Workforce Management Analyst

Toast•Boston, MA

13h•$45,000 - $93,000•Hybrid

About The Position

Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy. This role owns the machine that supports the Marketing Success Manager (MSM) workforce. You'll be the operational backbone, ensuring new hires have the right system access on day one, restaurants are matched to the right MSM, and there's a reliable source of truth for program participants, their work, and any gaps. It's an entry-level role with significant visibility.

Requirements

0–2 years in operations, program or workforce coordination, recruiting coordination, HR ops, or a similarly process-heavy role
Exceptional follow-through: you keep a long list of small, unglamorous things moving without being asked twice
Strong spreadsheet and tracker skills, and the instinct to notice when a manual process should become a system
Clear written communication across many stakeholders, including people more senior than you
Comfort with ambiguity

Nice To Haves

Exposure to access and provisioning workflows or workforce management concepts

Responsibilities

Own new-hire readiness and systems access: Drive every MSM from offer to fully operational. Submit and track access requests across Zip, Salesforce, Toast internal tools, and the marketing agent; confirm provisioning is complete before the start date; and chase the exceptions so no MSM sits idle in their first week. Build the checklist that makes this repeatable, then push to automate it.
Facilitate the hiring cadence: Partner with recruiting and the contracting team to keep requisitions, offers, paperwork, and start dates moving on schedule. Maintain the hiring tracker, flag slips against plan, and group start dates into cohorts so onboarding and training happen in batches rather than one-offs.
Manage MSM-to-restaurant assignment: Run the process that matches new and existing restaurants to MSMs — balancing book size, segment or cuisine fit, time zone, and MSM tenure. Keep assignments current through churn, reassignment, and MSM departures, and make sure every restaurant has a named owner at all times.
Close the loop on program health: Track onboarding and offboarding completion, surface recurring friction (access delays, unassigned restaurants, MSMs over or under capacity), and propose fixes. Coordinate offboarding and access removal cleanly when contracts end.
Support capacity planning: Feed clean roster, attrition, and book-size data into the team's capacity model, and help translate restaurant growth into an MSM hiring need. You won't own the model, but you'll own the inputs that make it credible.