Director Talent Acquisition & Workforce Planning

Directs all employment and recruiting activities. Establishes procedures for recruitment and employment. Oversees all interviewing, testing, selection, reference checking, and employment activities.

Own the full recruiting lifecycle for union and non-union hires across the U.S., supporting secure and non-secure contracts, trades, healthcare, facilities, and support roles. Drive high-volume, SLA-based delivery models that meet contractual staffing benchmarks. Partner with HR, Operations, and Contracts to forecast and model headcount needs across new awards, task orders, and contract transitions. Align resources to surge demands, short lead times, and union-specific job fill requirements. Collaborate with the Onboarding & Workforce Integration team to ensure seamless Day 1 readiness—equipment, clearances, documentation, and CBA-specific onboarding. Track start-to-productive-time metrics and improve early retention. Ensure end-to-end compliance with OFCCP, FAR, E-Verify, internal controls, and CBA posting/bidding provisions. Optimize UKG, applicant tracking systems, and workforce analytics for visibility and accountability. Lead a team of recruiters, workforce planners, and sourcing specialists. Coach and develop a high-performing team that works in sync with Labor Relations, Field HR, and Total Rewards. Performs executive and senior level professional and technical recruiting and selection. Supervises design and placement of employment advertising. Manages relations with employment agencies and external recruiters. Oversees the exit interview process and conducts executive or sensitive interviews. Responsible for internal transfers and placements, and for outplacement program. Coordinates with other organizational resources to provide input to the preparation of equal employment opportunity (EEO) and affirmative action plan (AAP) statistics and reports. Hires, trains, manages, and evaluates staff. Provides for coordination of temporary employment needs with employment agencies. Provides for the administration of new employee processing activities, including onboarding workflows. 

Knowledge, Skills & Abilities

Ability to work in a fast-paced and growth driven environment. Knowledge of sourcing and recruitment techniques to build corporate wide strategies. Advanced knowledge of ATS Management Systems. Preferred experience in UKG Talent Management System. Ability to develop candidate assessment processes and workflows. Cross-functional collaboration skills within the People Team and other departments. Advanced communication skills with candidates, hiring managers and team members. A talent leader with 8+ years in high-volume, multi-state recruitment—ideally in government contracting, defense, or secure environments Proven experience managing union and non-union staffing, CBA compliance, and internal movement rules Skilled in workforce modeling, labor forecasting, and surge hiring for program transitions or expansions Comfortable in UKG or equivalent HRIS/ATS platforms; fluent in data, dashboards, and real-time KPIs

Required

Bachelors Degree 10 years experience directing onboarding, recruiting and employment services; hiring union employees and government contracting. 

Disclaimer

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

J&J Worldwide Services CBRE Government and Defense Business is thrilled at the opportunity for you to apply to one of our roles. The base salary range for this position is $155,000 to $175,000. This position may also be eligible for a wide range of competitive benefits that can include but not limited to: medical, well-being, financial planning and short-term incentives benefits. 

Due to compliance requirements imposed by a federal contract, this position may be filled by U.S. Persons only. U.S. Persons includes U.S. citizens, U.S. nationals, lawful permanent residents, individuals granted refugee status in the U.S., and individuals granted asylum in the U.S.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)