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Workforce Director Jobs in Arizona (NOW HIRING)

Deloitte

Workday HCM Functional Consultant

Tempe, AZ · On-site

We bring sector experience and cross-domain insight to help clients solve complex workforce ... If you require a reasonable accommodation to participate in the recruiting process, please direct ...

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Program Director - Mesa, AZ

Mesa, AZ

The Program Director provides strategic leadership and operational oversight for the Mesa Community Action Network (MesaCAN), including the Workforce Program, Weatherization Program, Community Action ...

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Program Director - Mesa, AZ

Mesa, AZ

The Program Director provides strategic leadership and operational oversight for the Mesa Community Action Network (MesaCAN), including the Workforce Program, Weatherization Program, Community Action ...

The Herb Box

HR Director

Phoenix, AZ

$120K/yr

We are seeking an experienced Director of Human Resources to lead the HR function across all ... Talent Acquisition & Workforce Planning * Lead recruitment efforts for executive, management ...

The Herb Box

HR Director

Phoenix, AZ · On-site

$120K/yr

We are seeking an experienced Director of Human Resources to lead the HR function across all ... Talent Acquisition & Workforce Planning * Lead recruitment efforts for executive, management ...

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Workforce Director information

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.

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 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.

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.

What are the most commonly searched types of Workforce jobs in Arizona?

The most popular types of Workforce jobs in Arizona are:

What cities in Arizona are hiring for Workforce Director jobs?

Cities in Arizona with the most Workforce Director job openings:

Workforce Director jobs near you
Infographic showing various Workforce Director job openings in Arizona as of August 2026, with employment types broken down into 83% Full Time, 9% Part Time, 2% Temporary, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution.

Senior Manager, Workforce Management - GUS

Grainger Businesses

Tempe, AZ • On-site

$113K - $189K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 25 days ago

Grainger rating

8.2

Company rating: 8.2 out of 10

Based on 182 frontline employees who took The Breakroom Quiz

37th of 365 rated logistics

Job description

 

Work Location Type: Remote  

Req Number  331494

About Grainger

W.W. Grainger, Inc. is a leading broad line distributor with operations primarily in North America and Japan. At Grainger, We Keep the World Working® by serving more than 4.6 million customers worldwide with maintenance, repair and operating (MRO) products and value-added solutions delivered through innovative technology and deep customer expertise. Known for its commitment to service and purpose-driven culture, the Company reported 2025 revenue of $17.9 billion. For more information, visit www.grainger.com.  

Compensation

The anticipated base pay compensation range for this position is $113,900.00 – $189,900.00. This role is eligible for an incentive target of up to 20 %, based on the achievement of individual and company performance objectives in accordance with the current terms of the incentive program which are subject to change.

Rewards and Benefits

With benefits starting on day one, our programs provide choice and flexibility to meet team members' individual needs, including:

  • Medical, dental, vision, and life insurance plans with coverage starting on day one of employment and 6 free sessions each year with a licensed therapist to support your emotional wellbeing.
  • 18 paid time off (PTO) days annually for full-time employees (accrual prorated based on employment start date) and 6 company holidays per year.
  • 6% company contribution to a 401(k) Retirement Savings Plan each pay period, no employee contribution required.
  • Employee discounts, tuition reimbursement, student loan refinancing and free access to financial counseling, education, and tools.
  • Maternity support programs, nursing benefits, and up to 14 weeks paid leave for birth parents and up to 4 weeks paid leave for non-birth parents.

For additional information and details regarding Grainger’s benefits, please click on the link below:

https://experience100.ehr.com/grainger/Home/Tools-Resources/Key-Resources/New-Hire

Grainger Benefits

The pay range provided above is not a guarantee of compensation.  The range reflects the potential base pay for this role at the time of this posting based on the job grade for this position. Individual base pay compensation will depend, in part, on factors such as geographic work location and relevant experience and skills.   

The anticipated compensation range described above is subject to change and the compensation ultimately paid may be higher or lower than the range described above. 

Grainger reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion at any time, consistent with applicable law.

Position Details
The Senior Manager, Workforce Planning leads workforce planning, scheduling, real-time resource management, and contact center reporting to support service level performance, resource utilization, and cost-to-serve objectives. The role establishes workforce management practices, metrics, staffing models, and technology roadmaps that enable consistent operational execution across the Contact Center network. The position manages and develops the Workforce Management team, partners with Contact Center leadership, and provides analytics that make performance drivers visible and actionable. The role supports contact center strategy by improving forecasting, capacity planning, contingency planning, and continuous improvement practices across a multi-site service environment.


You Will
  • Lead and develop the Workforce Management team by setting objectives, coaching performance, identifying training needs, and building team capability across workforce planning, scheduling, and real-time resource management.
  • Establish standardized workforce management practices, policies, procedures, metrics, and governance to improve resource utilization, service level performance, operational consistency, and accountability across the Contact Center network.
  • Develop staffing models, forecasts, schedules, and capacity plans that balance customer demand, labor availability, productivity, service level goals, staffing flexibility, and cost-to-serve objectives.
  • Direct real-time resource management by monitoring service level performance, identifying variance drivers, coordinating operational adjustments, and supporting timely decisions that improve customer experience and efficiency.
  • Provide reporting, analytics, and performance insights to Contact Center leadership by translating workforce, telephony, productivity, and operational data into clear recommendations for business decisions.
  • Evaluate workforce management tools, telephony platforms, automated call distribution technologies, and related systems to support a technology roadmap that improves capability, efficiency, data quality, and scalability.
  • Partner with senior leadership and Contact Center stakeholders to make workforce and service challenges visible, recommend solutions, manage budget planning inputs, and balance service performance, cost, staffing flexibility, and business priorities.
  • Lead continuous improvement, contingency planning, and disaster recovery efforts to strengthen operational resilience, standardize scalable process improvements, and support Contact Center strategy.
You Have
  • Bachelor's Degree or equivalent
  • 7+ years in service center, contact center, workforce management, operations planning, business intelligence, or related operational analytics environments required
  • 3+ years using workforce management tools, telephony systems, automated call distribution technologies, and related reporting or analytics platforms required
  • Knowledge of workforce management principles, including forecasting, capacity planning, scheduling, real-time resource management, interval-level service drivers, staffing models, and service level performance management.
  • Experience using workforce management, telephony, and automated call distribution tools such as Aspect, Blue Pumpkin, IEX, Avaya, Cisco, or comparable systems to support contact center planning, reporting, and operational decision-making.
  • Experience developing workforce analytics, performance reports, operational metrics, and root-cause insights that identify improvement opportunities and support leadership decisions in a contact center or service center environment.
  • Knowledge of multi-site contact center operations, system interdependencies, technology roadmaps, contingency planning, budget inputs, and continuous improvement practices that support scalable and resilient workforce operations.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex (including pregnancy), national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, protected veteran status or any other protected characteristic under federal, state, or local law. We are proud to be an equal opportunity workplace.

We are committed to fostering an inclusive, accessible work environment that includes both providing reasonable accommodations to individuals with disabilities during the application and hiring process as well as throughout the course of one’s employment, should you need a reasonable accommodation during the application and selection process, including, but not limited to use of our website, any part of the application, interview or hiring process, please advise us so that we can provide appropriate assistance.

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About Grainger

Sourced by ZipRecruiter

Grainger is a leading broad line distributor with operations primarily in North America, Japan and the United Kingdom. We achieve our purpose, We Keep the World Working®, by serving more than 4.5 million customers with a wide range of products that keep their operations running and their people safe. Grainger also delivers services and solutions, such as technical support and inventory management, to save customers time and money. We're looking for passionate people who can move our company forward. As one of the 100 Best Companies to Work For, we have a welcoming workplace where you can build a career for yourself while fulfilling our purpose to keep the world working. We embrace new ways of thinking and recognize everyone is an individual. Find your way with Grainger today.

Industry

Office administration and facilities support services

Company size

10,000+ Employees

Headquarters location

Lake Forest, IL, US

Year founded

1927

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