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Open nowPosted 32 hours ago

Director, Workforce Planning

Jobgether3,813 open roles

Where
US
Work mode
Remote
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Your applicationOpen nowDirector, Workforce PlanningJobgether · US

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The clock on this job

Early applications get read.

10.5% of postings close within 7 days. Measured by our own scanner across the market. Jobgether postings stay open a median of 7 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.3%3 days
  3. 10.5%7 days
  4. 15.9%14 days
  5. 34.1%30 days
This job: posted 32 hours ago

Jobgether median: 7 days open

The posting

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Director, Workforce Planning based in the United States.

We are seeking an experienced Director of Workforce Planning to lead enterprise workforce management strategy across customer-facing and contact center operations. In this senior leadership role, you will oversee long-term capacity planning, demand forecasting, scheduling, and real-time performance management to ensure optimal staffing and exceptional customer experiences. You will lead multidisciplinary teams, establish scalable workforce planning frameworks, and use advanced analytics to improve operational efficiency, productivity, and service quality. Working closely with senior leaders across operations, sales, finance, HR, and technology, you will align workforce strategies with business objectives and sustainable growth. You will also drive the evolution of workforce management tools, including AI-powered solutions, to strengthen planning accuracy and operational decision-making. This fully remote opportunity is ideal for a strategic, data-driven leader who can influence executive stakeholders, develop high-performing teams, and transform complex workforce challenges into measurable business results.

Accountabilities

  • Define enterprise workforce strategy: Establish and lead the workforce management vision for contact center operations, aligning staffing, capacity planning, and service-level targets with business priorities and customer experience objectives.
  • Lead strategic workforce planning: Oversee long-range and annual planning, including demand forecasting, hiring requirements, and budget inputs across business units, locations, and communication channels to support growth while controlling costs and mitigating operational risks.
  • Establish planning frameworks and KPIs: Develop and govern standardized workforce management policies, methodologies, performance metrics, and reporting frameworks, including forecast accuracy, schedule adherence, occupancy, and service levels.
  • Manage and develop leadership teams: Oversee workforce planning functions spanning capacity planning, forecasting, scheduling, and real-time performance management. Coach and develop team leaders and analysts while fostering accountability, collaboration, and continuous improvement.
  • Drive cross-functional alignment: Partner with operations, sales, finance, HR, and external vendor partners to align staffing strategies with demand patterns, productivity targets, hiring plans, training requirements, and workforce initiatives.
  • Advance workforce management technology: Lead the roadmap for workforce management platforms and related technologies, including AI-enabled capabilities, telephony routing, and reporting solutions, in collaboration with product, engineering, and technology vendors.
  • Optimize operational performance: Identify and implement initiatives to improve forecasting precision, scheduling efficiency, shrinkage management, staffing utilization, and real-time execution through analytics, experimentation, and scalable best practices.
  • Provide executive-level insights: Translate complex workforce data into actionable recommendations through dashboards, performance reviews, and executive presentations, highlighting operational risks, growth opportunities, resource requirements, and strategic trade-offs.
  • Support scalable business growth: Build adaptable workforce management processes and operating models that balance cost efficiency, service quality, employee experience, and evolving business needs across high-volume, multi-channel environments.
  • Education: Bachelor's degree in business, operations management, mathematics, statistics, finance, industrial engineering, or a related field.
  • Professional experience: At least 10 years of experience in workforce management, contact center operations, or a closely related discipline, including a minimum of five years in people leadership roles overseeing multidisciplinary teams.
  • Enterprise workforce planning expertise: Demonstrated experience leading large-scale or enterprise workforce planning, forecasting, and scheduling in high-volume, multi-channel service or support environments, including collaboration with business process outsourcing (BPO) partners.
  • Strategic and analytical capabilities: Proven ability to leverage data, analytics, and performance metrics to identify operational drivers, improve forecasting accuracy, optimize staffing levels, and enhance productivity, customer experience, and sales outcomes.
  • Workforce management technology: Working knowledge of workforce management platforms such as Aspect, Genesys, or NICE, along with related telephony, routing, CRM, and reporting tools.
  • Leadership and team development: Strong experience leading, coaching, and developing managers and specialist teams, establishing clear performance expectations, and building effective, collaborative operating structures.
  • Executive communication and influence: Demonstrated ability to communicate complex insights clearly, present data-driven recommendations, and influence senior executives and cross-functional stakeholders in a fast-paced, evolving business environment.
  • Business and financial acumen: Ability to balance service-level requirements, workforce capacity, operational costs, productivity targets, and employee experience when making strategic decisions.
  • Change management and innovation: Experience leading continuous improvement initiatives, implementing new processes or technologies, and adapting workforce strategies to changing business demands.
  • Strategic mindset and problem-solving: Excellent critical thinking, organizational, decision-making, and problem-solving skills, with the ability to translate enterprise objectives into practical, measurable workforce management strategies.
  • Remote collaboration: Ability to lead distributed teams and collaborate effectively with stakeholders across functions and locations in a remote-first work environment.
  • Competitive annual base salary: Compensation varies by location:
  • $142,500–$227,600 USD in California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington State, and Washington, D.C.
  • $135,400–$216,200 USD in Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia.
  • Compensation for other locations may vary according to local market conditions, experience, and qualifications.
  • Equity awards: Eligibility for equity compensation, with awards determined by factors such as experience, performance, and location.
  • Remote work flexibility: A distributed work model that allows eligible employees to work from a location of their choice within the United States, subject to applicable location restrictions.
  • Leadership opportunities: The chance to shape enterprise workforce strategy, lead multidisciplinary teams, and influence high-level operational and business decisions.
  • Technology and innovation: Opportunities to advance workforce management practices through analytics, automation, AI, and modern operational tools.
  • Professional growth: An environment that encourages continuous learning, career development, and collaboration across business and technology functions.
  • Inclusive workplace: A commitment to equal employment opportunity and a culture that values diverse perspectives, innovation, and collaboration.
  • Work-life flexibility: A distributed working approach built on trust, clear processes, and the flexibility to work where employees can be most productive.
  • Accessibility and accommodations: Support for qualified applicants and employees who require reasonable accommodations during the hiring process or employment.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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