Director of Workforce Management

The Director of Workforce Management is a strategic leadership role responsible for the end-to-end management of the employee lifecycle, ensuring that HR practices align with organizational goals. Reporting to the SVP of Human Resources, this individual will oversee the Talent Acquisition department, HR governance, policy development, employee relations, and strategic HR initiatives. The Director will drive a high-performance culture, foster employee engagement, and provide leadership to the overall HR staff and functions to ensure compliance, operational efficiency, and a positive employee experience.

Key Responsibilities

1. Strategic HR Leadership & Initiatives

• Partner with the SVP of HR to execute enterprise-wide strategic initiatives, including organizational design, mergers and acquisitions (M&A) integration, and digital transformation.


• Develop and drive key strategic initiatives related to workforce planning, organizational design, and talent management.


• Identify, develop, and implement HR programs that support a positive, high-engagement, and productive culture.


• Leverage HR analytics to provide data-driven insights on turnover, hiring, and organizational health to the leadership team.

• Monitor labor market trends to provide actionable insights for executive decision-making.

1. Oversight of Talent Acquisition (TA)

• Provide strategic oversight to the Talent Acquisition department, ensuring efficient, high-quality hiring practices, including sourcing, interviewing, and onboarding.


• Develop innovative strategies to reduce time-to-fill and improve the quality of hires, aligning with company growth targets.

• Optimize the employer brand to attract top-tier talent in competitive markets.


• Implement advanced recruitment technologies and analytics to measure hiring efficiency and quality of hire

1. HR Policy & Governance

• Own the enterprise HR governance framework, creating, updating, and implementing HR policies, procedures, and employee handbooks.


• Ensure full compliance with federal, state, and local labor laws (e.g., FMLA, ADA, EEOC, FLSA) and maintain audit-ready records.


• Manage the employee relations (ER) function, overseeing complex investigations, conflict resolution, and disciplinary actions.


• Assist in the preparation of HR-related materials for Board of Directors meetings and Compensation Committee reviews

1. Employee Engagement & Culture

• Develop and execute strategies to enhance employee engagement, retention, and morale.


• Champion company culture initiatives to ensure a supportive and inclusive environment.


• Develop and analyze employee engagement surveys and translate findings into actionable, long-term improvement plans.

• Lead internal communications related to HR initiatives to ensure transparency and alignment.

1. HR Staff & Function Management

• Lead, mentor, and develop the HR team, fostering a culture of accountability, collaboration, and continuous improvement.


• Oversee daily HR operations, ensuring high-quality, consistent service delivery across the organization.


• Manage the HR departmental budget.

1. Executive Compensation & Total Rewards

• Collaborate with the SVP and external consultants on the design and administration of executive compensation programs, including equity-based incentives and long-term incentive plans (LTIPs).


• Ensure total rewards programs remain competitive and aligned with shareholder interests and public company disclosures.

Required Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree (MBA or MAHR) preferred.


• Experience: A minimum of 8–10+ years of progressive HR experience, with at least 5 years in a senior leadership role, preferably in a publicly traded company overseeing multiple HR functions (TA, ER, Ops).


• Certifications: SHRM-CP, SHRM-SCP, or PHR/SPHR certification strongly preferred.

Skills & Abilities

• Leadership: Proven ability to lead and develop a team, with a focus on mentoring and performance management.


• Strategy & Analysis: Strong analytical skills with the ability to interpret complex data  into strategic workforce initiatives.


• Communication: Exceptional verbal and written communication skills, with the ability to influence stakeholders at all levels.


• Compliance: Deep understanding of employment law and HR best practices.


• Culture Building: Experience in driving company culture and engagement initiatives.

Systems: Experience in various HR platforms (UKG, Oracle) for workforce management