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Director Workforce Management Remote Jobs in Portland, OR

Arclin

Regional Human Resources Manager

Portland, OR · Remote

$82K - $113K/yr

Regional HR Manager (Remote) - Oregon About us You can find Arclin everywhere. Our technologies ... management, and workforce planning. * Analyze workforce metrics and trends to identify ...

Oregon Metro

Deputy Director

Portland, OR · On-site +1

$180K - $230K/yr

Metro Regional Center, OR Job Type: Full Time Remote Employment: Flexible/Hybrid Job Number: 2026 ... Direct organizational planning, advancing equity in internal operations, workforce planning ...

Oregon Metro

Deputy Director

Portland, OR · Remote

$180K - $230K/yr

Direct organizational planning, advancing equity in internal operations, workforce planning ... Provide executive leadership for personnel management, including organizational design, leadership ...

Direct Counsel

Conflicts Attorney (Remote)

Portland, OR · Remote

$160K - $220K/yr

Direct Counsel is seeking an experienced Conflicts Attorney to join the Risk Management Department of a respected national law firm. This is a fully remote position, offering an opportunity to ...

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All JobsWorkforce Management JobsDirector Workforce Management Remote JobsDirector Workforce Management Remote Jobs in Portland, OR

Director Workforce Management Remote information

See Portland, OR salary details

$35.5K

$124.6K

$207.3K

How much do director workforce management remote jobs pay per year?

As of Aug 24, 2026, the average yearly pay for director workforce management remote in Portland, OR is $124,588.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,800.00 and $166,500.00 per year, depending on experience, location, and employer.

What does a director of workforce management do?

A Director of Workforce Management (Remote) oversees the strategic planning, implementation, and optimization of workforce scheduling, forecasting, and staffing operations for an organization. They use data analytics to ensure the right number of employees are scheduled at the right times to meet business goals, often working across multiple locations or remote teams. This role typically involves collaborating with HR, operations, and leadership to improve efficiency, manage labor costs, and enhance employee satisfaction. Remote Directors use digital tools and communication platforms to lead their teams and ensure smooth operations from a distance.

What key skills and qualifications are needed to thrive as a director of workforce management?

A Director Workforce Management (Remote) needs a solid background in workforce planning, analytics, and organizational leadership, typically supported by a bachelor’s or master’s degree in business, HR, or a related field. Expertise with workforce management software (such as Kronos or ADP), forecasting tools, and data analytics platforms is crucial. Exceptional communication, strategic thinking, and problem-solving skills are vital for leading dispersed teams and aligning workforce strategies with business goals. These competencies ensure effective resource allocation, high team performance, and the ability to adapt to dynamic remote work environments.

How does a director of workforce management typically collaborate with other departments in a remote work environment?

As a Director of Workforce Management in a remote setting, you will regularly partner with leaders from operations, IT, HR, and finance to ensure workforce strategies align with business goals. Collaboration often involves virtual meetings to analyze staffing data, address productivity challenges, and implement scheduling solutions across distributed teams. You'll also coordinate with technology teams to optimize workforce management tools and with HR to drive employee engagement and retention initiatives tailored for remote teams. Effective communication and cross-functional teamwork are essential for success in this role.

What is the difference between Director Workforce Management Remote vs Workforce Management Analyst?

AspectDirector Workforce Management RemoteWorkforce Management Analyst
CredentialsBachelor's degree in Business, Analytics, or related field; often requires experience in workforce planningBachelor's degree in Business, Analytics, or related field; entry to mid-level experience
Work EnvironmentRemote leadership role overseeing teams and strategic planningRemote or on-site data analysis and reporting
Industry UsageCommon in call centers, customer service, and large enterprise sectorsUsed across similar industries for data-driven workforce decisions

The main difference is that the Director Workforce Management Remote focuses on strategic leadership and managing teams remotely, while the Workforce Management Analyst concentrates on data analysis and reporting to support workforce decisions. Both roles require similar educational backgrounds but differ in scope and seniority.

What job categories do people searching Director Workforce Management Remote jobs in Portland, OR look for?

The top searched job categories for Director Workforce Management Remote jobs in Portland, OR are:

What cities near Portland, OR are hiring for Director Workforce Management Remote jobs?

Cities near Portland, OR with the most Director Workforce Management Remote job openings:

Director Workforce Management Remote jobs near you
Infographic showing various Director Workforce Management Remote job openings in Portland, OR as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $124,588 per year, or $59.9 per hour.

Regional Human Resources Manager

Arclin

Portland, OR • Remote

$82K - $113K/yr

Full-time

Re-posted 5 hours ago

Arclin rating

8.6

Company rating: 8.6 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

Regional HR Manager (Remote) - Oregon

About us 

You can find Arclin everywhere. Our technologies make homes and transportation safer, help crops flourish, keep water clean, protect first responders and members of the military, and preserve the purity of essential pharmaceuticals. These vital, everyday products can't fail, and we’re here to give the world an extra layer of performance and peace of mind.
With ~4,000 team members across more than 30 global manufacturing facilities, we operate with the scale to make a global impact and the agility to solve complex challenges at the molecular level. Rooted in scientific discovery and innovation, Arclin’s materials redefine performance across industries - from Firepoint®’s patented intumescent technology that helps stall flames and save lives to the iconic Kevlar® and Nomex® brands trusted to protect those who serve, strengthen aerospace and industrial systems, and perform where reliability and safety are top of mind.
As we expand our missioncritical materials portfolio and shape the next era of performance technologies, we’re looking for people who want to grow, lead, and solve the challenges others can’t. Together, we’ll advance the innovations that keep the world moving. Because at Arclin, our people are truly Vital Beyond Measure.

About The Role 

The Regional HR Manager serves as the strategic HR business partner for multiple manufacturing facilities across a designated region. Reporting to the Director, Human Resources, this role partners closely with Operations leadership to drive business performance through talent strategy, employee relations, workforce planning, organizational effectiveness, and compliance. While the position is remote, regular travel to manufacturing sites is required to build relationships, support leaders, and execute key HR initiatives.

What You Will Do: 

Strategic Business Partnership

  • Partner with Regional Operations, Manufacturing Directors, Plant Managers, and functional leaders to align HR strategies with business objectives.
  • Provide coaching and consultation on organizational design, leadership effectiveness, change management, and workforce planning.
  • Analyze workforce metrics and trends to identify opportunities that improve operational performance.
  • Support business growth, acquisitions, restructuring, and integration activities.

Employee Relations & Compliance 

  • Lead complex employee relations investigations and recommend appropriate resolutions.
  • Ensure compliance with federal, state, and local employment laws and company policies.
  • Mitigate organizational risk through consistent policy interpretation and sound employment decisions.
  • Partner with Legal and Senior HR Leader on high-risk employment matters, litigation, and regulatory inquiries.

Talent Management & Leadership Development 

  • Partner with Center of Excellence (COE) talent management team to drive succession planning and leadership development across manufacturing locations.
  • Partner with Talent Acquisition to develop recruiting strategies for critical manufacturing and leadership positions.
  • Coach leaders on employee engagement, retention, and performance improvement.

Workforce Planning & Organizational Effectiveness 

  • Support workforce planning initiatives that align staffing with production demands.
  • Lead organizational design efforts and workforce optimization projects.
  • Utilize HR analytics to identify trends related to turnover, absenteeism, overtime, and labor costs.
  • Implement HR initiatives that improve productivity and employee engagement.

Compensation, Benefits & Rewards 

  • Partner with Center of Excellence (COE) Compensation team on market pricing, organizational structure, and pay decisions.
  • Support annual merit, bonus, and performance review processes.
  • Educate leaders on compensation philosophy and equitable pay practices.

HR Projects & Continuous Improvement 

  • Lead regional HR initiatives and cross-functional projects.
  • Identify process improvements that enhance employee experience and operational efficiency.
  • Support implementation of new HR systems, policies, and programs.

What You Bring: 

Required 

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • 8-10 years of progressive HR experience supporting manufacturing, industrial, distribution, or operations environments.
  • 5+ years of experience partnering with senior operational leaders.
  • Strong employee relations and investigation experience.
  • Working knowledge of federal and state employment laws.
  • Experience supporting multi-site operations.
  • Ability to travel approximately 40-60% within the assigned region.

Preferred

  • SHRM-SCP or SHRM-CP certification.
  • Experience supporting union and non-union manufacturing environments.
  • Experience with acquisitions, organizational transformation, or large-scale change initiatives.

Core Competencies 

  • Strategic Business Partnership
  • Manufacturing Operations Knowledge
  • Leadership Coaching
  • Employee Relations
  • Labor & Employment Law
  • Change Management
  • Organizational Development
  • Talent Management
  • Workforce Planning
  • HR Analytics
  • Conflict Resolution
  • Influence Without Authority
  • Business Acumen
  • Decision Making
  • Cross-functional Collaboration

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