Director of Talent & Resource Management at SPAR Inc.

Charlotte, North Carolina, United States -

Full Time

Start Date

Immediate

Expiry Date

25 Jun, 26

Salary

0.0

Posted On

27 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Workforce Transformation, Talent Acquisition, Resource Management, Workforce Strategy, Operating Model Design, Workday, SenseHQ, Business Intelligence Tools, Workforce Forecasting, Capacity Planning, Redeployment Strategy, Executive Communication, Stakeholder Influence, Operational Execution, Data Analysis, Financial Acumen

Industry

Retail

Description

Overview Director of Talent & Resource Management SPAR is seeking a visionary and results-driven Director of Talent & Resource Management to lead a transformative shift from a traditional recruiting model to a proactive, redeployment-first, technology-enabled workforce engine. This is not a traditional Talent Acquisition leadership role. This is a build-and-transform opportunity where you will design and scale a modern workforce model that drives efficiency, agility, and measurable financial impact—ultimately evolving into a gig-enabled talent marketplace. If you thrive in building systems, leading change, and delivering measurable business outcomes, this is your opportunity to shape the future of workforce strategy at scale. Why Join SPAR? High-impact role with direct visibility to executive leadership. Opportunity to architect a next-generation workforce model. Strong career growth and leadership influence. Competitive compensation and comprehensive benefits. Collaborative, fast-paced, and transformation-focused environment. Generous Paid Time Off. Tuition Reimbursement. Location: Charlotte, NC Hybrid (4 days onsite, 1 day remote) Travel: Up to 20% What You’ll Do Lead the enterprise-wide transformation from reactive recruiting to a redeployment-first talent model. Design and implement a scalable operating model aligned to regional workforce demand. Build a sustainable, flexible workforce strategy that supports high-volume, project-based execution. Serve as business owner for workforce technologies including Workday (Projects/Resource Management), SenseHQ, BI tools, and vendor platforms. Partner with IT, Finance, and external vendors to drive automation, adoption, and real-time workforce visibility. Lay the foundation for a future client-facing and talent-facing gig marketplace platform. Own workforce forecasting, capacity planning, redeployment strategy, and talent pool health. Develop and deliver executive dashboards tracking Redeployment rates, fill speed, show rates, talent Utilization Serve as a strategic advisor to executive leadership on workforce strategy, risk, and scalability. Partner cross-functionally with Field Leadership, Operations, Finance, and Talent teams to align supply and demand. Lead large-scale organizational change initiatives with a focus on adoption, accountability, and performance. Build and foster a culture of execution excellence, continuous improvement, and data-driven decision-making. Experience Bachelor’s degree required (equivalent experience may be considered). 10+ years of progressive leadership in Talent Acquisition, Workforce Strategy, Resource Management, or Staffing Operations. Proven success leading large-scale workforce or talent transformation initiatives, preferably in high-volume or retail environments. Demonstrated ability to deliver measurable financial impact, cost savings, and ROI. Experience with Workday or enterprise ATS/WFM platforms strongly preferred. Exceptional executive communication and stakeholder influence skills. Strategic thinker with strong operational execution skills. Advanced analytical mindset with the ability to translate data into actionable insights. Strong financial acumen and understanding of workforce cost structures. Ability to lead through ambiguity and drive large-scale change. Excellent communication, presentation, and cross-functional collaboration skills. Work Environment & Physical Requirements This role operates in a professional office environment with a hybrid schedule (4 days onsite, 1 day remote). Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Physical requirements include the ability to sit, stand, walk, communicate, and occasionally lift up to 50 lbs., as needed. DISCLAIMER: The preceding description is not designed to be a complete list of all duties and responsibilities required. WE ARE AN EQUAL OPPORTUNITY EMPLOYER: SPAR provides Equal Employment Opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition, to federal law requirements, SPAR complies with applicable state and local laws governing nondiscrimination in employment in every location in which it has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training. SPAR expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of SPAR's employees to perform their job duties may result in discipline up to and including discharge.

Responsibilities

The Director will lead the enterprise-wide transformation from reactive recruiting to a proactive, redeployment-first talent model, designing and implementing a scalable operating model aligned with regional workforce demand. This role involves owning workforce technologies, driving automation, and laying the foundation for a future gig-enabled talent marketplace.