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The Director of Workforce Planning reports directly to the CPO and is responsible for leading strategic workforce planning initiatives that align hiring strategies with organizational growth objectives. This role partners closely with executive leadership, talent acquisition, HR business partners, finance, procurement, and operations to forecast workforce needs, develop hiring capacity models, optimize recruiting resource allocation, and ensure proactive talent readiness for both permanent and contingent workforce demands.

Essential Functions:

• Lead enterprise workforce planning cycles, including quarterly and annual workforce forecasting.
• Partner closely with operations, talent acquisition, and finance to translate contractual and client demands into clear staffing, budget, and operational decisions.
• Forecast short- and long-term talent needs based on business growth and contract awards.
• Identify critical skill gaps and partner with HR to create mitigation plans, including reskilling, upskilling, and succession planning.
• Utilize workforce analytics, labor market trends, and predictive modeling to inform staffing strategies.
• Provide actionable insights and dashboards to senior leadership for decision-making.
• Monitor and report on workforce metrics, including headcount, attrition, and capacity planning.
• Ensure workforce planning practices comply with federal regulations, security clearance requirements, and defense industry standards.
• Partner closely with business leaders and talent acquisition to develop contingency plans for workforce disruptions and critical skill shortages.
• Drive adoption of workforce planning tools and systems to enhance forecasting accuracy and efficiency.
• Continuously improve processes to support agile workforce planning in a dynamic defense environment.
• Evolve WFM tools, processes, and planning cadences, driving improvements in forecast accuracy, model quality, and reporting standards
• Build strong cross-functional relationships and act as a trusted partner who brings clarity, insight, and strategic thinking to complex operational problems
• Develop hiring demand forecasts, scenario modeling, and capacity planning frameworks.
• Identify gaps in internal recruiting capacity and recommend solutions including contracting or external agency utilization.
• Lead strategy in selection and governance of external staffing agencies and contract recruiting partners as needed.
• Evaluate agency performance metrics and ensure compliance with contracting requirements.
• Establish preferred vendor frameworks and agency engagement models.
• Support system enhancements and reporting improvements within ATS, HRIS platforms, and other systems as they relate to workforce planning.
• Perform other duties as required.
• Regular and reliable attendance on a full time basis [or in accordance with posted schedule].
• Responsible for exhibiting professional behavior with both internal and external business associates that reflects positively on the company and is consistent with the company's policies and practices.
• Embodies AEVEX’s cultural values and aligns daily actions with department goals and company culture.

Qualifications and Competencies:

• Security Clearance- Ability to obtain/maintain a Secret DoD clearance, U.S. Citizenship required.
• Strong analytical and data visualization skills (Excel, Power BI, Tableau, or similar tools).
• Strong communication skills with ability to present insights to senior leadership.
• Knowledge of ATS platforms (experience with Greenhouse highly preferred).
• Advanced analytics or modeling experience.
• Proven ability to design workforce capacity models and agency utilization strategies
• Advanced proficiency in Excel, workforce analytics tools, and ATS/HRIS reporting systems
• Demonstrated ability to influence senior stakeholders through data-driven insights
• Directs and provides expert knowledge in the strategic function of the department.
• Develops short and long-term people and organizational strategy in alignment with AEVEX goals and direction.
• Leads with impact & influence. Establishes credibility, effectively persuades and develops others, and achieves important objectives collaboratively.
• Identifies, recruits, and retains top-notch talent.
• Champions AEVEX’s culture and empowers employees to take responsibility for their jobs and goals.
• Sets performance standards and encourages employee engagement and results through delegation, continuous feedback, goal setting, and performance management.
• Maintains transparent communication. Appropriately communicates organization information through department meetings, one-on-one meetings, and appropriate email, and regular interpersonal communication.

Education / Certifications:

• Bachelor’s degree in Human Resources, Business, Finance, Analytics, or related field.

Experience:

• 10+ years of experience in Talent Acquisition, Workforce Planning, Recruiting Operations, or HR Analytics.
• Experience building capacity models and hiring forecasts.
• Experience working cross-functionally with HR/TA, Finance, operations, and business leaders.
• Experience in high-growth or large-scale hiring environments.
• Experience in workforce management software or capacity planning tools.
• Demonstrated experience negotiating staffing agency agreements and vendor contracts
• Strong experience partnering with external recruiting agencies and contingent workforce vendors
• Experience supporting both permanent and contingent workforce planning at scale preferred
• Experience working closely with Procurement and Legal on vendor governance preferred

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties the employee is: Physical Requirements Constantly required to sit, and to reach to use computers and other office equipment Note: For the purpose of this summary, occasionally is used to represent up to 1/3 of the time given to the work day, frequently represents 1/3 to 2/3 of the time and constantly represents 2/3 or more of the time.

About AEVEX

AEVEX, headquartered in Solana Beach, California, supports the U.S. national security mission and partner nation needs around the world by providing full-spectrum aviation, remote sensing, and analysis solutions. The company's capabilities include custom design and engineering; rapid prototyping; sensor integration and sustainment; aircraft modification and certification; flight test instrumentation and support; mission operations service; advanced intelligence data processing, exploitation, and dissemination solutions; and tailored hardware and software mission-system tools. AEVEX uses agile and customized approaches to rapidly define, develop, and deliver specialized solutions for airborne special mission needs for the U.S. Government, partner nations, and commercial businesses. AEVEX has major offices in California, Florida, North Carolina, Ohio, and Virginia.

AEVEX provides a full suite of comprehensive benefits, including a 401(k)-retirement plan, comprehensive Medical, Dental, Vision, Disability and Life insurance group coverage with a portion of the premiums paid by the company, professional development funds, and an Employee Assistance Plan (EAP) with counseling, legal help, child and elder care support, among other benefits for qualified employees.

Equal Employment Opportunity:

AEVEX is an Equal Opportunity employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, religious creed, color, sex (including pregnancy, breast feeding and related medical conditions), gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship status, military and veteran status, marital status, age, protected medical condition, genetic information, physical disability, mental disability, or any other protected status in accordance with all applicable federal, state and local laws.

About Volta Foundation

Join us at Volta Foundation, a pioneering nonprofit organization at the forefront of the global battery and energy storage ecosystem. With a vibrant network of 75,000 professionals, we are a nexus for thought leadership, collaboration, and growth in the industry. Through our diverse array of open-access events, publications, industry reports, and collaboration platforms, we offer an unparalleled stage for stakeholders to unite, communicate, collaborate, and shape the future of our industry.

The Role

The Director, Education & Workforce will lead the design, development, and execution of workforce education and training initiatives at Volta Foundation.

This role has a strong focus on curriculum and training program development and strategic partnerships across industry, academia, and government. The Director will drive workforce readiness by building scalable education programs, managing multi-stakeholder initiatives, and aligning objectives and outcomes with evolving industry needs.

This role is a full-time, remote contract position with an initial two-year agreement, with the possibility of extension based on performance, funding, and organizational needs.

Key Responsibilities

Education & Training Program Leadership

• Lead the development of workforce training programs and curricula for professionals across the energy storage value chain.
• Design scalable learning pathways, including workshops, short courses, certifications, and professional training programs.
• Ensure all training and curriculum offerings align with current and emerging industry standards, technologies, and workforce needs.

Industry-Government-Academia Partnership Growth

• Collaborate with industry leaders, educational institutions, workforce organizations, and government agencies to develop workforce initiatives.
• Support and expand apprenticeship, internship, and experiential learning programs that connect education to employment.
• Liaison with institutions and form strong partnerships across industry, government and academia, with key oversight into Volta Foundation academia partnerships.
• Act as a convener across stakeholders to align workforce supply with industry demand.

Educational Resource Center Management

• Oversee the operations and strategic growth of an educational resource center focused on energy storage technologies, workforce development, and training
• Create accessible and effective mediums to aggregate learning resources
• Manage partnerships with educational institutions, training providers, and workforce organizations to expand and enhance offerings.

Curriculum Development & Credentialing

• Lead the creation and continuous improvement of curriculum, training materials, and instructional content.
• Partner with subject matter experts to ensure technical accuracy and relevance.
• Develop and oversee credentialing, certification, or badge programs related to battery technologies and workforce skills.

Program Management

• Serve as the primary owner of multiple concurrent education and workforce initiatives, managing scope, timelines, budgets, deliverables, and outcomes.
• Develop program frameworks, metrics, and reporting to track impact, participation, and workforce outcomes.
• Coordinate cross-functional teams and external partners to deliver programs on time and at high quality.

Funding & Grant Support

• Identify workforce funding opportunities, including public and private grants.
• Support or lead grant writing, proposal development, and reporting in collaboration with partners.
• Ensure funded programs meet grant requirements and deliver stated outcomes

Qualifications

• Bachelor’s or Master’s degree in Education, Business, Engineering, or a related field.
• 10+ years of experience in workforce development, curriculum design, or education program management.
• Demonstrated experience managing complex, multi-stakeholder programs
• Experience in the energy, battery, or advanced manufacturing sectors is required
• Strong leadership, project management, and stakeholder engagement skills.
• Excellent communication and strategic planning abilities.

Preferred Qualifications

• Experience managing education or workforce training portfolios at scale.
• Experience in manufacturing operations, in particular battery and energy storage.
• Grant writing experience and familiarity with workforce funding opportunities (public or private).
• Knowledge of emerging trends in battery technology, energy storage, or clean energy workforce needs.

Compensation

We offer competitive salary and on-target earnings package commensurate with the candidate’s job-related knowledge, skills, experience, and location.

• $110,000 - $140,000 USD per year depending on qualifications and experience
• This role is a full-time remote contract position with an initial two-year agreement
• Unlimited PTO: We emphasize the importance of work-life balance. We offer unlimited paid time off, allowing our staff to take the time they need to recharge and rejuvenate.

Why This Role Matters-

At Emery Sapp & Sons (ESS), building a strong workforce doesn’t start on the jobsite—it starts long before. The Workforce Development Coordinator plays a critical role in introducing the next generation of builders to ESS and the heavy civil construction industry.

This role is on the front lines of workforce recruitment and outreach—showing up in schools, classrooms, career fairs, and communities to spark interest, build relationships, and create early connections to ESS careers. By maintaining a consistent, professional, and engaging presence in targeted talent markets, this role helps ensure ESS has a healthy pipeline of future employee-owners ready to grow with the company.

Position Overview-

Reporting to the Workforce & Industry Outreach Manager, the Workforce Development Coordinator executes ESS’ recruitment outreach and pipeline development efforts across schools, community organizations, and workforce partners. Working in a merit shop heavy civil construction environment, this role partners closely with Talent Acquisition, Human Resources, Marketing, Operations, and Safety to align outreach activity with current and future hiring needs.

This position serves as the FACE of ESS at external workforce events—delivering presentations, attending career fairs, coordinating site tours, and maintaining consistent partner communication to maintain positive industry relationships and generate qualified candidate interest and warm leads.

Helpful insight: This role is focused on external recruitment outreach and talent pipeline development. Technical recruiting or delivery of internal employee training programs sits outside of the scope of this role.

What You’ll Own-

School & Community Outreach

· Serve as the primary ESS representative at high schools, trade schools, technical colleges, universities, and community events.

· Deliver engaging presentations on heavy civil construction careers, career paths, internships, and entry-level opportunities.

· Build and maintain relationships with counselors, instructors, program directors, and community leaders to support long-term workforce pipelines.

· Coordinate and support jobsite tours, classroom visits, and experiential learning opportunities when appropriate.

Talent Pipeline & Partnership Support

· Support and maintain partnerships with schools, workforce boards, industry associations, and community organizations.

· Manage ongoing communication with partners, including event planning, follow-ups, and next-step coordination.

· Identify new outreach opportunities aligned with geographic priorities and workforce needs.

· Serve as a consistent point of contact to ensure ESS remains visible, responsive, and reliable to partners.

Recruiting Events & Candidate Engagement

· Plan and support recruiting activities such as career fairs, hiring events, school visits, and community programs.

· Collect candidate leads, conduct basic interest and fit screening, and coordinate warm handoffs to Talent Acquisition.

· Ensure timely follow-up with candidates and partners to maintain engagement and momentum.

· Support internship and early-career pipeline activity as directed.

Internship Program Sourcing & Support

· Support internship recruiting efforts by collecting, organizing, and tracking intern applications and resumes.

· Assist with initial candidate screening, interview scheduling, and coordination with hiring managers.

· Maintain accurate intern candidate pipelines and status updates across operations and regions.

· Coordinate logistics for intern interviews, onboarding touchpoints, and communications.

· Serve as a point of contact for intern candidates throughout the recruiting process, ensuring a professional and engaging experience.

· Partner closely with the Workforce & Industry Outreach Manager to ensure timelines, documentation, and operational leadership needs are met.

Coordination, Tracking & Reporting

· Track outreach activity and results, including events attended, contacts made, leads generated, and conversion outcomes.

· Maintain organized records of partner contacts, event calendars, presentations, and outreach materials.

· Provide regular updates and insights to the Workforce & Industry Outreach Manager to support planning and resource allocation.

Employer Brand & Communication

· Partner with Marketing to support recruitment messaging, presentations, and materials used for outreach and events.

· Ensure all public-facing communication reflects ESS values, safety standards, culture, and employee-owner mindset.

· Help deliver engaging, on-brand activations at workforce events that represent ESS professionally and authentically.

What Success Looks Like-

· ESS maintains a consistent, professional presence in priority schools and communities.

· Strong relationships exist with counselors, instructors, and workforce partners.

· Candidate leads are generated regularly and handed off smoothly to Talent Acquisition.

· Outreach activity is well-organized, tracked, and communicated.

· Intern candidates experience a smooth, organized recruiting process.

· ESS’ employment brand is represented accurately, consistently, and engagingly.

· Internal teams view this role as dependable, proactive, and well-aligned with hiring needs.

What You’ll Bring to the Role-

· 3+ years of experience in recruiting, workforce outreach, campus recruiting, community engagement, or a related field.

· Preferred exposure to construction, skilled trades, manufacturing, or industrial environments.

· Strong public speaking and presentation skills; comfortable engaging students, educators, and community groups.

· Proven ability to build relationships and maintain partnerships over time.

· Highly organized with strong follow-through and attention to detail.

· Ability to manage multiple events, schedules, and stakeholders simultaneously.

· Proficiency with Microsoft Office; familiarity with HRIS or ATS tools is a plus.

· Willingness to travel regionally and work occasional evenings or weekends for events.

· A professional, approachable, field-first mindset.

* MUST BE ABLE TO TRAVEL*

Work Environment-

· Office-based with frequent travel to schools, community organizations, and recruiting events.

· Fast-paced, field-driven environment requiring collaboration across HR, Marketing, Operations, and Safety.

· Flexible schedule based on event and outreach needs.

Why ESS?

Emery Sapp & Sons is 100% employee owned. When we win, everyone wins. We build critical infrastructure—and we invest just as intentionally in the people who build it.

At ESS, you’ll find:

· Employee ownership from day one. · A company committed to safety, development, and long-term careers. · Help introduce the next generation to meaningful, hands-on work in the heavy civil industry. · Make a direct impact on the future workforce of ESS.

We don’t just build projects—we build careers, strengthen communities, and invest in the next generation of builders.

Job Title: Workforce Development Programs Manager

Department: Programs

Reports To: Programs Director

FLSA Status: Exempt

Salary Range: $80,000-$87,000

Our Culture:  

HACIA’s culture is rooted in our mission & guided by our values charter, which serves as a shared commitment to embodying the principles that define who we are & how we lead, serve & work together. These five values guide our decision, partnership, & action we take: 

1. Community: We build together.

2. Excellence: We set the standard.

3. Integrity: We do the right thing.

4. Stewardship: We care for what has been entrusted to us.

5. Advocacy: We raise our voices for equity & opportunity.

At HACIA, we pledge to live these values daily, hold ourselves & one another accountable as we continuously reflect & evolve to ensure these values remain alive in our culture.

Position Summary

Under the leadership of the Senior Director of Innovation and Impact and Programs Director, the Workforce Programs Manager oversees HACIA’s workforce training programs, including supportive services and job placement. This role manages grant funded initiatives, ensures program compliance and data tracking, and collaborates with partners to help participants successfully transition into construction careers.

Essential Duties & Responsibilities

Program Management & Delivery 

• Provide day-to-day coordination & oversight of workforce development programs, ensuring alignment with program goals, grant requirements, & HACIA policies & compliance standards.
• Assist in the development, implementation, & evaluation of workforce development programs serving underserved populations, including training in trades, clean energy, green construction, professional services, & other construction-related fields.
• Develop & maintain the annual training program calendar, including timelines for marketing, recruitment, enrollment, program delivery, completion, & participant transition.
• Ensure high-quality programming by monitoring participant engagement & satisfaction, as well as the performance of workforce staff, instructors, & training partners.
• Implement & manage program improvements, interventions, & operational adjustments to ensure program goals & outcomes are achieved while keeping leadership informed.

Grant Management, Compliance, & Budget Oversight 

• Coordinate closely with the Grants Manager to support budget spend-down, data tracking, & operating plans for grant-funded programs.
• Manage program budgets & reporting data to ensure accuracy, accountability, & compliance with grant & organizational requirements.
• Prioritize data integrity by establishing & maintaining effective tracking systems & documentation processes for workforce & transition outcomes.
• Support the development of grant proposals & contribute programmatic insights to funding opportunities.

Program Strategy & Evaluation

• Collaborate with Programs Department leadership to develop annual program budgets & strategic priorities.
• Design & implement evaluation methods to assess program outcomes, strengths, & opportunities for improvement, including pre- & post-assessments.
• Maintain awareness of construction industry workforce trends & identify opportunities for new program development or expansion.
• Serve as a strategic partner & thought leader to the Senior Director of Innovation & Impact on workforce trends, program innovation, & relationship development. 

Partnerships, Outreach, & Stakeholder Engagement

• Develop & maintain relationships with key industry stakeholders, including employers, unions, training providers, & community partners.
• Collaborate with the Marketing team to create outreach & marketing strategies that expand program pipelines & strengthen stakeholder engagement.
• Integrate workforce programs with HACIA membership initiatives, policies, & operations to maximize the organization’s industry & business network.

Participant Success & Workforce Transition

• Identify & coordinate wraparound & supportive services that help participants overcome barriers to program completion & employment.
• Oversee participant transition goals & support the workforce team in developing & implementing job placement & career transition strategies.

Team Leadership & Organizational Collaboration

• Train, mentor, & support workforce program staff on program coordination, compliance requirements, & service delivery.
• Support the hiring & onboarding of new staff, while fostering professional development & effective delegation within the team.
• Collaborate closely with programs, membership, & senior leadership teams to advance organizational priorities & program success.

Additional Requirements

Must possess a valid driver’s license & maintain a personal vehicle with required insurance coverage.

Competencies:

To perform the job successfully, an individual should demonstrate the following:

• Project Management: Communicates changes & progress. Completes projects on time & budget. Coordinates projects & develops project plans. Manages project team activities.
• Communications - Exhibits good listening, comprehension, & empathy. Expresses ideas & thoughts in written form. Expresses ideas & thoughts verbally. Keeps others adequately informed. Selects & uses appropriate communication methods. Keeps leadership informed as needed.
• Achievement Focus- Demonstrates persistence & overcomes obstacles. Measures self against standard of excellence. Recognizes & acts on opportunities. Sets & achieves challenging goals. Takes calculated risks to accomplish goals.
• Job Knowledge- Exhibits ability to learn & apply new skills. Keeps abreast of current developments. Requires minimal supervision. Uses resources effectively. Is able to delegate work to others.
• Strategic Thinking- Adapts strategy to changing conditions. Analyzes market & competition. Develops strategies to achieve organizational goals. Identifies external threats & opportunities.
• Problem Solving – Develops alternative solutions. Gathers & analyzes information skillfully. Identifies problems in a timely manner. Resolves problems in early stages. Works well in group problem solving situations.
• Teamwork: Balances team & individual responsibilities. Contributes to building a positive team spirit. Exhibits objectivity & openness to others’ views. Gives & welcomes feedback. Puts success of team above own interests.

Qualifications:

• Education/Experience: Bachelor's degree from four-year college or university; & more than 4 years related experience in direct management of multiple workforce training programs. 6+ years of experience in direct management of multiple-grant funded workforce development programming will be prioritized.
• Management Ability: 3+ years of experience in managing more than one person; skilled at developing a team & guiding a team to achieve excellence. Strong ability to delegate tasks, lead by example, & adept at capturing & understanding directives with the ability to lead the team to follow.
• Language & Writing Ability: Excellent writing skills. Read & interpret documents such as grant proposals, policies, & procedure manuals. Write routine reports & correspondence. Speak effectively before groups of customers or employees with the ability to tailor messages to different audiences.
• Reasoning Ability: Apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Solve & analyze problems involving several concrete variables in standardized situations.
• Computer Skills: Proficient in MS Office.

Work Environment:

Primarily an office environment with occasional travel throughout Chicago & Chicagoland. Core hours are 9am–5pm with occasional evening work for member events.

Physical Demands:

• Prolonged sitting & computer use
• Ability to lift up to 15 pounds
• Frequent hand use & movement during events, including setup & networking

Benefits: HACIA offers comprehensive benefits including

• 401k with match
• Paid time off
• Medical Insurance & Flex Spending Plan
• Dental Insurance
• Vision Insurance
• Paid Parking

Disclaimer:  

The above job description is intended to describe the general nature of the position & should not be construed as an all-inclusive list of duties, skills, & standards required for the position. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed or as assigned by their supervisor.

Equal Employment Opportunity: 

HACIA is an Equal Opportunity Employer. HACIA hires individuals on the basis of their qualifications & ability to complete the essential requirements & responsibilities of the job to be filled. It is HACIA’s policy to grant equal employment opportunities to qualified persons without regard to race, color, national origin, sex, sexual orientation, gender identity/gender expression, religion, pregnancy, parental status, marital status, age, veterans' or military status, regardless of how discharged, source of income, credit history, arrest records, or physical or mental handicap or disability, genetic information, or other classification protected by applicable federal, state or local laws. HACIA will provide equal opportunities in all aspects of the employment relationship, including without limitation, recruiting, hiring, compensation, promotion, working conditions, benefits & all other privileges, terms, & conditions of employment. All employment decisions are made based on availability, qualifications, ability, merit and/or other legitimate factors consistent with principles of equal employment.

Cover letter & responses to the pre-screening questions below are required. Please include in 1 file when submitting or send to

• Why HACIA?
• What interested you in this specific role?
• What do you know about HACIA’s existing workforce development programs?
• Why do you think you’re a good fit for this role?
• Tell us about a workforce development or training program you’ve led in the past.
• What were the challenges & what made it successful?
• What are you looking for in your next role & how does this position align with long term goals?

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• Federal and state employment compliance requirements
  
• Internal HR policies, plan documents, and programs
  
• Common core HR processes (hire, job changes, leave, time eligibility, employee data)
  

• 
  
• Documented, repeatable compliance programs with clear ownership
  
• Audit-ready evidence for regulated workforce requirements
  
• Clear visibility into system-enforced vs manual controls
  
• Reduced reliance on institutional knowledge
  
• Clean handoff to internal HR Compliance governance
  

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• Re-establish and make process improvement recommendations for Federal and state compliance workplace obligations (EEO-1 reporting, VETS-4212, Affirmative Action plan requirements, Federal and state labor law posters, I-9, etc.) for a complex, matrixed enterprise with multiple HCM systems
  
• Develop a compliance requirements inventory (federal, state, and local)
  
• Define ownership, evidence standards, review cadence, and escalation paths
  
• Revise related process documentation (e.g., SOPs, desktop procedures, flow diagrams)
  
• Create a compliance calendar with deadlines, triggers, and dependencies
  

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• Map regulated requirements and internal policies to HCM system controls
  
• Identify where system configurations are fully or partially automated and where excessive reliance on manual processes or workarounds
  
• Document policy-system-process alignment for core HR domains (total rewards, staffing, job data, employee classifications, policy adherence, etc.)
  
• Establish audit-ready documentation for system-based controls
  

• 
  
• Design lightweight system control validation approaches (sampling, evidence review)
  
• Define configuration attestation expectations for system owners
  
• Identify and document control gaps and risk exposures
  
• Support internal audit readiness (without performing audit activities)
  

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• Integrate compliance programs into a committee-style operating model
  
• Establish a sustainable handoff model to internal HR Compliance ownership including a review schedule and RACI
  

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• Legal interpretation of employment law
  
• Policy drafting or legal language development
  
• Payroll processing or payroll system controls
  
• Employee relations case management
  
• Training delivery or change management execution
  

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• 5+ years in HR compliance, workforce compliance, or employment-related governance
  
• Hands-on experience with:
  
  • 
    
  • Employer filings (EEO-1, VETS 4212, CA Pay Filing)
    
  • Federal employer requirements
    
  • Multi-state employment compliance operations
    
  
  
  
• Demonstrated experience building or re-establishing compliance programs, not just running tasks
  
• Experience working with HRIS/HCM systems in a compliance or controls capacity
  
• Experience in regulated environments (healthcare, insurance, financial services, or similar)
  

• 
  
• Strong understanding of:
  
  • 
    
  • Federal workforce compliance requirements
    
  • State employment law variability and tracking
    
  • HR data dependencies for regulatory filings
    
  
  
  
• Ability to translate regulatory requirements into process and system controls
  
• Comfortable documenting gaps, risks, and manual dependencies
  
• Strong documentation and process design skills
  
• Able to work cross-functionally with HR, Legal, IT, Internal Audit, and Compliance
  

• 
  
• Oracle HCM, Peoplesoft or similar enterprise HCM experience
  
• Prior partnership with Internal Audit or Compliance functions
  
• Experience supporting system implementations or post-go-live stabilization
  

• 
  
• Employment Compliance Manager (former or contract)
  
• HR Compliance Program Manager
  
• Workforce Compliance Lead
  
• HRIS Controls / Governance Specialist
  
• Internal Audit professional with HR compliance exposure
  

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• ER specialists
  
• Payroll managers
  
• Policy analysts without regulatory filing experience
  
• Change management consultants
  

Job Summary

This role is responsible for the daily administration, accuracy, and operational readiness of the organization’s Workforce Management (WFM) and workforce compliance systems. Serving as the system administrator and data steward, the position ensures timekeeping and scheduling configurations align with company policies, labor laws, union agreements, and payroll requirements. The role monitors daily system activity, resolves exceptions and pay rule issues, supports payroll processing and period close, and partners with HRIS on system upgrades, testing, and releases. This position also serves as a primary support resource for WFM inquiries, maintains system documentation and SOPs, supports audits, and provides training to managers and employees to ensure consistent and compliant system use.

This is What You’ll Do

• Administer and maintain the Workforce Management (WFM) system, including schedules, work rules, pay codes, accruals, and labor categories.

• Perform system audits and ongoing data validation to ensure accuracy, rule compliance, and data integrity.

• Support system upgrades, releases, and regression testing in partnership with HRIS.

• Monitor daily timekeeping activity and investigate and resolve exceptions, missed punches, pay rule errors, and scheduling issues.

• Partner with Payroll to support accurate and timely pay processing, period close activities, and payroll deadlines.

• Serve as a primary support contact for WFM inquiries, troubleshooting issues and escalating system defects as needed.

• Support ticket intake, prioritization, resolution tracking, and documentation of recurring issues and root cause analysis.

• Maintain SOPs, job aids, and configuration documentation to ensure consistent application of workforce policies and system rules.

• Ensure timekeeping and scheduling practices comply with labor laws, company policies, and union agreements, and support workforce audits.

• Train managers and employees on WFM system usage, support new site launches and conversions, and provide guidance on schedules, time entry, and approvals.

• Perform other duties as assigned.

This is What it Takes

• Associate’s degree in Business, Human Resources, Information Systems, or related field OR five (5) years’ equivalent experience; Bachelor’s degree preferred.

• Four (4) years of experience administering Workforce Management or time and attendance systems.

• Experience in multi-site and hourly workforce environments preferred.

• Experience supporting payroll and HRIS system integrations preferred.

• Strong attention to detail and process orientation.

• Strong communication and customer support skills.

• Knowledge of WFM and time & attendance systems, including configuration and support.

• Ability to configure, maintain, and support WFM systems.

• Ability to identify and resolve timekeeping and payroll-related issues.

• Ability to use ticketing systems (e.g., Cherwell, ServiceNow) to track and resolve requests preferred.

• Understanding federal and state labor laws, including FLSA, preferred.

Physical Requirements

• Position works in-office at the corporate location.

• Ability to sit for extended periods of time.

• Ability to use a computer and other office equipment.

• Ability to occasionally lift and carry up to 20 pounds.

• Ability to reach, bend, and stoop as necessary.

• Ability to communicate effectively, both verbally and in writing.

• Ability to focus and concentrate on tasks for extended periods.

• Ability to navigate the office environment safely, including stairs and elevators (if applicable).

• Ability to travel up to 20% via airplane or vehicle (if applicable).

• Ability to use assistive devices if needed for mobility or communication.

Do Satisfying Work. Earn Real Rewards and Benefits

We’re widely known and respected for our benefits and for leadership that is supportive and hands-on. Managers who truly want you to grow and excel.

• Formal training
• Outstanding plans for medical, dental, and vision insurance
• Health savings account (HSA)
• Flexible spending account (FSA)
• Tuition Reimbursement
• Employee assistance program (EAP)
• Wellness program
• 401k retirement plan
• Paid time off
• Company paid holidays
• Personal time

With donation centers and team members throughout the U.S., Octapharma Plasma, Inc. collects plasma to create life-saving medicines for patients worldwide. We are growing at an impressive pace, and so is the positive impact of our work. Our community relies on teamwork, compassion, and expertise to get things done the right way, while making a meaningful difference in the lives we touch.

Interested? Learn more online and apply now at:

And if you know someone else who'd be a great fit at Octapharma Plasma, Inc. please forward this posting along!

INNER SATISFACTION.

OUTSTANDING IMPACT.

Position Summary

The Retail Workforce Management Specialist supports the planning, analysis, and system administration activities that help optimize labor deployment across the retail organization. Reporting to the WFM System & Labor Standards Manager, this role assists with maintaining workforce management systems, validating labor standards, and generating labor performance insights. The WFM Specialist helps ensure schedules align with customer demand, business goals, and compliance requirements to drive operational efficiency.

Key Responsibilities

Workforce Management System Support

• Assist in maintaining and updating the WFM platform (e.g., Legion, Kronos, UKG, Reflexis) to support accurate scheduling, forecasting, and timekeeping.
• Partner with IT and HR teams to monitor integrations with payroll and POS systems.
• Support system testing, upgrades, and rollout of new features or configuration changes.
• Provide day-to-day user support and assist in developing training resources for field and store leaders.

Labor Standards & Modeling Support

• Help collect and organize data used to validate labor standards and staffing models.
• Conduct time studies or data reviews to identify process improvement opportunities.
• Support the creation of workload models that align labor needs with sales forecasts and service expectations.
• Maintain documentation of process standards and assumptions for transparency and consistency.

Reporting & Analysis

• Generate recurring reports and dashboards on scheduling accuracy, productivity, and labor performance.
• Identify data inconsistencies or trends and escalate findings to the WFM Manager.
• Partner with analytics and finance teams to ensure alignment between forecasted and actual labor results.

Collaboration & Communication

• Work cross-functionally with Store Operations, Finance, HR, and IT to support labor planning initiatives.
• Assist with testing, documentation, and rollout of new WFM features or labor model updates.
• Communicate clearly and effectively with both technical and non-technical partners.

Qualifications

• Bachelor’s degree in Business, Operations, Industrial Engineering, or related field preferred (or equivalent experience).
• 1–3 years of experience in workforce management, labor analytics, or retail operations support.
• Familiarity with WFM platforms (Legion, Kronos/UKG, Reflexis, or similar).
• Strong analytical and problem-solving skills with high attention to detail.
• Proficiency in Excel and comfort working with reporting tools (e.g., Power BI, Tableau) a plus.
• Excellent communication and organizational skills; ability to work collaboratively across departments.

Success Measures

• Accurate and timely delivery of WFM reports and system updates.
• Effective support during testing and rollout of new system features or labor standards.
• Improved data accuracy and process documentation.
• Strong partnership with field, IT, and operations teams supporting labor optimization efforts.

Reporting to the Director, HR Operations, this role is responsible for forecasting and planning the future workforce needs of Valley Children’s Healthcare. Through in-depth analysis of workforce demographics, labor trends, and required skill sets, the position identifies staffing gaps and partners with leadership to develop data-driven, quantitative labor forecasts that support organizational performance, operational planning, and long-term strategic initiatives.

This role oversees the position request and approval process and plays a key role in the continuous evolution of the organization’s comprehensive compensation program. By anticipating future compensation challenges, the incumbent proactively designs innovative, scalable solutions aligned with organizational goals, compensation philosophy, and financial guardrails. The position regularly presents clear, compelling, and data-backed recommendations to executive leadership to drive alignment and informed decision-making.

Additionally, this role oversees the operation, optimization, and integrity of Human Resource Information Systems (HRIS), driving continuous process improvements and ensuring accurate, reliable workforce data. The position provides leadership in developing and improving systems and processes while ensuring compliance with all applicable legal and regulatory requirements related to compensation and workforce data.

Work Location & On-Site Expectations

This position offers a hybrid work arrangement; however, due to the collaborative and operational nature of the role, frequent on-site presence is required. Candidates must reside within a reasonable commuting distance to support regular on-site engagement, as determined by business needs and management.

Qualifications

Education

• Bachelor’s degree in Business, Human Resources, or a related field (required)

Licenses and Certifications

• Certified Compensation Professional (CCOMP) (preferred)
• Professional in Human Resources (PHR) (preferred) or
• Senior Professional in Human Resources (SPHR) (preferred)

Work Experience

• Minimum of five (5) years of related experience in compensation and/or workforce planning (required)
• Minimum of three (3) years of HRIS experience (required)
• Minimum of five (5) years of progressively responsible professional experience (required)

Skills and Abilities

• Strong independent problem-solving and analytical skills
• Ability to manage multiple priorities and concurrent projects effectively
• Exceptional verbal and written communication skills
• Excellent organizational, customer service, and stakeholder engagement skills
• Proficiency in statistical analysis and data-driven decision-making
• Demonstrated experience with HRIS platforms
• Working knowledge of California and federal wage and hour regulations, including FLSA and Wage & Hour requirements (required)

Additional Information

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The qualifications listed above are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Compensation and Schedule

• Compensation Range: $72.40 – $100.20
• Work Shift: Day (United States of America)
• Exempt Status: Yes
• FTE: 100%
• Scheduled Weekly Hours: 40
• Daily Hours: 8

We’re Hiring: Workforce Management Analyst

At NSD, we’re a leading provider of vehicle protection solutions, supporting millions of drivers, dealers, agents, and financial institutions nationwide. Our mission is simple: deliver innovative products and exceptional service that keep motorists protected and moving forward.

We’re looking for a Workforce Management (WFM) Analyst to join our growing team. This role is ideal for someone who thrives in a data-driven environment and enjoys turning insights into operational impact.

What You’ll Do

As a key partner to leadership, you will provide analytical and operational support to ensure optimal staffing, efficiency, and service delivery:

• Support forecasting, scheduling, and capacity planning initiatives
• Maintain WFM system inputs to ensure accurate forecasts and schedules
• Monitor real-time performance (call volumes, queues, adherence) and escalate risks to service levels
• Execute intraday staffing adjustments, including schedule changes and overtime coordination
• Analyze performance metrics such as adherence, productivity, and utilization
• Develop and deliver standard and ad-hoc reporting (service levels, occupancy, shrinkage, forecast variance)
• Assist in short- and long-term capacity planning using historical and trend analysis
• Partner cross-functionally to ensure data accuracy and reporting consistency
• Document processes and contribute to continuous improvement initiatives

What We’re Looking For

• Bachelor’s degree in Business, Analytics, Operations, or related field (preferred)
• 3–5 years of Workforce Management, operations analytics, or contact center experience
• Experience with Verint WFM tools
• Strong analytical skills with the ability to translate data into actionable insights
• Advanced Excel and reporting proficiency

Why Join NSD?

We believe in taking care of our people—both professionally and personally:

• Comprehensive Benefits: Health, Dental, Vision, Life, Disability + Pet Insurance
• Work-Life Balance: Generous PTO, holidays, and a family-friendly schedule
• Culture That Cares: Team events, recognition programs, and family days
• Career Growth: A strong track record of promoting from within

Ready to make an impact? Apply today or message me directly to learn more.

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