Director, Corporate Relocation & Workforce Mobility Partnerships

Apply for position
Job Type:
Flexible, Performance-Based
Location:
Remote
Date posted:
March 28, 2026

Director, Corporate Relocation & Workforce Mobility Partnerships

(HR departments, relocation programs, corporate transfers, military/government moves)

Role Overview

FindABlackAgent.com (FABA) is seeking a Director, Corporate Relocation & Workforce Mobility Partnerships to support the growth of our platform through trusted, relationship-driven channels—specifically within corporate organizations, HR departments, relocation programs, and workforce mobility networks.

This role is designed for a professional who understands the housing needs that arise from career-driven transitions, including job relocations, internal transfers, government or military moves, and workforce mobility programs.

Unlike traditional sales roles, this position focuses on building institutional relationships, identifying housing demand at the point of relocation, and guiding individuals into FABA’s intake and matching system, while helping formalize this vertical into a scalable partnership channel over time.

Why This Role Matters

At FABA, we recognize that one of the most consistent drivers of housing demand is:

  • Job relocation
  • Career advancement
  • Organizational transfers
  • Government and military assignments

In many cases, individuals:

  • Must move within a defined timeline
  • Require trusted local guidance
  • Are navigating unfamiliar markets

Employers and mobility programs are often the first point of coordination in these transitions.

This role helps FABA:

  • Access high-intent, time-sensitive housing demand
  • Build relationships with organizations that consistently generate relocation activity
  • Improve conversion rates through structured, trusted introductions

Who This Role Partners With

This role focuses on building relationships with organizations and professionals directly involved in employee relocation and workforce mobility.

Types of Organizations

  • Large employers and corporations with relocation programs (e.g., Amazon, Google, Deloitte, Accenture)
  • Relocation management companies (e.g., Cartus, SIRVA, Graebel Companies)
  • Government and military relocation systems (e.g., Department of Defense, General Services Administration)

Key Roles Within Organizations

  • HR Business Partners
  • Talent Mobility / Relocation Managers
  • People Operations Leaders
  • Benefits and Employee Experience Managers
  • Program Managers overseeing relocation or onboarding

Professional Networks & Conferences

  • Workforce mobility and HR conferences such as:
    • Worldwide ERC Global Workforce Symposium
    • Society for Human Resource Management (SHRM) Annual Conference
  • Corporate HR and talent development forums
  • Industry-specific networking groups and employer associations

How FABA Fits

FABA positions itself as:

  • A trusted housing support resource for relocating employees
  • A complement to existing relocation programs, not a replacement
  • A way to provide employees with better matched, vetted real estate professionals during transitions

Key Responsibilities

1. Corporate Partnership Development

Identify and build relationships with:

  • Corporate HR departments and talent mobility teams
  • Relocation management companies and workforce mobility providers
  • Government and military relocation networks
  • Professional associations and employer-sponsored programs

Position FABA as a trusted housing support resource for employees undergoing relocation.

2. Relationship-Based Lead Generation

  • Engage HR leaders, program managers, and relocation coordinators
  • Identify individuals or cohorts undergoing relocation
  • Introduce FABA as a structured solution for housing support
  • Facilitate warm introductions into FABA’s intake process

3. Partnership Pipeline Management

Maintain an organized pipeline of:

  • Corporate and institutional partners
  • Active programs and relationships
  • Referral opportunities

Track outreach, engagement, and follow-ups to ensure continuity and long-term relationship growth.

4. Follow-Up & Client Experience Support

  • Conduct light follow-up with referred individuals
  • Ensure they are successfully connected with an agent
  • Support a smooth relocation experience

Serve as a bridge between institutional partners and individual clients.

5. Insight & Feedback Loop

Share observations such as:

  • Relocation trends by industry or geography
  • Common challenges for relocating employees
  • Employer needs and expectations

These insights inform:

  • Platform improvements
  • Partnership strategy
  • Long-term product development

What Success Looks Like

  • Established relationships with HR teams and relocation programs
  • A steady pipeline of high-intent, relocation-driven housing demand
  • Strong conversion rates due to structured, time-sensitive needs
  • Repeat engagement from institutional partners

Ideal Background

  • Experience in corporate HR, talent mobility, relocation services, or workforce development
  • Strong relationship-building and communication skills
  • Ability to navigate institutional environments and stakeholders
  • Organized and comfortable managing partnership pipelines
  • Tech-comfortable (Google Drive, spreadsheets, CRM tools)

Work Structure & Flexibility

  • Fully flexible, independent (1099) role
  • Performance-based with the ability to scale into consistent monthly income
  • Designed for relationship-driven execution rather than high-pressure sales

Compensation Structure

Compensation is designed to reward ongoing participation, partnership development, and contribution to channel performance.

Includes:

  • Activity-based incentives for qualified intakes submitted
  • Participation-based earnings tied to overall revenue generated through the Director’s partnership channel (measured periodically based on revenue received by FABA)
  • Performance-based base stipend unlock tied to sustained contribution and growth

Compensation is not tied to individual transactions, but rather to overall channel performance and contribution.

How This Role Contributes to FABA’s Growth

This position expands FABA’s reach by:

  • Establishing partnerships with organizations that consistently generate relocation demand
  • Providing access to high-intent, time-sensitive clients
  • Increasing conversion rates through structured referral pathways
  • Creating a repeatable, scalable B2B-driven acquisition channel

Over time, this role contributes to a more predictable and institutionalized pipeline of housing demand, strengthening FABA’s overall growth engine.

Future Growth Opportunity

As FABA expands, this role may evolve into a broader:

Corporate & Workforce Mobility Partnerships Program

This initiative may include:

  • Formal employer partnerships
  • National relocation program integrations
  • Preferred housing support solutions for organizations

The Director will play a key role in shaping this program and defining how FABA integrates into workforce mobility ecosystems.

Closing Perspective

This role is not about volume—it is about precision, timing, and trust within structured systems.

By connecting relocating individuals with the right support at the right time, the Director, Corporate Relocation & Workforce Mobility Partnerships helps FABA deliver a more seamless and reliable housing experience.

Apply for position