JREDD Growth Enablement Director

JLL; Chattanooga (TN); On-site; USD 150,000 - 230,000; Full time

Job summary

JLL is seeking a Growth Enablement Director for the Real Estate Due Diligence division to lead workforce delivery, onboarding, and ramp-to-productivity for a multi-year growth program. The role spans asset services, data collection, and environmental disciplines across global deployments.

The candidate will partner with BU leaders, internal recruiting, and external partners to stand up scalable onboarding, ensure rapid billability, and drive first-year retention in a high-volume, cross-border

Qualifications

• Experience in talent acquisition or workforce programs.
• Ability to operate at the intersection of business strategy, HR operations, and project management.
• Experience coordinating cross-border deployments and onboarding.

Responsibilities

• Own and execute JREDD's multi-year hiring plan across three business units, translating headcount into a sequenced recruiting calendar.
• Serve as JREDD's internal client to JLL Recruiting, defining role specs and managing end-to-end requisition processes.
• Manage contracted external search partners for specialized roles and ensure on-time delivery.
• Oversee hiring across credentialed professionals, technicians, and international placements with cross-jurisdictional coordination.
• Maintain a real-time view of the hiring plan against headcount authorizations and approvals.

Job description

JLL empowers you to shape a brighter way .

Our people at JLL are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong. Whether you've got deep experience in commercial real estate, skilled trades or technology, or you're looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward.

GROWTH ENABLEMENT DIRECTOR

JLL Real Estate Due Diligence (JREDD) - Technical Services & Sustainable Operations

What this job involves - JLL Real Estate Due Diligence (JREDD) is executing an ambitious multi-year growth strategy - scaling from a stabilized platform to a significantly larger technical services operation across facility condition assessment, environmental consulting, and data collection.

The Growth Enablement Director leads JREDD's workforce delivery program - owning the interface between JREDD's multi-year workforce plan, JLL's internal Recruiting organization, and contracted external search partners. The role is responsible not just for filling requisitions, but for building the intake, onboarding, and ramp-to-productivity infrastructure that gets new hires billable faster and keeps first-year attrition low. JREDD's hiring profile spans credentialed environmental and engineering professionals, high-volume field technicians, and program-driven international deployments - requiring the ability to operate across structured annual-plan recruiting and compressed, post-award demand cycles.

This is a founding role. The Growth Enablement Director will stand up the function from scratch in Q4 2026, report to the JREDD Operations Manager, and oversee recruiting and onboarding execution across all three business units in close partnership with BU leadership. This role does not replace hiring ownership within the business - BU leaders and managers retain authority over role requirements, team composition, and final candidate decisions. Rather, it provides a dedicated execution resource that allows business leaders and managers across Asset Services, Data Collection & Analytics, and Environmental & Property Condition to offload the large majority of recruiting and onboarding work, freeing them to focus on delivery and client obligations rather than recruiting administration. The right candidate is an experienced talent acquisition or workforce program professional who is comfortable operating at the intersection of business strategy, HR operations, and project management - and who can build credibility quickly with both technical BU leads and JLL's enterprise HR and Recruiting organizations.

KEY RESPONSIBILITIES

Workforce Delivery Program Management

• Own and execute JREDD's multi-year hiring plan across all three business units - translating phased headcount authorizations into a live, sequenced recruiting calendar and taking on the operational burden of recruiting execution so BU leaders and managers can remain engaged as decision-makers on role requirements and candidate selection rather than as recruiters.
• Serve as JREDD's primary internal client to JLL Recruiting: work closely with BU leads and hiring managers to define role specifications and candidate profiles, then own the end-to-end process from requisition intake through offer acceptance - managing timelines, holding recruiting accountable, and keeping BU leaders informed without requiring them to administer the process themselves.
• Manage the contracted external search partner relationship - including scoping, performance monitoring, and coordination for roles where JLL Recruiting requires augmentation or specialist support.
• Manage hiring across a diverse profile - from credentialed technical professionals to high-volume field technicians - including post-award demand surges and international placements in EMEA and APAC that require accelerated timelines and cross-jurisdictional coordination.
• Maintain a real-time view of the hiring plan against authorized headcount, tracking open reqs from approval through offer acceptance across all three business units and platform functions.

Onboarding & Ramp-to-Productivity

• Design and operate JREDD's onboarding program from offer acceptance through first billable day and 90-day productivity milestone - building a repeatable, scalable process that reduces time to contribution.
• Coordinate with BU leads and JREDD's People Experience function on onboarding logistics: systems access, training sequences, safety and compliance certifications, client-readiness checklists, and equipment provisioning.
• Track individual ramp-to-productivity metrics and proactively identify and resolve barriers - from systems delays to training gaps - that slow the path to billability for incoming technical staff.

Hiring Metrics & Executive Reporting

• Build and maintain a live hi