Amber Watters

About Amber Watters

As the Marine Personnel Manager at McAllister Towing of New York, I support the people behind our operations—both on the water and shoreside. With over 20 years in the maritime industry, my focus is on building strong, reliable crews and creating a positive experience for mariners throughout every stage of their career.I work closely with captains, engineers, and leadership teams to ensure our vessels are staffed with skilled professionals who feel supported, informed, and set up for success. From recruiting and hiring to scheduling, onboarding, and retention, I take a hands-on, people-first approach that balances operational needs with the realities of life at sea.As an AIRS Certified Diversity Recruiter, I am committed to inclusive hiring practices that respect individual backgrounds, experiences, and perspectives—because diverse teams make safer, stronger operations. I also leverage social media and digital outreach to connect with talent in authentic, meaningful ways.What drives me most is helping mariners find long-term careers, not just jobs. I take pride in being a trusted point of contact for crew, advocating for their needs, and contributing to a workplace where people feel valued, heard, and respected.Let’s connect—whether you’re exploring your first maritime role or a seasoned maritime professional ready for the next step in your career.

Experience

1. Marine Personnel Manager

   McAllister Towing

   Oct 2024 — Present · Staten Island, NY, US

   Lead enterprise-wide talent acquisition and workforce planning strategy supporting multi-location operations with complex staffing requirements.• Partner with executive leadership to forecast labor demand, align headcount planning with revenue goals, and control labor-related expenses.• Design and oversee workforce scheduling models that optimize coverage, reduce overtime exposure, and improve labor cost efficiency.• Deliver hiring metrics, labor analytics, and workforce trend reports to support strategic budgeting and succession planning decisions.• Direct full-cycle recruitment operations, improving time-to-fill while maintaining quality-of-hire standards.• Built and expanded structured internship and apprenticeship programs to reduce long-term external recruiting costs.• Coach leaders on workforce allocation, compensation alignment, performance management, and risk mitigation strategies.

Education

• Villanova University

  Master's Degree, Human Resources Management/Personnel Administration, General