Staffing Director

Job Purpose

The Staffing Director is a senior leader responsible for shaping and executing the organization’s workforce strategy across the full employee lifecycle. This role provides strategic direction on staffing plans that align with business growth, operational excellence, and long-term workforce needs. In addition to overseeing enterprise-wide talent acquisition, the Staffing Director has direct accountability for onboarding and retention, ensuring that new hires are successfully integrated into the organization and that long-term engagement, performance, and culture are sustained.

The Director partners closely with regional leadership to forecast talent demands, optimize resource allocation, and build scalable staffing models that attract, retain, and grow top-tier talent across all levels. Beyond operational execution, the Director serves as a key advisor to leadership, driving innovative sourcing strategies, building a culture of retention, and ensuring compliance with all applicable labor laws and employment standards.

The key accountabilities:

Talent Acquisition

• Set and lead the region’s talent acquisition strategy to ensure alignment with business growth and workforce planning needs.
• Direct and mentor recruiting leaders and teams, setting performance standards and ensuring consistent, high-quality candidate experiences across all regions and functions.
• Partner with regional leaders and department heads to forecast staffing needs, define role requirements, and prioritize critical hiring initiatives that support business objectives.

Onboarding

• Own the 28 Day onboarding framework, ensuring every new hire is effectively integrated into the culture, values, and performance expectations of the organization.
• Collaborate with HR, Operations, and Training to deliver scalable onboarding programs that accelerate time-to-productivity and engagement.
• Provide executive oversight of communications and resources that drive alignment between new hires and organizational goals.

Retention & Engagement

• Design and implement retention strategies that strengthen employee engagement, performance, and long-term commitment.
• Monitor workforce analytics and trends, reporting on turnover, engagement, and retention risks while recommending data-driven interventions.
• Partner with HR and leadership to create recognition programs, career development pathways, and employee experience initiatives that reduce attrition and strengthen loyalty.
• Serve as a strategic advisor to regional leadership on retention challenges, culture-building efforts, and succession planning.

Offboarding

• Oversee the offboarding process to ensure departing employees exit with professionalism, transparency, and respect.
• Establish consistent offboarding policies that protect the company’s reputation, maintain compliance, and reduce legal and operational risks.
• Leverage exit interview insights to identify patterns, inform retention strategies, and provide actionable recommendations to executive leadership.
• Ensure continuity planning by partnering with leaders to manage knowledge transfer and minimize disruption to business operations.

Leadership & Governance

• Manage departmental budget and allocate resources to maximize ROI across staffing, onboarding, retention, and offboarding initiatives.
• Ensure compliance with all applicable labor laws, hiring standards, and organizational policies across multiple states.
• Report regularly to the CEO and executive team on staffing performance, retention outcomes, and workforce readiness, influencing enterprise strategy.

Qualifications:

>Education: Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred

>Experience: 5 years of progressive HR/talent acquisition experience, including at least 5 years in a senior leadership role overseeing multi-state or multi-location workforce operations.

>Leadership: Demonstrated success in leading and developing high-performing teams, with experience managing managers and cross-functional initiatives.

>Talent Lifecycle Expertise: Deep knowledge of the full employee lifecycle, including talent acquisition, onboarding, retention, and offboarding, with proven results in reducing turnover and improving engagement.

>Strategic Partnership: Strong executive presence with the ability to advise and influence C-suite leaders and translate business priorities into workforce strategies.

>Analytical Skills: Proficiency in workforce analytics, HR systems, and data-driven decision-making to measure success and guide strategy.

>Compliance Knowledge: Thorough understanding of federal and state employment laws, regulations, and compliance standards.

>Change Leadership: Experience driving transformation, building scalable staffing models, and implementing innovative solutions in fast-growing organizations.

>Communication: Exceptional written, verbal, and interpersonal communication skills with the ability to convey complex ideas to multiple audiences.

What Does Success Look Like:

>Strategic Alignment: Workforce plans are directly aligned with regions growth objectives, with staffing forecasts proactively addressing business needs.

>Efficient Hiring: Time-to-fill for critical roles is reduced while maintaining high-quality candidate pipelines and improving hiring manager satisfaction.

>Seamless Onboarding: New hires consistently report positive onboarding experiences, reaching productivity faster and demonstrating stronger early engagement.

>Improved Retention: Retention rates at key milestones (30, days, 90 days, 1 year, etc.) show measurable improvement, with turnover risks identified early and mitigated.

>Engaged Workforce: Employee engagement survey scores rise year over year, reflecting stronger culture, communication, and connection to the company mission.

>Respectful Offboarding: Exiting employees leave as brand advocates, with offboarding processes handled smoothly, reducing risk and supporting organizational reputation.

>Executive Partnership: Leadership view the Staffing Director as a trusted advisor who brings proactive insights, actionable recommendations, and measurable results.

>Data-Driven Decisions: Workforce metrics and analytics are consistently leveraged to guide staffing, onboarding, retention, and offboarding strategies, demonstrating ROI on people initiatives.