humana · Remote Nationwide ·
The Senior Workforce Analyst will own and improve long-term demand forecasting, capacity planning, and budgeting for pharmacy operations. The role involves leveraging advanced Excel and analytical tools to optimize staffing models and collaborating with cross-functional teams to ensure operational efficiency.
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CenterWell Pharmacy is one of the nation's largest home-delivery and specialty pharmacies, serving millions of members with safe, convenient, and affordable access to medications. Behind every prescription filled on time is a workforce plan that put the right people, with the right skills, in the right place — and that's where you come in.
Own long-term demand forecasting for assigned departments — translating prescription volume, contact drivers, handle time, and shrinkage assumptions into defensible workload and headcount projections across pharmacists, pharmacy technicians, and support roles
Build and maintain rolling capacity plans at the site, vendor, and skill level — balancing hiring plans, attrition, training pipelines, and occupancy targets against monthly and seasonal demand
Drive the annual budgeting and planning cycle, partnering with Finance to align workforce cost projections with department budgets, and producing budget-vs-actual variance analysis that explains why results moved, not just that they did
Lead monthly capacity reviews with operations and finance stakeholders — presenting hiring plans, surfacing risks early, and securing alignment on trade-offs
Improve the practice itself: refine forecasting methodologies, strengthen assumption governance, document standards, and raise the analytical maturity of how we plan
Partner cross-functionally with Operations, Finance, HR/Talent Acquisition, Training, and vendor partners to ensure plans are executable — not just mathematically sound
Mentor and influence — share expertise with planning analysts across the team and champion consistent, repeatable planning standards
Required Qualifications
5 or more years of workforce management experience with direct ownership of forecasting or capacity planning in a contact center, pharmacy, healthcare, or comparable operations environment
Demonstrated experience building long-term forecasts and capacity plans (headcount, hiring, attrition, shrinkage, or occupancy) - not just schedule administration
Strong financial skills: experience supporting budgeting cycles and producing variance/attribution analysis
Advanced Excel skills (modeling, Power Query, or similar); comfort working with large operational datasets
Excellent communication skills — able to present plans and trade-offs clearly to operations leaders and executives
Proven ability to work independently, manage competing priorities, and drive alignment across stakeholders without direct authority
Preferred Qualifications
Pharmacy workforce planning experience — especially in clinical services environments planning for pharmacists and pharmacy technicians, where licensure, clinical ratios, and regulatory requirements shape capacity decisions
Bachelor's degree
Experience in home-delivery, specialty, or retail pharmacy operations
Familiarity with WFM platforms (e.g., Verint, NICE IEX, Genesys, Calabrio) and BI tools (Power BI, Tableau)
Experience with SQL, Python, or R for forecasting and analysis
Exposure to Erlang-based staffing models, simulation, or statistical forecasting methods
Experience operating in a centralized/COE workforce planning model supporting multiple business units
Additional Information
Work style: Remote, with occasional travel for team summits and site visits
Schedule: Standard business hours, with flexibility during peak planning cycles (annual budget, peak season readiness)
Why this position:
Most WFM positions ask you to maintain a process. This one asks you to make it better. You'll join a team that is actively investing in its planning maturity — building new tooling, formalizing governance, and raising the bar on how workforce decisions get made across a multi-billion-dollar pharmacy operation. If you've ever looked at a capacity plan and thought "I know how to do this better," this is the place to prove it.
Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.Application Deadline: 08-28-2026
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
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