Director of Workforce Strategy (New York City Metropolitan Area)

Director of Workforce Strategy

A commercial services company is seeking a Director of Workforce Strategy to lead talent acquisition, employee development, and workforce planning.

Working closely with senior leadership, this person will build the recruiting pipelines, training programs, and people systems needed to support continued growth. This is a hands-on opportunity for someone who enjoys finding talent, developing teams, and building a function.

What You’ll Do

• Develop a company-wide workforce plan aligned with current needs and future growth.
• Build proactive recruiting pipelines for management, professional, administrative, and skilled trade positions, reducing reliance on outside recruiters.
• Establish sourcing relationships with industry professionals, unions, schools, and apprenticeship programs.
• Create onboarding and training programs that help new employees become productive quickly.
• Develop leadership development, succession planning, internship, and career development programs.
• Implement practical performance management processes that recognize strong performance, support development, and address gaps.
• Develop compensation structures, market benchmarking, benefits strategies, and recognition programs that support recruitment and retention.
• Strengthen employee engagement and the company’s reputation as an employer.

What We’re Looking For

• Experience building and improving recruiting and employee development programs, with measurable results.
• A background in talent acquisition, HR leadership, talent management, or workforce strategy.
• Ability to recruit across a range of positions, from office professionals and managers to field employees and skilled trades.
• Experience with workforce planning, performance management, leadership development, and compensation.
• A commercially minded approach and the ability to translate business needs into practical hiring and development plans.
• Strong relationship-building skills and comfort working directly with senior leadership.
• Experience in construction, facilities services, logistics, manufacturing, or another business with a substantial field workforce is preferred.

What Success Looks Like

You’ll establish dependable talent pipelines, clear internal development paths, and succession plans that prepare the company for its workforce needs over the next 12–24 months. Your work will directly improve hiring, employee readiness, retention, and the company’s ability to grow.