SIA Snr. Director, Contingent Workforce Strategies, Certification and Training

Join the world's leading research and advisory firm in staffing and workforce solutions, during one of the most dynamic and evolving times in history. Known for our independent and objective insights, SIA's award-winning proprietary research, data, support tools, publications, and executive conferences provide a competitive edge to decision-makers who supply and employ contingent labor and drive solutions in an ever-evolving workforce solutions ecosystem.

SIA is searching for a highly experienced Senior Director, Contingent Workforce Strategies, Certification & Training to join our fast-growing company and team. This role is responsible for the product strategy, lifecycle management, and financial performance of SIA's learning and development portfolio (CCWP).

This role combines strategic vision, product management discipline, and operational excellence to deliver high-quality, profitable, and impactful learning experiences that support our customers, partners, and industry. The Senior Director leads the ongoing evolution of our training portfolio to ensure alignment with business objectives, market needs, and SIA's brand as the global authority on workforce strategy. The role will report directly to the SVP, CWS Council.

Job Responsibilities:

Profit & Loss (P&L) and Revenue Growth

• Own and manage the P&L for the certification and training portfolio, including budgeting, forecasting, pricing, and expense control.
• Lead the development and ongoing support of CCWP Partner relationships to drive program awareness and growth.
• Work in conjuction with Marketing Director & New Business Development VP to develop and execute sales and marketing strategies in collaboration with SIA Marketing, including campaigns via email, phone, and social media.
• Partner with Marketing and Sales to strengthen messaging, drive conversions, and expand customer reach.

Cross-Functional & Industry Collaboration

• Collaborate closely with the Contingent Workforce Strategies Council (CWSC) to support member engagement, insight calls, and related activities.
• Contribute learning-related content to SIA products including CWS 3.0, webinars, and conferences.
• Attend CWSC meetings, events, and conferences as a representative of the learning portfolio.
• Contribute to the creation and enhancement of CWSC assessments and methodologies that advance workforce education and best practices.

Operational & Learning Management

• Drive operational support for training delivery, including scheduling facilitators, creating agendas, managing virtual training sessions, and ensuring access to testing platforms post-class.
• Participate as a class facilitator, as applicable, demonstrating subject matter expertise and supporting participant engagement.
• Offer occasional one-on-one coaching to participants preparing for certification exams.
• Manage and deliver the CCWP business review on a weekly basis, which includes business activity highlights, business review status, class event registration updates, quality measures, marekting and business initiatives and new business opportunities.

Basic Qualifications:

• Minimum of 10 years senior leadership management experience, with business unit experience
• 10+ years of industry (staffing and/or workforce solutions) experience
• Experience designing training content or learning materials, along with strong writing, editing and instructional design skills
• Familiarity with adult learning principles and modern learning design approaches
• Must have an expert level understanding of the contingent workforce solutions ecosystem and best practices
• Excellent communication skills via verbal and written
• Comfort with public speaking in a classroom setting and or in-person events
• Expert in MS Office especially Excel, PowerPoint, and Word
• Ability to travel (US and International) throughout the year (up to 30% travel)

Preferences:

• BA preferred
• CCWP Certification required
• SOW Expert Certification preferred
• Previous sales and P&L responsibilities
• Self-starter, highly motivated, flexible, and able to multi-task

Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

@SIAnalysts

About Crain Communications:

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit

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Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.

• An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
• A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change.
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.

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 c)