability to participate in a team environment to complete project work</li><li>
Ability to maintain consistent performance and follow-through even when balancing multiple priorities and shifting demands</li></ul>
See leveling guide
Working Conditions 
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.<ul><li>
Standard office environment with frequent telephone communication, computer operation, and other office productivity machinery, such as a copy and printer machine.
</li><li>Occasional moving and positioning supplies in excess of 20 pounds</li><li>
All employees are expected to present themselves in a professional manner in alignment with the financial services industry</li><li>
Ability to sit for prolonged periods of time</li><li>
Ability to operate standard PC equipment</li><li>
Ability to manage frequent deadlines and tight schedules</li></ul>
Hybrid Work Option<ul><li>
Opportunity to work from home up to two days per week. Eligibility dependent upon factors detailed in PERA's Work from Home Policy.</li></ul>
Workforce and Talent Development Specialist II and Workforce and Talent Development Senior Specialist requirements include those of the preceding level or levels.<div><div> 
Specialist I 
Specialist II 
Senior Specialist</div><div> 
Scope and complexity of work<div> 
Partners with HR Director in assessing learning and development needs through surveys, interviews, observations, and basic data gathering.
Documents current state of workforce talent, desired end state, and identified gaps in a clear and organized manner.
Creates, organizes, and delivers training using established materials and templates. This includes but is not limited to Blueprint, CORE, LEAD, Pacesetters and other ad hoc training sessions to all levels within the organization.
Contributes to the design of training solutions based on defined requirements.
Develops or updates training guides, manuals or other learning materials.
Maintains accurate training records and LMS data.
Administers the application process for LEAD Pacesetter and LEAD programs. Oversees the logistics of the program in collaboration with the HR Coordinator.
Participates in employee engagement efforts.
Demonstrates foundational facilitation, instruction, and classroom leadership skills. 
</div><div>Independently partners with managers and teams to assess learning needs; builds relationships that support major L&amp;D initiatives.
Translates complex business requirements into competency and capability-building talent needs.
Conducts thorough needs analyses, identifying current vs. future state capability gaps and recommending targeted interventions.
Designs and develops training programs in collaboration with subject matter experts, ensuring accuracy and business relevance.
Collaborates with stakeholders to enhance and modernize the onboarding experience.
Contributes to content creation and facilitation for LEAD and LEAD Pacesetter; leads portions of program delivery.
Actively identifies innovative approaches to strengthen engagement, learning accessibility, and employee experience.
Provides LMS (Achieve) administration support, troubleshooting, reporting, and content configuration with increasing independence.
Supports mentoring, engagement, and strengths-based programs with limited guidance.
Participates in workforce planning and succession planning activities by collecting data, mapping capability needs, and identifying skill gaps.</div><div> 
Leads the strategy for talent development, performance development processes, and capability-building programs, aligning efforts with organizational goals.
Collaborates with Executive Leadership and other stakeholders to ensure L&amp;D strategy supports business priorities, culture, succession planning, and workforce planning outcomes.
Creates multi-year learning roadmaps, including budget recommendations, resource planning, and phased implementation plans.
Anticipates and forecasts organizational capability needs and develops scalable programs to close future skill gaps.
Leads the design and evolution of new-hire onboarding experiences to ensure cultural alignment, workforce readiness, and organizational cohesion.
Conducts advanced program evaluations (onboarding, leadership development, engagement, strengths) and drives continuous improvement based on data.
Provides strategic insights to enhance employee engagement, knowledge transfer, organizational capability, and learning culture.
Facilitates LEAD and LEAD Pacesetter programs; may train others to facilitate.
Serves as a lead strategist for engagement, mentoring, and strengths-based development programs.
Serves as a key contributor to succession planning and strategic workforce planning by advising on capability readiness, learning pathways, skill mapping, and development strategies.
Acts as a strategic advisor to leaders, elevating L&amp;D maturity and organizational effectiveness.</div></div><div> 
Education<div> 
Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div></div> 
<div>Experience<div> 
At least 1-3 years experience training or supporting adult learners.
Basic understanding of competency models, facilitation, and learning design. 
</div><div>3 + years experience in learning and development or a closely related field.
Proven experience performing in-depth analyses and designing learning solutions in a variety of modalities. 
</div><div>4-6+ years experience of corporate learning/training experience with evidence of increasing responsibility.
Experience designing and implementing enterprise-level learning, onboarding, and leadership programs.</div></div><div> 
Skills<div> 
Strong written and verbal communication skills.
Ability to translate ideas into clear learning content.
Ability to research training options and evaluate alternatives.
Strong interpersonal skills and professionalism when interacting with diverse audiences.
Basic facilitation and presentation skills.</div><div> 
Strong analytical and problem-solving skills.
Demonstrated ability to design content with limited guidance using research and SME input.
Strong facilitation and presentation capabilities.
Applies adult learning theory and instructional design concepts.
Independently supports LMS (Achieve), SharePoint, Gallup tools, Captivate, and PERA systems as needed.
Proficient in PERA systems and processes and able to translate those into training resources (preferred).
Maintains awareness of system updates and ensures training materials are current.</div><div> 
Expert proficiency with organizational systems, tools, and platforms related to L&amp;D programs.
Ability to adapt communication style to various audiences, including executives.
Strong consultative and influencing skills.
Skilled facilitator capable of leading high-impact sessions and coaching others to facilitate.
Strategic thinking and the ability to integrate data, insights, and organizational goals into development strategies.
Experience with succession planning and workforce planning at the organizational level. 
</div></div> 
<div>Knowledge<div> 
Exposure to or growing proficiency in LMS (Cornerstone products preferred), SharePoint, and instructional design tools.
Working knowledge of Gallup's Q12 Model.
CliftonStrengths certified or willing to become certified within 6 months.
Basic awareness of PERA systems and processes.</div><div> 
Working knowledge of adult learning theory and instructional design frameworks.
Experience supporting engagement efforts, including State of the Team and Action Planning sessions.
Actively pursues additional training to strengthen capabilities in role.</div><div> 
Recognized subject-matter expert in L&amp;D programs, systems, and capability-building.
Broad understanding of PERA&rsquo;s operations and how L&amp;D supports organizational performance.
Pursues advanced training in L&amp;D, leadership development, workforce planning, change management, or related areas.</div></div><div> 
Leadership 
N/A<div> 
Mentors and trains new team members.
Serves as a role model for newer or less experienced staff.
Participates in cross-functional training sessions and supports new employee orientation</div><div> 
Provides leadership to project teams and division initiatives.
Acts as a coach, mentor, and change agent for the organization.
Influences stakeholders at all levels to support L&amp;D strategy and organizational priorities. 
</div></div> 
<div>Additional Requirements 
Complete understanding of how HR and L&amp;D interface with all other PERA departments; able to advise leaders on development implications of organizational changes.</div> 
</div>
Interested Candidates: 
Complete the employment application online at https://www.copera.org/careers. Please have copies of your resume and cover letter available to upload. Please review the following questions. You will be asked for a response to these as part of your application:<ul><li>
Describe a time in your work history when priorities continued to shift. What did you do? What impact did your actions have on the outcome or results?</li><li>
Describe a recent experience in which you have collaborated closely with teammates. How did you contribute to the team&rsquo;s effectiveness? What did you learn about yourself when working with others?</li><li>
Consider a time when a work situation did not go as planned. What happened? How did you respond? How did the experience influence your approach moving forward?</li></ul>
Job Description Disclaimer
This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of an employee. Duties, responsibilities, and activities may change or be assigned with or without notice.
Unfortunately, at this time, PERA cannot consider candidates that require sponsorship (now or in the future), or are located outside of the US.
All Colorado PERA employees are subject to PERA&rsquo;s Ethics Policy and some employees are subject to the Personal Trading Policy. These policies include restrictions on outside business activities and employment and have certain requirements on personal trading. You may request copies of these policies from PERA&rsquo;s talent acquisition team and any questions can be answered by PERA&rsquo;s Investment Administration team.
About Colorado PERA
Looking for a career where you can make a difference? Colorado PERA offers benefit services to public employees across Colorado, including teachers, state troopers, snowplow drivers, correctional officers and many others who provide valuable services. As Colorado&rsquo;s largest pension plan, we serve and educate over 700,000 members who are former and current public employees.
At PERA you will earn more than a paycheck. PERA is a culture where you can grow your potential and work in an inclusive environment, where diverse perspectives are valued. We hire exceptional employees and recognize that our people are our best asset. Not only do we make sound investments for our members, PERA invests in our employees&rsquo; growth through training and leadership opportunities.
To promote wellbeing, we offer hybrid or flexible working options for most roles and a total rewards and benefit program including health, dental and vision coverage - eligibility starts the first day of the month following the date of hire for most plans; generous paid time off and volunteer hours; pension and retirement plans, including PERA&rsquo;s defined benefit plan, 457 defined contribution plan, and 401(k) employer match, as applicable; tuition assistance; free, convenient on-site parking or RTD subsidy; free on-site fitness center to stay active; employee assistance program; training, leadership and mentoring programs and more. PERA is a Public Service Loan Forgiveness qualifying employer.
To learn more about life at PERA, watch this video or visit www.copera.org/careers.
Position Title: Workforce Talent Development Specialist I or Il 
Division: Human Resources 
Reports to: Director of Human Resources 
Job Status: Full-time, Exempt 
Salary: $65,000.00 to $85,000.00 Annual, Commensurate with experience 
Posting Dates: 12/30/2025 to 01/18/2026</div>

Workforce and Talent Development Specialist I or II

Btech

<div>Job Summary
The WFM Specialist is responsible for forecasting, scheduling, and real-time monitoring of workforce resources to ensure optimal staffing levels and service delivery. This role supports operational efficiency by analyzing trends, managing schedules, and collaborating with cross-functional teams to meet performance targets.
Key Responsibilities Forecasting &amp; Planning<ul>
<li>
Analyze historical data and trends to create accurate short- and long-term forecasts for call volumes, staffing needs, and workload.</li>
<li>Collaborate with operations and HR to plan headcount requirements based on business needs and seasonal fluctuations.</li>
</ul>
Scheduling &amp; Optimization<ul>
<li>
Develop and maintain agent schedules to ensure adequate coverage across shifts and channels.</li>
<li>Optimize shift patterns and breaks to balance service levels, productivity, and employee satisfaction.</li>
<li>Coordinate time-off requests, shift swaps, and schedule changes in alignment with business rules.</li>
</ul>
Real-Time Monitoring<ul>
<li>
Monitor intraday performance and staffing levels to identify gaps or overages.</li>
<li>Adjust schedules and reallocate resources in real time to maintain service level agreements (SLAs).</li>
<li>Communicate with team leaders and supervisors to resolve attendance or adherence issues.</li>
</ul>
Reporting &amp; Analysis<ul>
<li>
Generate daily, weekly, and monthly reports on staffing, adherence, occupancy, and performance metrics.</li>
<li>Provide actionable insights to improve forecasting accuracy and operational efficiency.</li>
<li>Support post-mortem analysis of staffing-related issues and recommend improvements.</li>
</ul>
Collaboration &amp; Support<ul>
<li>
Work closely with HR, Training, and Operations to support hiring, onboarding, and ramp-up planning.</li>
<li>Participate in WFM system updates, testing, and process improvements.</li>
<li>Train new team members on WFM tools and procedures as needed.</li>
</ul>
Requirements<ul>
<li>
Bachelor's degree in any field</li>
<li>&#65279;&#65279;1+ years of experience in WFM within a call center</li>
<li>&#65279;&#65279;Analytical thinker with attention to detail</li>
<li>&#65279;&#65279;Excellent communication and coordination skills</li>
</ul>
Benefits<ul>
<li>
Bonus for top achievers up to 3k</li>
<li>Referral program up to 2k</li>
<li>Social and Medical insurance</li>
<li>annual bonus</li>
</ul>
Why Work With Us?<ul>
<li>
&#65279;&#65279;Join a fast-growing, tech-driven company</li>
<li>&#65279;&#65279;Work in a flexible and innovative environment</li>
<li>&#65279;&#65279;Opportunities for growth in workforce operations Requirements:</li></ul></div>

Workforce Planning & Real-Time Specialist

Search 7260+ Workforce specialist jobs near you this January. New roles added regularly across leading industries. Apply today.