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Workforce Director Jobs (NOW HIRING)

Heritage Grocers Group

Workforce Director

Ontario, CA · On-site

$100K - $115K/yr

The Director, Workforce leads organizational workforce strategy, ensuring the right talent is available at the right time to meet business objectives. This includes stewardship over workforce ...

IntouchCX

Director, Workforce Management

Las Vegas, NV · On-site

$125K - $132K/yr

About the Job We are looking for a Workforce Director to lead a Managed Services Team supporting shared services for enterprise clients. The role ensures the delivery of end-to-end workforce ...

Jones College

Workforce Instructor Pool

Ellisville, MS

$14 - $18.50/hr

The workforce instructor reports to the appropriate Workforce Development Coordinator and/or Workforce Director. Duties of Workforce Instructors: * To be familiar with all school policies, procedures ...

Jones College

Workforce Instructor Pool

Ellisville, MS · On-site

$14 - $18.50/hr

The workforce instructor reports to the appropriate Workforce Development Coordinator and/or Workforce Director. Duties of Workforce Instructors: * To be familiar with all school policies, procedures ...

Rosie's Place

Director of Workforce Development

Boston, MA · On-site

$75K - $90K/yr

Job Type Full-time Description DIRECTOR OF WORKFORCE DEVELOPMENT Rosie's Place was founded in 1974 as the first women's shelter in the United States. Our mission is to provide a safe and nurturing ...

Lutheran Metropolitan Ministry

Be Seen First

Director of Workforce Development

Cleveland, OH · On-site

$90K - $100K/yr

Position Summary The Director of Workforce Development is responsible for the overall development and management of employment-related services. This includes, but not limited to, vocational ...

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$27.5K

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How much do workforce director jobs pay per year?

As of Jun 4, 2026, the average yearly pay for workforce director in the United States is $81,601.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,500.00 and $96,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Workforce Director, and why are they important?

To thrive as a Workforce Director, you need expertise in workforce planning, talent management, and organizational development, usually supported by a degree in human resources or business administration. Familiarity with HRIS systems, advanced data analytics tools, and relevant certifications such as SHRM-SCP or SPHR are commonly expected. Strong leadership, strategic thinking, and excellent interpersonal skills set outstanding Workforce Directors apart. These skills and qualifications enable effective alignment of workforce strategies with business goals, ensuring optimal staffing and organizational performance.

How does a Workforce Director typically collaborate with other departments to ensure staffing aligns with organizational goals?

A Workforce Director works closely with department heads, HR, and senior leadership to forecast staffing needs and develop strategic workforce plans. Regular meetings and data sharing are common to align hiring, training, and resource allocation with business objectives. This role often involves analyzing workforce metrics, identifying skill gaps, and recommending solutions to improve productivity and retention across teams. Collaboration is key to ensuring that workforce strategies support both immediate operational demands and long-term organizational growth.

What is a Workforce Director?

A Workforce Director is a senior-level professional responsible for overseeing workforce planning, development, and management within an organization. They ensure that the company has the right number of employees with the appropriate skills to meet business objectives. This role often involves strategic planning, talent acquisition, employee retention, and organizational development. Workforce Directors collaborate with HR and business leaders to align workforce strategies with company goals and improve overall productivity.

What is the difference between Workforce Director vs Human Resources Manager?

AspectWorkforce DirectorHuman Resources Manager
Primary FocusStrategic workforce planning and talent developmentEmployee relations, recruitment, and HR policies
Required CredentialsBachelor's degree; often advanced degrees in HR, business, or related fieldsBachelor's degree in HR, Business, or related field; HR certifications preferred
Work EnvironmentCorporate, government, or large organizational settingsHR departments across various industries and organizations
Employer UsageUsed in organizations focusing on strategic workforce initiativesCommon in daily HR operations and employee management

The Workforce Director typically oversees strategic workforce planning and talent development, working closely with executive leadership. In contrast, the Human Resources Manager handles daily HR functions like employee relations and recruitment. Both roles require similar credentials but differ in scope and focus, with the Workforce Director emphasizing long-term workforce strategies.

More about Workforce Director jobs
What cities are hiring for Workforce Director jobs? Cities with the most Workforce Director job openings:
What are the most commonly searched types of Workforce jobs? The most popular types of Workforce jobs are:
What states have the most Workforce Director jobs? States with the most job openings for Workforce Director jobs include:
Workforce Director jobs near you

Workforce Director

Heritage Grocers Group

Ontario, CA • On-site

$100K - $115K/yr

Full-time

Posted 5 days ago

Job description

At Heritage Grocers Group, how we work is defined by shared values that include absolute integrity, respect and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.
Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, establishing friendships and making a difference in our communities.
POSITION SUMMARY:
The Director, Workforce leads organizational workforce strategy, ensuring the right talent is available at the right time to meet business objectives. This includes stewardship over workforce planning, analytics, talent pipeline development, labor market analysis, and cross-functional coordination to optimize staffing and forecast future needs.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The essential duties and responsibilities of this position include, but are not limited to, the following:
Strategic Workforce Planning
  • Develop multi year staffing plans for store operations and micro fulfillment, with KPIs for productivity, service levels, and labor-to-sales targets; brief Senior Leadership regularly.
  • Analyze labor market trends and forecast staffing needs to ensure workforce agility and operational efficiency.
  • Build and continuously refine labor demand models by store and department using POS trends, seasonality, promos, weather/events, omni fulfillment volume, and task based engineered standards;

Scheduling & Compliance
  • Implement scheduling governance that meets or exceeds State and local "Fair Workweek" rules where applicable
  • Ensure statewide compliance for meal/rest periods (30 minute meal by end of 5th hour; paid 10 minute rest per 4 hours/major fraction; premiums when not provided), where applicable;

Workforce Analytics & Technology
  • Oversee dashboards for forecast accuracy, schedule adherence, predictability pay costs, meal/rest premium incidence, turnover, and labor ROI; leverage WFM tools and AI assisted forecasting to reduce overtime and understaffing.
  • Direct development of workforce metrics, predictive models, and analytics to support decision-making and optimize labor utilization.
  • Oversee data collection, reporting, and dashboards to identify trends and support HR strategy.

Cross-Functional Leadership
  • Collaborate with senior executives to align workforce strategy with long-term business priorities.
  • Develop policies, budgets, and workforce governance processes to support the function.
  • Partner with human resources to ensure compliance with minimum wage guidelines; analyze and construct internal wage bands that both comply state and federal guidelines while meeting internal labor standards and objectives around costs.

Optimization & Operational Excellence
  • Improve resource allocation, reduce labor-related costs, and enhance workforce productivity through analytics and planning.
  • Lead a central team (planning, scheduling ops, reporting) and influence field leadership; drive continuous improvement training for store managers on labor standards, compliance, and use of WFM tools.

SKILLS AND QUALIFICATIONS:
  • Bachelor's or master's degree in HR, Business Administration, Data Analytics, Industrial-Organizational Psychology, or related field.
  • Expertise in workforce planning, analytics, forecasting, or talent optimization.
  • 10+ years in retail labor planning/workforce management (grocery preferred) with 5+ years leading multi site or enterprise programs.
  • Demonstrated success implementing labor forecasting and Fair Workweek scheduling in large retail.
  • Advanced analytics experience (labor standards, regression/time series forecasting, BI).

PHYSICAL DEMANDS AND WORK CONDITIONS:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
  • While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
  • Successful performance requires vision abilities that include close vision and the ability to adjust focus.
  • The work environment is typical of an office.

IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Disclaimer:
Pay Scale $100K-$115k.
The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.

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