Director, OCVIBE Strategic Workforce Planning & Deployment

OC Sports & Entertainment•Anaheim, CA

2d•Onsite

About The Position

A great experience starts with you! Join our team to help create and develop the future of live entertainment and sports in Orange County! Once you've had a chance to explore our current open positions, apply to the ones you feel best suit you, as an applicant, you can always see your application status in your profile. Mission: To enrich the lives in our community through shared experiences, welcoming spaces, and responsible actions. Vision: We will be the social and entertainment center of Orange County – a place where the cultural kaleidoscope of the region converges and connects. Our vibrant, rich collection of experiences will celebrate the diversity of our community. Values: Be Safe | Do the Right Thing | Be Generous | Include Everyone | Make it Easy | Be Bold Job Title: Director, OCVIBE Strategic Workforce Planning & Deployment Pay Details: The annual base salary range for this position in California is $180,000 to $225,000 per year. The starting pay for the successful candidate depends on various job-related factors, including but not limited to the candidate’s geographic location, job-related knowledge, skills, experience, education/training, internal value, peer equity, external market demands, and organizational considerations. The Director, OCVIBE Strategic Workforce Planning & Deployment will lead the implementation and operationalization of OCVIBE’s Strategic Workforce Planning by translating labor strategy into scalable planning models, tools, governance, and operating routines. This role will bring a newly developed workforce planning model to life, driving broad-based change management, adoption, and accountability. The role will partner closely with Operations, Human Resources, Finance, Talent Acquisition, and Legal/Compliance to align workforce plans with business demand, labor availability, service expectations, productivity goals, accurate timekeeping requirements, and cost targets. As the district scales, this leader will also help shape the future-state approach to centralized scheduling and workforce deployment, ensuring that strategic workforce plans, operational needs, and data-driven insights inform scheduling practices. The role will be expected to identify, vet, and leverage appropriate compliant workforce analytics, AI-enabled tools, and scenario modeling to improve forecasting, planning, scheduling, and labor decision-making over time, in accordance with regulations.

Requirements

Bachelor’s degree in Business, Human Resources, Operations, Finance, Analytics, or a related field; advanced degree preferred
10+ years of experience in strategic workforce planning, workforce management, labor planning, scheduling, operations planning, or related fields
Experience leading workforce planning within complex multi-venue, labor-intensive organizations supporting hourly, part-time, seasonal, and full-time employee populations
Experience developing workforce planning capabilities from inception, including governance, operating models, workforce analytics, and organizational adoption
Experience supporting large-scale, complex projects, phased openings, start-ups, districts, venues, hospitality, sports and entertainment, retail, or other labor-intensive operating environments preferred
Experience implementing or operationalizing workforce planning models, tools, governance, or enterprise planning processes
Experience with ABI, Workday Scheduling, or comparable workforce management, scheduling, or labor planning systems preferred
Experience applying AI-enabled tools, automation, predictive analytics, or advanced modeling to workforce planning or scheduling preferred
Experience leading teams, building new capabilities, and working cross-functionally with Operations, HR, Finance, and Talent Acquisition
Demonstrated experience leading change management across multiple functions, stakeholder groups, and senior leaders
Strong understanding of labor modeling, demand forecasting, staffing plans, scheduling practices, productivity metrics, and labor cost management
Strong analytical capability, including comfort with workforce data, scenario planning, dashboards, and decision-support tools
Demonstrated ability to drive continuous improvement in workforce planning, scheduling efficiency, leader capability, and team member experience
Proven ability to influence without direct authority and drive adoption of new processes across a matrixed environment
Core Competencies Strategic workforce planning Workforce modeling and labor forecasting Change management and stakeholder adoption Scheduling and workforce deployment Data-driven decision-making AI-enabled workforce analytics Operational and financial acumen Cross-functional leadership and influence Process design and governance Execution, accountability, and continuous improvement
Able to operate in a fast-paced, evolving project environment
Knowledge, Skills, and Experience Education - Bachelor's Degree Experience Required – 10+ Years

Responsibilities

Lead the implementation and operationalization of the Strategic Workforce Planning initiative across OCVIBE functions and venues
Translate the OCVIBE strategic workforce planning model, tools, and methodology into practical operating routines, decision forums, and planning processes
Build and drive change management efforts to ensure understanding, adoption, and accountability among functional leaders, operators, HR partners, and other stakeholders
Partner with OCVIBE and enterprise stakeholders including Operations, HR, Finance, Talent Acquisition, and project leadership to align workforce plans with business demand, budget, service levels, productivity goals, and labor availability
Implement, leverage, and evolve scalable workforce models, including demand forecasts, staffing requirements, coverage strategies, shift structures, and phased ramp plans
Support workforce planning needs tied to the OCVIBE development, including phased openings, labor ramp strategies, and evolving operating requirements
Identify workforce risks, gaps, and dependencies, and develop recommendations to support readiness across functions
Establish governance, reporting, and metrics to monitor workforce readiness, labor utilization, overtime, staffing gaps, and plan adherence
Identify and use workforce data, analytics, AI-enabled tools, and scenario modeling to improve planning accuracy, scheduling recommendations, and labor decision-making
Help inform the design of a future centralized scheduling function, including processes, tools, roles, governance, and service expectations
Partner with Talent Acquisition and HR leadership to ensure hiring plans, pipelines, and timing are aligned with workforce demand
Evaluate and optimize workforce management and scheduling tools for the district
Establish workforce planning governance structures, including planning calendars, decision forums, accountability mechanisms, and workforce planning standards across OCVIBE
Identify opportunities to optimize labor utilization, reduce overtime reliance, improve schedule effectiveness, and increase workforce flexibility while maintaining service and team member experience standards
Develop workforce contingency plans and labor risk mitigation strategies
Lead, coach, and develop workforce planning and deployment resources as the function matures