Director Sales & Operations Workforce Planning

United Site Services is the industry leader in comprehensive site services, committed to creating partnerships that help enable our customers’ project and event success. Our deep industry expertise, excellence in process management, and dedication to corporate responsibility are pillars of our value proposition; each supported by tangible, best-practice programs.

Our success is fueled by the dedication and collaboration of our diverse team, which includes field technicians, customer care representatives, sales professionals, and functional experts. Each member of our team plays a vital role in ensuring a seamless and reliable experience for our customers.

By joining United Site Services, you will be part of an organization that values continuous improvement, teamwork, and excellence in every aspect of our business.

The Director of Sales & Operations Workforce Planning is responsible for leading the company’s enterprise Sales and Operations Planning (S&OP) process and developing scalable workforce planning strategies that align customer demand, operational capacity, labor requirements, and financial objectives. This role owns the recurring S&OP cadence, including demand planning, supply and capacity reviews, financial reconciliation, executive decision support, and follow-through on agreed actions.

The role also oversees workforce forecasting, labor capacity modeling, staffing standards, and resource deployment strategies across a national operations network. Working cross-functionally with Operations, Sales, Finance, HR, IT, and Strategy, this leader establishes a single, fact-based operating plan that improves forecast accuracy, service execution, labor productivity, and business performance.

• S&OP Process Ownership: Lead and continuously improve the enterprise S&OP process, including the monthly planning calendar, meeting cadence, decision forums, inputs, outputs, and accountability for follow-through.
• Demand Planning: Partner with Sales, Operations, Finance, and business leaders to develop a consensus demand plan by market, customer segment, service line, and planning horizon.
• Supply & Capacity Planning: Translate demand forecasts into operational capacity requirements, including labor, fleet, equipment, routing, facilities, and other critical resources; identify constraints and recommend mitigation plans.
• Financial Reconciliation: Partner with Finance to reconcile demand and operational plans with revenue, cost, margin, budget, and forecast expectations, clearly identifying gaps, risks, and opportunities.
• Executive S&OP Leadership: Prepare and facilitate executive S&OP reviews, presenting scenarios, tradeoffs, recommendations, and decisions required to align the organization around one operating plan.
• Workforce Forecasting & Modeling: Build predictive workforce models that anticipate labor needs based on demand trends, geography, seasonality, productivity, service levels, and business changes.
• Workforce Standards & Optimization: Establish labor standards and planning assumptions for front-line roles, including team sizing, staffing ratios, crew deployment, utilization, overtime, and labor efficiency.
• Scheduling & Coverage Alignment: Partner with Operations and functional teams to ensure workforce plans support routing, territory coverage, daily workload balancing, service commitments, and local market requirements.
• Scenario Planning & Risk Management: Develop scenarios for demand variability, capacity constraints, market expansion, service-line changes, weather, events, and other disruptions; recommend practical contingency actions.
• Performance Management: Establish and monitor S&OP and workforce planning metrics, including forecast accuracy, plan adherence, capacity utilization, labor productivity, overtime, service performance, and financial impact.
• Data, Systems & Tool Integration: Lead improvements to planning systems, analytics, data governance, and reporting tools to support reliable, scalable, and timely decision-making.
• Cross-Functional Alignment: Serve as the primary planning integrator across Operations, Sales, Finance, HR, IT, and Strategy, ensuring assumptions, decisions, and accountabilities are clear and aligned.
• Change Management & Adoption: Drive adoption of S&OP and workforce planning processes, standards, tools, and routines across field and functional teams through communication, training, and leadership engagement.
• Team Leadership: Build and lead a high-performing planning team, establish clear priorities and operating rhythms, and develop team capability in S&OP, forecasting, analytics, and workforce planning.
• Travel Requirement: This role requires up to 40% travel to field locations and regional meetings to support planning alignment and operational execution.
• Perform other duties and projects as assigned.

SUPERVISORY RESPONSIBILITIES

This role has supervisory responsibilities

ADDITIONAL KNOWLEDGE, SKILLS, AND ABILITIES

• Expertise in Sales and Operations Planning, integrated business planning, demand forecasting, capacity planning, and workforce planning.
• Demonstrated experience leading a recurring enterprise S&OP cadence and facilitating executive-level planning and decision forums.
• Strong understanding of operational capacity, labor economics, service delivery, and financial planning.
• Ability to translate demand signals into labor, fleet, equipment, and other operational resource requirements.
• Advanced analytical and scenario-modeling skills, with the ability to identify tradeoffs and recommend practical actions.
• Experience establishing and managing forecast accuracy, plan adherence, utilization, productivity, service, and financial metrics.
• Strong working knowledge of labor management, scheduling, forecasting, ERP, CRM, and business intelligence systems.
• Excellent executive communication and facilitation skills, with the ability to influence decisions across functions and levels.
• Proficiency in Excel, BI tools, and planning or workforce management software.
• Demonstrated ability to lead cross-functional initiatives, process transformation, and change adoption in a decentralized organization.

• Sit while answering phones or reply to emails.
• Use hands and fingers to handle, control or feel objects tools or controls.
• Repeat the same movements when entering data .
• See details of objects that are less than a few feet away.
• Speak clearly so listeners can understand.
• Understand the speech of another person.
• Focus on one source of sound and ignore others.
• Hear sounds and recognize the difference between them.
• See differences between colors, shades and brightness.

All full-time employees working an average of 30 hours or more per week are eligible for the following benefits:

• Holiday & Paid Time Off (pro-rated for Part-Time employees)
• Medical/Pharmacy
• Dental
• Vision
• Employer-Paid Short-Term Disability
• Employer-Paid Employee Basic Life & Accidental Death and Dismemberment
• Voluntary Employee Life & Accidental Death and Dismemberment
• Voluntary Spousal Life
• Voluntary Dependent Life
• Hospital Indemnity, Accident and Critical Illness
• Commuter/Transit Account
• Healthcare Flexible Spending Account
• Dependent Care Flexible Spending Account
• Health Savings Account 
• 401(k) with employer match
• Employer-Paid Employee Assistance Program (EAP)
• Employee Discounts

Some positions may require secure site access and/or domestic air travel. All candidates for positions which require secure site access and/or domestic air travel must possess an acceptable form of identification to comply with state and federal regulations, such as REAL ID-compliant driver’s license or state ID, or U.S. passport. This statement is not intended to require documentation beyond what is acceptable under the federal I-9 form process administered by the U.S. Citizenship and Immigration Services (USCIS); and should not be construed as creating additional employment eligibility verification requirements.

United Site Services is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation , gender identity , age (40 and over), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers.