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Workforce Director Jobs in Colorado (NOW HIRING)

Vail Resorts

Director, Workforce Management

Broomfield, CO · On-site

$125K - $150K/yr

The Workforce Management Director leads labor planning, labor standards, workforce analytics, and workforce management programs that enable the organization to deploy resources effectively while ...

SWBC PEO

Executive Director of Nursing

Denver, CO · Remote

$120K - $140K/yr

National Nursing Workforce Center (NNWC) Location: Remote (U.S.-based) Employment Type: Full-Time ... Position Summary The Executive Director (ED) serves as the chief executive officer of NNWC, a ...

Deloitte

Workday HCM Functional Consultant

Denver, CO · 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 ...

KPMG

Director, UKG

Denver, CO

Tableau, SQL, Excel, Access, Power BI) and Data Warehouse management along with Workforce ... Criminal history may have a direct, adverse, and negative relationship with some of the material ...

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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 Colorado?

The most popular types of Workforce jobs in Colorado are:

Workforce Director jobs near you
Infographic showing various Workforce Director job openings in Colorado as of August 2026, with employment types broken down into 83% Full Time, 10% Part Time, 1% Temporary, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution.

Director, Workforce Management

Vail Resorts

Broomfield, CO • On-site

$125K - $150K/yr

Full-time

Medical, Dental, Vision, Retirement

Posted 10 days ago

Vail Resorts rating

6.9

Company rating: 6.9 out of 10

Based on 158 frontline employees who took The Breakroom Quiz

18th of 52 rated entertainment

Job description

Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you’re ready to pursue your fullest potential, we want to get to know you!

Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first).

Job Summary:

The Workforce Management Director leads labor planning, labor standards, workforce analytics, and workforce management programs that enable the organization to deploy resources effectively while balancing guest experience, operational excellence, employee experience, safety, and cost efficiency.

This role combines strategic workforce planning, advanced analytics, and cross-functional leadership to ensure labor strategies are practical, scalable, and aligned with business objectives. The Director partners closely with Operations, Finance, HR, Safety, and HR Technology leaders to drive workforce effectiveness, improve business performance, and advance workforce management capabilities across the organization.

The Director also leads a team responsible for workforce planning, labor standards, workforce analytics, and workforce management governance.

Job Specifications: 

  • Starting Wage: $125,000 - $150,000 + Annual Bonus + Equity 

  • Employment Type: Year Round  

  • Shift Type: Full Time 

  • Minimum Age: At least 18 years of age  

  • Housing Availability: No  

Job Responsibilities: 

  • Lead the development and governance of workforce planning strategies, labor standards, and staffing methodologies across the organization.
  • Design labor models that optimize guest experience, operational effectiveness, employee experience, safety, and cost efficiency.
  • Partner with Operations, Finance, HR, and Safety leaders to align workforce strategies with business priorities.
  • Lead workforce analytics, forecasting, labor modeling, and reporting that support operational and strategic decision-making.
  • Identify workforce performance trends, productivity opportunities, and operational risks through data-driven insights.
  • Serve as a trusted advisor to business leaders by translating complex workforce data into actionable recommendations.
  • Drive adoption and continuous improvement of workforce management practices, tools, and processes.
  • Partner with HR Technology to ensure workforce planning requirements are effectively enabled through workforce management systems.
  • Lead cross-functional initiatives that improve forecasting, scheduling, labor management, and overall workforce effectiveness.
  • Build, develop, and lead a high-performing team responsible for workforce planning, labor standards, and workforce analytics.

Job Requirements: 

  • Bachelor's degree or equivalent combination of education and experience.
  • 5+ years of experience in workforce management, labor planning, operations analytics, industrial engineering, consulting, or related disciplines.
  • 2+ years of experience leading teams and driving cross-functional initiatives.
  • Experience developing workforce planning strategies, labor models, staffing approaches, or productivity programs.
  • Strong analytical, problem-solving, and strategic thinking skills.
  • Ability to leverage data and insights to influence business decisions and operational outcomes.
  • Experience working with workforce management systems and related technologies.
  • Proficiency with Excel, Power BI, or similar reporting and analytics tools.
  • Strong communication, stakeholder management, and relationship-building skills.
  • Ability to lead change, drive adoption, and influence across multiple levels of the organization.
  • Ability to translate complex analyses into clear, actionable business recommendations.

Preferred Qualifications

  • Experience in multi-site, seasonal, field-based, or operationally complex environments.
  • Experience developing or implementing labor standards, staffing models, or workforce planning programs.
  • Experience leading workforce transformation, operational improvement, or organizational change initiatives.
  • Background in workforce management, industrial engineering, operations research, analytics, operational excellence, or related disciplines.

The expected Total Compensation for this role is $125,000 - $150,000 + Annual Bonus + Equity. Individual compensation decisions are based on a variety of factors.
 

Job Benefits

  • Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
  • MORE employee discounts on lodging, food, gear, and mountain shuttles
  • 401(k) Retirement Plan
  • Employee Assistance Program
  • Excellent training and professional development

Full Time roles are eligible for the above, plus:

  • Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)
  • Free ski passes for dependents
  • Critical Illness and Accident plans

Vail Resorts offers a ‘Hybrid’ work environment for Broomfield-based roles where employees must live within 50 miles of the Broomfield office and work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays.

Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion. 

In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution. 

We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers.

Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law.

Requisition ID  516628
Reference Date: 08/12/2026 
Job Code Function: Workforce Management  

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