Vice President, Workforce Strategy and Continuous Improvement

bp • Chicago, IL

9d • $120,000 - $180,000 • Hybrid

About The Position

TravelCenters of America (TA), part of bp, operates 270+ travel centers, restaurants, and truck service locations nationwide. With new executive leadership and a multi-year transformation underway, TA is modernizing operations, investing in workforce systems, and elevating the culture. The Vice President, Workforce Strategy & Continuous Improvement is a senior leader responsible for elevating operational discipline, efficiency, and consistency across TravelCenters of America’s nationwide network. This role oversees both the Workforce Management (WFM) team and store operations Continuous Improvement (CI) strategy, ensuring that TA’s frontline labor, processes, and technology work together to deliver a reliable, high-quality experience for professional drivers and motorists as well as our frontline team. This leader will drive initiatives that simplify site operations, reduce friction for frontline teams, optimize labor deployment, and strengthen the operating rhythm that keeps high volume truck stops running smoothly 24/7. They will be a champion for operational excellence in an environment where speed, accuracy, safety, and service reliability are non-negotiable.

Requirements

• 10+ years of leadership experience in operations strategy, workforce management, CI, or related fields; experience in truck stops, convenience retail, hospitality, or service‑intensive environments
• Proven ability to drive operational discipline and process standardization across a multi‑unit, 24/7 network.
• Expertise in labor modeling, process optimization, and technology‑enabled operational improvement.
• Strong analytical, strategic, and executive communication skills.
• Experience influencing senior leaders and driving change in complex, distributed organizations.

Responsibilities

• Lead Workforce Management Strategy: Oversee labor forecasting, scheduling, and staffing models tailored to the unique rhythms of truck stop operations, including peak fueling windows, overnight coverage, and service bay throughput.
• Develop labor standards that balance service expectations, safety, and cost efficiency across diverse business lines.
• Improve labor visibility and planning accuracy to ensure the right people are in the right place at the right time.
• Drive Continuous Improvement & Operational Simplification: Lead store operations CI initiatives that eliminate waste, reduce complexity, and streamline workflows across fueling, retail, food service, and maintenance operations.
• Introduce standardized processes that reduce variability and help sites operate with greater consistency and reliability.
• Build a culture of continuous improvement that empowers frontline teams to identify and solve operational challenges.
• Accelerate Automation & Technology Adoption: Identify and implement technology solutions that reduce manual work, improve accuracy, and enhance the driver and team member experience.
• Champion tools that support scheduling, task management, inventory control, and real‑time operational visibility.
• Serve as the SLL sponsor for WFM systems and operational technology platforms that support TA’s transformation.
• Operational Strategy & Network‑Wide Efficiency: Use data and analytics to uncover opportunities to improve throughput, reduce downtime, and optimize labor across high‑volume operational areas.
• Lead cross‑functional efforts to redesign processes that directly impact driver experience, speed of service, and site productivity.
• Ensure new operating models are scalable, field‑friendly, and aligned with TA’s long‑term growth strategy.
• Team Leadership & Talent Development: Lead and develop high‑performing teams with expertise in labor analytics, process engineering, process and project management and operational transformation.
• Strengthen organizational capability in Lean, Six Sigma, Agile and frontline problem‑solving.
• Foster strong partnerships with Operations, HR, Finance, IT, and field leadership.

Benefits

• Paid vacation depending on your years of relevant industry experience and will range from 120 – 240 hours of vacation per year for full time employees (60 - 240 hours of vacation per year for part time employees).
• 9 paid holidays per year and 2 personal choice holidays.
• Up to 8 weeks’ paid leave for the birth or adoption of a child.
• Discretionary annual bonus program
• Long-term incentive program
• Generous retirement benefits that include a 401k matching program.
• Pension for eligible employee.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed