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Workforce Director Jobs in West Virginia (NOW HIRING)

Nwacc

$70K/yr

Working across Academic Affairs, Workforce Development, K-12 partners, and regional employers, the Director leads the design, implementation, and continuous improvement of programs aligned with ...

NorthWest Arkansas Community College

$70K/yr

Working across Academic Affairs, Workforce Development, K-12 partners, and regional employers, the Director leads the design, implementation, and continuous improvement of programs aligned with ...

City of Morgantown

Human Resources Director

Morgantown, WV · On-site

$80K - $95K/yr

Human Resources Director Department : Human Resources Employment Status : Permanent - Full Time - ... Provides executive-level consultation to City leadership on workforce planning, organizational ...

The Edventure Group

Executive Director

Beckley, WV · On-site

$125 - $150/hr

The Executive Director is responsible for strategic leadership, organizational management, resource ... Lead initiatives in infrastructure development, workforce readiness, and site preparation.

BHS Workforce

Travel OR RN

Martinsburg, WV · On-site

BHS Workforce is seeking a travel nurse RN OR - Operating Room for a travel nursing job in ... pay with direct deposit and payroll support available any time you need it • Real health ...

ScionHealth

Director-Medical/Surgical

Logan, WV · On-site

Director of Medical/Surgical Department The Director of the Medical/Surgical Department provides ... Oversees workforce planning, recruitment, orientation, scheduling, competency validation ...

WVJC | UCI | EOC

Director of Education

Morgantown, WV · On-site

$80 - $100/hr

Director of Education Location: In office - Morgantown, WV Job Type: Full-Time, Onsite Schedule ... workforce needs. * Coordinate scheduling, course coverage, and instructional resources across ...

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Workforce Director information

See West Virginia salary details

$25.3K

$75.2K

$126.7K

How much do workforce director jobs pay per year?

As of Sep 7, 2026, the average yearly pay for workforce director in West Virginia is $75,210.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,074.00 and $88,481.00 per year, depending on experience, location, and employer.

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 West Virginia?

The most popular types of Workforce jobs in West Virginia are:

What job categories do people searching Workforce Director jobs in West Virginia look for?

The top searched job categories for Workforce Director jobs in West Virginia are:

What cities in West Virginia are hiring for Workforce Director jobs?

Cities in West Virginia with the most Workforce Director job openings:

Workforce Director jobs near you

Director, Organizational Effectiveness and Workforce Strategy

Thrivent Financial

Charleston, WV • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Thrivent rating

8.8

Company rating: 8.8 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

Job description

The Director, Organizational Effectiveness and Workforce Strategy is an enterprise leader responsible for advancing Thrivent's Organizational Effectiveness capability. This role helps leaders translate business strategy into the organizational structures, workforce capabilities, leadership practices, and execution plans required to achieve measurable business results.
Serve as a strategic advisor to senior business and HR leaders, the Director engages early in enterprise priorities to diagnose organizational needs, shape solutions, and guide execution. The role leads work across organization strategy and design, workforce strategy and planning, work design, enterprise change, leadership and team effectiveness, and organizational health.
By considering organizational, workforce, talent, and change implications early, this role enables stronger alignment, faster transformation, greater workforce readiness, and sustainable performance.
As a member of the Talent and Culture leadership community, the Director partners with senior Talent and Culture leadership to prioritize the enterprise Organizational Effectiveness agenda. The Director leads demand management, resource deployment, standards, and execution within the agreed priorities while working closely with HR Business Partners, Talent Partners, business leaders, and enterprise stakeholders.

DUTIES & RESPONSIBILITIES:

Organization Strategy and Design

  • Translate business strategy into organizational structures, operating models, governance, decision rights, and clear accountabilities.
  • Lead organization and work-design efforts that improve alignment, agility, coordination, and performance while addressing the implications of growth, restructuring, transformation, and technology.

Workforce Planning and Future Readiness

  • Translate business strategy into future workforce, skill, capacity, and capability needs.
  • Lead enterprise talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future and drive measurable business results.
  • Use analytics and scenario planning to identify emerging risks and guide work redesign in response to changing business needs, artificial intelligence, automation, and other evolving technologies.

Change and Transformation

  • Develop change strategies that strengthen readiness, alignment, adoption, reinforcement, and business value realization.
  • Coordinate change across transformation initiatives by identifying dependencies, cumulative impacts, workforce implications, and capacity risks.

Leadership and Team Effectiveness

  • Strengthen leadership alignment, team performance, decision quality, accountability, and execution.
  • Support leaders and teams through transitions and change using targeted interventions that improve collaboration and performance.

Enterprise Consulting

  • Diagnose complex organizational challenges using business data, workforce analytics, organizational insights, and stakeholder perspectives.
  • Recommend practical solutions and influence senior leaders through strategic insight, constructive challenge, facilitation, and consulting expertise.

Governance and Operating Model Leadership

  • Partner with senior Talent and Culture leadership to prioritize Organizational Effectiveness demand based on business need, value, risk, dependencies, and capacity.
  • Lead portfolio sequencing and resource deployment within agreed priorities while establishing consistent methods, tools, and delivery standards.

Strategic HR Partnering

  • Partner with HR Business Partners, Talent Partners, Strategy, Finance, Technology, and transformation leaders to deliver integrated and executable organizational and workforce solutions.
  • Clarify roles and engagement expectations while ensuring Organizational Effectiveness is involved early in strategic priorities.

Measurement and Business Impact

  • Define measures of organizational health, workforce readiness, leadership alignment, adoption, and business performance.
  • Establish clear outcomes and use evidence and feedback to evaluate impact and improve solutions.

Team Leadership and Capability Building

  • Lead and develop Organizational Effectiveness professionals to operate as enterprise consultants and strategic advisors.
  • Build scalable methods, tools, and capabilities that strengthen Organizational Effectiveness across HR and business leaders.

QUALIFICATIONS & SKILLS:

Required:

  • Bachelor's degree in organizational development, human resources, business administration, industrial-organizational psychology, behavioral science, or a related field, or an equivalent combination of education and relevant experience. Master's degree in a relevant field preferred.
  • 10+ years of progressive experience in organizational effectiveness, organization design, transformation, workforce strategy and planning, consulting (internal or external), change leadership, and HR strategy
  • 5+ years of leadership experience, including at least two years of direct people-management experience.
  • Experience applying change management methodologies, such as Prosci ADKAR or Kotter's 8-Step Process; relevant certification preferred.
  • Experience applying organization design methodologies, such as Galbraith's Star Model or the McKinsey 7S Framework;
  • Deep expertise in organizational effectiveness, organization design, workforce strategy and planning, work design, and change leadership.
  • Demonstrated experience leading complex, enterprise-wide organizational and transformation initiatives.
  • Strong consulting, facilitation, and executive-influence skills, including the ability to drive alignment without direct authority.
  • Ability to translate business strategy into practical organizational and workforce solutions.
  • Strong business and financial acumen and an understanding of how organizational and workforce decisions affect enterprise performance.
  • Demonstrated ability to assess the organizational, workforce, leadership, and change implications of artificial intelligence, automation, and emerging technologies.
  • Strong analytical capability using workforce data, organizational insights, scenarios, and business metrics to guide decisions.
  • Experience establishing governance, methodologies, tools, operating frameworks, and enterprise standards.
  • Experience managing demand, deploying resources, sequencing a portfolio, and navigating competing priorities.
  • Sound enterprise judgment and the ability to balance strategic thinking with pragmatic execution.
  • Track-record of building high-performing teams and developing Organizational Effectiveness capability at scale.
  • Experience advising senior leaders and influencing enterprise decisions without direct authority

Preferred:

  • Relevant Org Design methodologies certification preferred.
Pay Transparency


Thrivent's long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $161,436.00 - $218,415.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.


Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.


The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent's plans/policies are subject to change at any time at Thrivent's discretion.


Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email tohuman.resources@thrivent.comor call800-847-4836and request Human Resources.

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