Scheduling Analyst III

Responsibilities

• Develop, publish, and maintain weekly and monthly staff schedules that align with demand forecasting, labor standards, and service goals
• Continuously monitor and adjust staffing levels in response to changing business volumes, guest demand, and operational requirements
• Cook with department leaders to balance workforce efficiency with service quality
• Serve as on-property subject matter expert for workforce management and scheduling systems (e.g. Virtual Roster & Workforce Dimensions)
• Manage scheduling data accuracy, troubleshoot system issues, and ensure integrity of employee time & records
• Generate and analyze reports related to staffing utilization, labor costs, and productivity to support operational decision-making
• Identify process improvements that increase scheduling accuracy, operational efficiency, and employee satisfaction
• Monitor and report on key workforce metrics such as occupancy, service level, absenteeism, and adherence
• Partner with other involved functions (e.g., operations, finance, HR) to align labor plans with operation goals and budget targets
• Communicate schedule updates and staffing insights clearly to leaders and team members

Qualifications

• Deep understanding of workforce planning software; prior experience with Virtual Roster, Kronos, Amadeus, or RMS preferred
• Prior experience in workforce planning, scheduling, or operational analytics (3+ YOE preferred)
• Strong understanding of labor standards, scheduling optimization, and compliance frameworks
• Excellent organizational skills with keen attention to detail and accuracy
• Ability to communicate effectively and collaborate across functions
• Labor scheduling for designated functions / locations
• Communicate to Scheduling Manager & functional leaders on scheduling changes and gaps
• Develop & monitor labor scheduling KPIs & report out to stakeholders
• Ensure staffing and labor governance standards are upheld (e.g., overtime is within acceptable limits)

Benefits

The Company gives preference in all of its employment practices to Native Americans. First preference in hiring, promoting and in all other aspects of employment is given to members of the Seminole Tribe who meet the job requirements. Second preference is given to members of other federally recognized Native American Tribes who meet the job requirements.