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Workforce Strategist Jobs in Arizona (NOW HIRING)

VirTra

HR Manager

Chandler, AZ · On-site

$90 - $130/hr

Drive workforce planning, and succession planning strategies. Policy Development, Systems and Process Improvement * Develop, implement, and maintain HR policies aligned with state and federal ...

DPR Construction

People Practices Leader

Phoenix, AZ

Serves as the primary People Practices advisor to senior business leaders, aligning workforce strategy, organizational effectiveness, talent management, and leadership development initiatives with ...

New

Eckerd Connects

Workforce Career Coach

Flagstaff, AZ · On-site

$24/hr

S. Department of Labor and local workforce boards, partnerships, and strategies to provide and create a career pathway for youth, adults, and dislocated workers. Training services include ...

Chubb

WFM Lead, NA Contact Center

Phoenix, AZ · On-site

North America Contact Center Shared Services is seeking a Workforce Management Lead, serving as the primary subject matter expert for WFM strategy, tooling, and operational excellence and day-to-day ...

Chubb

WFM Lead, NA Contact Center

Phoenix, AZ · On-site

North America Contact Center Shared Services is seeking a Workforce Management Lead, serving as the primary subject matter expert for WFM strategy, tooling, and operational excellence and day-to-day ...

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Workforce Strategist information

What is a workforce strategist?

A Workforce Strategist is a professional who analyzes an organization's workforce needs, designs strategies to align talent with business goals, and implements plans to optimize employee performance and engagement. They use data-driven methods to forecast future staffing requirements, address skill gaps, and support organizational change. Workforce Strategists often collaborate with leadership, HR, and other departments to ensure the company has the right people with the right skills at the right time.

How does a workforce strategist typically collaborate with other departments to align talent planning with organizational goals?

A Workforce Strategist works closely with HR, department leaders, and senior management to ensure that talent initiatives support overall business objectives. This collaboration often includes conducting workforce analyses, forecasting future talent needs, and developing strategies for recruitment, retention, and upskilling. Regular meetings and cross-functional projects help ensure that workforce plans are responsive to changing organizational priorities. Successful strategists are proactive communicators who bridge gaps between various teams to create cohesive, actionable workforce plans.

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

To thrive as a Workforce Strategist, you need strong analytical skills, knowledge of labor market trends, and experience in workforce planning, often supported by a degree in human resources, business, or a related field. Familiarity with data analytics tools, HRIS platforms, and workforce modeling software is typically required. Exceptional communication, strategic thinking, and stakeholder management are crucial soft skills for influencing organizational direction. These skills enable effective alignment of talent strategies with business goals, ensuring organizations remain competitive and future-ready.

What is the difference between Workforce Strategist vs Workforce Analyst?

AspectWorkforce StrategistWorkforce Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; experience in strategic planningBachelor's degree in HR, Business, Data Analytics, or related field; strong analytical skills
Work EnvironmentStrategic planning teams, HR departments, executive meetingsData analysis teams, HR departments, operational units
Employer & Industry UsageUsed in HR, corporate strategy, and talent managementCommon in HR, analytics, and operational roles across industries
Common Search & Comparison IntentUnderstanding strategic HR roles and planningAnalyzing workforce data and trends

The main difference between a Workforce Strategist and a Workforce Analyst lies in their focus. The Workforce Strategist develops long-term talent plans and aligns workforce initiatives with business goals, while the Workforce Analyst interprets data to inform HR decisions. Both roles require similar educational backgrounds but serve different functions within organizations.

What are popular job titles related to Workforce Strategist jobs in Arizona?

For Workforce Strategist jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Workforce Strategist jobs in Arizona look for?

The top searched job categories for Workforce Strategist jobs in Arizona are:

What cities in Arizona are hiring for Workforce Strategist jobs?

Cities in Arizona with the most Workforce Strategist job openings:

Workforce Strategist jobs near you
Infographic showing various Workforce Strategist job openings in Arizona as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 11% Part Time, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution.

Human Resources Director - Component Repair Services (MO, AZ, FL, and CO)

StandardAero

Phoenix, AZ • On-site

Full-time

Medical, Life, Retirement, PTO

Re-posted 6 days ago

StandardAero rating

8.6

Company rating: 8.6 out of 10

Based on 52 frontline employees who took The Breakroom Quiz

12th of 67 rated aviation services

Job description


Build an Aviation Career You're Proud Of
At StandardAero, we use our ingenuity and know-how to find solutions for the simple to the most complex challenges in aviation. Together, we get the job done and done well. Our stability, resources, and respectful culture support you in building a solid career with a great team you can count on day in and day out for the long term.
StandardAero's Component Repair Services (CRS) is seeking a seasoned Director of Human Resources to lead HR strategy and delivery across our Missouri, Florida, Arizona and Colorado sites. This role partners with site leaders, Quality & Compliance, and corporate HR to drive workforce strategy, organizational change, performance enablement, and an exceptional employee experience in a safety- and quality-critical manufacturing environment.
Location: Kansas City, MO or Miami, FL preferred. Other locations include AZ and CO. Hybrid, must live within 20 miles of an assigned facility
What you'll do:
  • Lead delivery of HR Business Partner support to your assigned Strategic Business Units (SBUs) within CRS; 600+ employee population.
  • Deploy HR strategy & translate enterprise direction into site action by leading workforce strategy, organization design, and aligning HCM metrics to business goals.
  • Lead strategic organizational change management initiatives and deploy adaptable systems to sustain change.
  • Drive SBU-level performance enablement by operationalizing performance management processes, leveraging analytics to identify gaps, deploying leadership mentoring programs, and increasing leader commitment.
  • Build organizational capability & succession planning by supporting efforts to identify and develop critical-to-business talent, lead succession planning and leadership development across division SBUs.
  • Enhance mission readiness & SBU leader effectiveness by effectively partnering SBU VP/GMs to ensure their SBU's readiness for operational demands and maximize senior leadership team outcomes.
  • Own deployment and successful execution of employee experience initiatives ensuring leadership alignment.
  • Develop high-performing HR generalist teams (Sr HR Operations Managers, HR Managers, HR Generalists) to deliver best-in-class business partner and operational support.
  • Ensure compliance with company policies and applicable regulatory requirements, including oversight and partnership with Quality and Compliance functions for the FAA/DOT Drug & Alcohol Program.
  • Oversight of applicable compliance audits, employee relations investigations and workplace incident response for assigned SBUs.

Position Requirements:
  • Bachelor's degree in Human Resources, Business Administration, or related field or equivalent work experience required.
  • 10+ years of progressive HR leadership experience in manufacturing, MRO, aerospace or complex operations.
  • 3+ years leading multi-site / multi-state HR team of HRBPs and/or HR Generalists to high levels of performance.
  • 3+ years of budgeting experience and P&L awareness to align people decisions with financial objectives.
  • 3+ years of experience developing and deploying initiatives supporting workforce strategy & organization design, strategic organizational change management, performance enablement, organic / inorganic growth, talent optimization, and culture improvement.
  • HR transformation experience required
  • Experience overseeing workplace investigations
  • Advanced capability in HR analytics and data-driven workforce planning (turnover analysis, capacity forecasting).
  • Ability to travel regularly between Kansas City, Miami, Ft. Myers, Palm City, Phoenix, and Broomfield for onsite presence. Travel up to 40%.

Preferred Qualifications:
  • Master's degree in human resources, business administration, or related field or equivalent work experience required.
  • SPHR, SHRM-SCP or similar certification.
  • Exposure to M&A and site integrations preferred

Desired Skills:
  • Strategic Capability: Demonstrated ability to design and deliver HR programs that align with long-term business goals and enhance workforce effectiveness.
  • Project Management: Proven success in leading cross-functional projects with strong planning, execution, and stakeholder management.
  • Change Leadership: Expertise in structured change management and communication frameworks that drive adoption and engagement.
  • Analytical Skills: Advanced capability in HR analytics to support data-driven solutions, develop performance dashboards and metrics to assess progress, identify insights, and drive informed decision-making.
  • Collaboration & Influence: Strong interpersonal skills with the ability to influence and partner effectively across all levels of the organization.
  • Communication: Excellent written, verbal, and presentation skills, with the ability to communicate complex ideas clearly and persuasively.
  • Adaptability: Thrives in dynamic, fast-paced environments with multiple priorities.
  • Technology Proficiency: Experience leveraging HRIS, data analytics, and project management tools to optimize HR delivery.
  • HR Compliance: Experience in regulatory & audit readiness and crisis/business continuity planning.

Benefits that make life better:
  • Comprehensive Healthcare
  • Pension Plan Contribution with 100% company match up to 5%
  • Paid Time Off starting on day one
  • Bonus opportunities
  • Health- & Dependent Care Flexible Spending Accounts
  • Short & Long-Term Disability
  • Life & AD&D Insurance
  • Learning & Training opportunities

#CORPFUNCTIONS
#LI-CC1
About Us
Raising the Standard of Excellence since 1911
With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers' missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us.
Inclusivity Is Our Standard
It is StandardAero's policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex (including transgender status, sexual orientation, and pregnancy) sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture.

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