Workforce Engagement & Development Manager Position Summary The Workforce Engagement & Development Manager (WEDM) is a field-embedded leadership role that fuses hands-on workforce management with strategic people development — without the administrative overhead or perception of a traditional HR function. Positioned as the critical link between day-to-day project execution and executive strategy, the WEDM owns the morale, training, and readiness of a dedicated cohort of 100 field employees. This person is visible on-site, trusted by crews, and credible in front of directors and executives — translating what is happening in the field into decisions and investments that keep projects staffed, skilled, and running smoothly. The ideal candidate blends field operations experience with people-development instincts to eliminate friction before it becomes attrition, downtime, or compliance risk. Key Responsibilities 1. Workforce Morale & Employee Relations (50%)

Field Presence & Trust:

Serve as the primary, visible point of contact for 100 dedicated field employees on pay questions, policy interpretation, benefits, and day-to-day workplace concerns.

Conflict Resolution:

Identify and de-escalate interpersonal and site-level conflict early; document and investigate concerns thoroughly and consistently.

Performance Coaching:

Coach site supervisors on delivering fair, effective evaluations; build and manage improvement plans; lead difficult conversations, including disciplinary action, with professionalism.

Retention & Culture:

Run regular pulse-checks, stay interviews, and exit interviews to catch morale and attrition risks early, and drive targeted fixes at the crew and site level. 2. Training, Development & Workforce Readiness (50%)

Deployment Optimization:

Partner with scheduling and dispatch to track shift coverage, keep rosters optimized, and rapidly fill vacancies within the assigned 100-person cohort.

Skills & Certification Pipeline:

Audit skill gaps across the cohort and coordinate safety training, license renewals, trade certifications, and cross-training so crews stay project-ready.

Career Pathing:

Build clear, structured paths that move entry-level field employees into skilled, lead, and supervisory roles.

Compliance & Site Readiness:

Ensure the cohort meets every client and project requirement — background checks, drug screens, medical clearances, and site badging — before boots hit the ground. E1-E4

Ratios & Full Crew Rates:

Monitor and maintain compliant E1-E4 classification ratios and Full Crew Rate staffing targets across the cohort, adjusting crew composition to keep skill mix and cost profile aligned to project requirements.

Chain of Command Oversight:

Ensure the onsite chain of command is clearly defined, communicated, and consistently followed across the cohort, monitoring for breakdowns in reporting structure and escalating promptly. 3.

Executive & Leadership Communication Reporting Up:

Translate field-level trends (morale, turnover, training compliance, readiness) into clear, concise updates for the Director of Field Operations and executive leadership.

Two-Way Voice:

Represent the voice of the field in leadership discussions, and carry company priorities and strategy back to crews.

Executive Presence:

Prepare and deliver regular reporting on cohort health, using the KPIs below, flagging risks before they affect project delivery. Key Performance Indicators (KPIs) KPI Target / Definition Retention Rate Measurable reduction in annualized voluntary turnover within the assigned 100-person cohort. Utilization & Deployment Efficiency Maintain 95% assignment utilization; minimize unallocated bench time. Training Compliance & Velocity 100% compliance on mandatory site-access certifications; hit targeted milestones for internal upskilling. Time-to-Resolution Reduce the time it takes to resolve employee concerns and on-site disputes. Executive Reporting Cadence Deliver timely, accurate cohort reporting to the Director and executive leadership on an agreed schedule. Crew Composition & Chain of Command Maintain compliant E1-E4 ratios and Full Crew Rate targets across the cohort; ensure the onsite chain of command is clearly defined and consistently followed.

Qualifications & Requirements Experience:

3-5 years of combined experience in field operations (scheduling, dispatch, supervision) and people management or employee relations.

Industry Background:

Experience in construction, electrical, industrial, or technical trades environments strongly preferred.

Education:

Bachelor's degree in Business Administration, Organizational Development, Human Resources, or equivalent field experience. PHR, SPHR, or SHRM-CP is a plus, not required.

Core Skills:

Strong conflict de-escalation and coaching skills, comfort communicating with executives, working knowledge of Workforce Management Systems (WMS) and HRIS platforms, and bilingual ability a plus depending on site demographics. n6tdgXVSoJ