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Competency Manager Jobs in Illinois (NOW HIRING)

Rentokil

Technical Service Manager

Springfield, IL

$115K - $115K/yr

Works collaboratively with Technical Account Managers and National Account Managers to drive ... Thinks commercially, acts with urgency and competency * Excellent communication skills both written ...

Waldom Electronics

Quality Manager

Rockford, IL · On-site

The Quality Manager partners cross functionally to ensure consistent adherence to documented ... Training Standardization & Competency Assurance * Leads creation and governance of training ...

Renewal Memory Partners

Interim Care Manager

Chicago, IL · Hybrid

$55K - $70K/yr

Interim Care Manager (Dementia Care Leadership) | Mission-Driven Home Care | Chicago Hybrid Role ... Complete initial competency evaluations for Care Partners * Complete annual performance reviews and ...

Nordex

HSE Training Manager (m/f/d)

Chicago, IL · On-site

Conduct skills assessments and verify worker competency in field environments. * Implement ... Ability to manage multiple projects and deadlines. * Strong analytical, reporting, and ...

Sih

RN Case Manager

Herrin, IL · On-site

$67K - $104K/yr

Maintains competency in InterQual criteria. Collaborate with social work team to address social ... Assists manager with data collection, analysis and distribution as needed. Compensation ...

Sih

RN Case Manager

Carbondale, IL · On-site

$67K - $104K/yr

Maintains competency in InterQual criteria. Collaborate with social work team to address social ... Assists manager with data collection, analysis and distribution as needed. Compensation ...

FamilyCore

Adoption Preservation Case Manager

Peoria, IL · On-site

$26.88/hr

Identify and maximize the strength, ability and competency of children and families. * Participate ... Track Case Management Outcomes and Outputs based on goals established in the Adoption Preservation ...

FamilyCore

Adoption Preservation Case Manager

Peoria, IL · On-site

$26.88/hr

Identify and maximize the strength, ability and competency of children and families. * Participate ... Track Case Management Outcomes and Outputs based on goals established in the Adoption Preservation ...

FamilyCore

Adoption Preservation Case Manager

Peoria, IL

$21.25 - $28/hr

Identify and maximize the strength, ability and competency of children and families. * Participate ... Track Case Management Outcomes and Outputs based on goals established in the Adoption Preservation ...

FamilyCore

Adoption Preservation Case Manager

Peoria, IL · On-site

$21.25 - $28/hr

Identify and maximize the strength, ability and competency of children and families. * Participate ... Track Case Management Outcomes and Outputs based on goals established in the Adoption Preservation ...

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Competency Manager information

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$101.3K

$114.3K

How much do competency manager jobs pay per year?

As of Jun 7, 2026, the average yearly pay for competency manager in Illinois is $101,336.00, according to ZipRecruiter salary data. Most workers in this role earn between $110,500.00 and $112,900.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Competency Manager position, and why are they important?

A Competency Manager needs expertise in workforce development, learning and development strategies, and organizational assessment, often backed by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), competency frameworks, and certifications like SHRM-CP or ATD-CPT is commonly required. Strong interpersonal skills, analytical thinking, and effective communication help drive cross-departmental initiatives and motivate employee growth. These skills are vital for successfully identifying skill gaps, implementing training programs, and ensuring organizational capability aligns with business goals.

What are the typical day-to-day responsibilities of a Competency Manager?

Competency Managers typically spend their days developing and maintaining competency frameworks, assessing workforce skills, and collaborating with department heads to identify training needs. They often coordinate training sessions, track employee progress through learning platforms, and analyze data to evaluate the effectiveness of development programs. Regular meetings with HR, team leaders, and subject matter experts ensure that competency standards are consistently aligned with evolving organizational objectives. This multifaceted role combines strategic planning with hands-on execution to foster a skilled and adaptable workforce.

What is a Competency Manager job?

A Competency Manager is responsible for identifying, developing, and managing the skills and capabilities required for an organization’s workforce. They assess employee competencies, create training programs, and align skill development with business goals. Their role ensures that employees have the necessary expertise to meet company objectives and industry standards. Competency Managers often work closely with HR, leadership, and training teams to enhance workforce performance and career growth.

What are popular job titles related to Competency Manager jobs in Illinois? For Competency Manager jobs in Illinois, the most frequently searched job titles are:
What job categories do people searching Competency Manager jobs in Illinois look for? The top searched job categories for Competency Manager jobs in Illinois are:
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Competency Manager jobs near you
NURSING PROFESSIONAL DEVELOPMENT MANAGER

NURSING PROFESSIONAL DEVELOPMENT MANAGER

Riverside Healthcare

Kankakee, IL • On-site

$49.53/hr

Full-time

Posted 5 days ago

Job description

Overview
Summary
Reporting directly to the Director of Human Resources, Organizational Development and Learning, the Nursing Professional Development Manager is a highly visible and collaborative full-time leader responsible for direct supervision of clinical nurse specialists, Nurse Educators and educational specialists, and the Senior Life Education Coordinator and Nurse Onboarding Specialist. The Manager is responsible for identifying nursing professional development training needs and collaboratively developing, guiding implementation, updating, and evaluating educational programs for nurses in the entire health system including nursing students/faculty, and agency/contracted nursing staff to support recruitment and retention efforts.
The Nursing Professional Development Manager is an influential, trusted, transformational and autonomous nursing leader who serves as an education expert consultant to assist leadership in the identification and implementation of programs that foster high engagement and retention of high-performing staff, increased efficiency, continuous improvement and exceptional outcomes based upon evidence-based practices. This position is responsible for aligning all services delivered to both PTAP standards and the ANCC Magnet components and the nursing professional practice model and encourages development of new knowledge and innovation in clinical nurses.
Essential Duties
  • Provides direct daily supervision of Nursing Professional Development staff including: hiring, coaching, developing, managing performance and conducting performance feedback discussions to support growth, retention and engagement of staff to sustain a culture of high performance excellence, innovation, lifelong learning and utilization of evidence.
  • Develops, coordinates and implements the activities for new nurse Transition to Practice programming/nurse residency, preceptorship, mentoring, nursing recognition, engagement, retention and continuing education for all nursing staff including oversight and coordination with Vizient.
  • Ensures residency program design and evaluation methods meet ANCC PTAP standards.
  • Designs, implements and evaluates educational programs using contemporary learning science that reflect organizational vision, mission, and values, the nursing professional practice model, and current healthcare trends.
  • Utilizes the educational design process to bridge the knowledge, skills, and/or practice gaps identified through a needs assessment, supporting optimal outcomes that meet and exceed national benchmarks required by ANCC for Magnet designation and/or PTAP accreditation and serves on shared governance councils.
  • Adjusts materials and teaching strategies to support diversity, equity, inclusiveness, and belonging. Implementation reflects awareness of scope of practice of different employees and disciplines.
  • Contributes to the professional image of nursing and supports life-long learning as individuals develop across practice settings.
  • Supports enculturation of Magnet components, structures and processes to drive outcomes that outperform Magnet benchmarks along with supporting shared governance structures. Assists with capturing data and source of evidence documentation as needed.
  • Collects, analyzes and assures regular scorecards and monthly report dissemination that evaluates the effectiveness of professional development programming. Analyzes cost and anticipated return on investment for learning activities, programs, and projects and impact on turnover/retention and nurse engagement.
  • Assists with competency management, which includes using tools that capture objective and subjective data regarding an individual's knowledge base and actual performance and designing educational activities to close practice gaps.
  • Provides strategies to facilitate a continuous process of lifelong learning which may include role transition, role integration, skill acquisition, and mastery as learners advance from novice to expert in their professions and specialties.
  • Develops and implements strategies to promote and support national certification and advanced degrees among professional nursing staff.
  • Facilitates learning needs assessment and competency development for all nursing team members in partnership with nursing leadership. Assures professional development plans meet regulatory/accrediting and learning needs of nursing departments and incorporate quality management information and peer feedback.
  • Collects data and information to validate an identified gap in professional practice and to determine the specific knowledge, skill, or practice deficit or opportunity needed. Investigates issues, trends, and supporting data to determine the needs of individuals, organizations, and communities (prioritizing macrosystem needs) and advance the practice of nursing.
  • In collaboration with the management team, develop annual education plans and retention strategies, based upon the assessment of needs in the Nursing Division, to include the orientation of new employees, competency assessment, continuing education requirements, and education response to quality management information
  • Serves as a liaison with local Schools of Nursing to create opportunities for partnerships and consultations between Riverside Healthcare and the school, as appropriate. Assures evaluation and reporting on experiences to operational leaders and assures representation on various school of nursing on various advisory boards to support the organizations talent pipeline.
  • Creates and facilitates Transition to Practice Advisory Board activities, meetings, and membership in concert with organizational leadership.
  • Promotes the generation and dissemination of new knowledge and use of evidence to guide clinical practice and improve patient care while advancing professional development.
  • Collaborates with non-nursing departments to enhance organizational performance through interprofessional initiatives (i.e., quality improvement, organizational excellence initiatives) and coordinates integrated educational services.
  • Provides oversight of Success Pays, mock code, BLS Heartcode and NRP CPR and mock codes, Simulation Lab, Lippincotts Procedures maintenance, and nursing CE activities including CE Direct.

Responsibilities
Required Experience
  • Minimum of five years of nursing experience in acute care setting
  • Two years of experience that includes experiences in adult teaching or training, and/or developing educational programs and use of simulation preferred
  • Proficient in Microsoft Office (Word, Excel, PowerPoint)
  • Excellent written and oral communications including strong presentation/speaking skills

Preferred Experience
  • Current BLS American Heart Association CPR certified instructor preferred
  • E-learning development and LMS experience preferred

Required Licensure/Education
  • MSN required
  • Current IL RN License
  • Effective 4/01/2024: Upon hire or within 12 months of start date, must complete and maintain a nationally ANCC-recognized nursing leadership or nursing specialty certification.
  • NPD-BC certification preferred within six months of employment

Employee Health Requirements
Exposure/Sensory Requirements:
Exposure to:
  • Chemicals: Refer to MSDS sheets.
  • Video Display Terminals: Average
  • Blood and Body Fluids: Minimal (only when temporarily covering a unit).
  • TB or Airborne Pathogens: Minimal (only when temporarily covering a unit).

Sensory requirements (speech, vision, smell, hearing, touch):
  • Speech: Needed for presentations/training, telephone communication, facilitate meetings.
  • Vision: Needed to read memos and literature, determine the quality and use of visual aids, HIS information and CPR training.
  • Smell: Helpful to note presence of electrical/fire safety.
  • Hearing: Needed for telephone communication, meetings and listening to employee concerns, determining the quality and use of audio aids, HIS information and CPR training.
  • Touch: Needed to write, computer entry, filing, CPR training.

Activity/Lifting Requirements:
Percentage of time during the normal workday the employee is required to:
  • Sit: 40%
  • Twist: 1%
  • Stand: 35%
  • Crawl: 0%
  • Walk: 20%
  • Kneel: 1%
  • Lift: 1%
  • Drive: 0%
  • Squat: 0%
  • Climb: 0%
  • Bend: 1%
  • Reach above shoulders: 1%

The weight required to be lifted each normal workday according to the continuum described below:
  • Up to 10 lbs: Frequently
  • Up to 20 lbs: Occasionally
  • Up to 35 lbs: Occasionally
  • Up to 50 lbs: Occasionally
  • Up to 75 lbs: Not Required
  • Up to 100 lbs: Not Required
  • Over 100 lbs: Not Required

Describe and explain the lifting and carrying requirements. (Example: the distance material is carried; how high material is lifted, etc.):
Maximum consecutive time (minutes) during the normal workday for each activity:
  • Sit: 240
  • Twist: 0
  • Stand: 180
  • Crawl: 0
  • Walk: 60
  • Kneel: 0
  • Lift: 10
  • Drive: 0
  • Squat: 0
  • Climb: 0
  • Bend: 0
  • Reach above shoulders: 0

Repetitive use of hands (Frequency indicated):
  • Simple grasp up to 10 lbs. Normal weight: 5-10#often
  • Pushing & pulling Normal weight: 5-10#occasionally
  • Fine Manipulation: Computer keyboard, typing, filing, hands-on demonstrations.

Repetitive use of foot or feet in operating machine control: None
Environmental Factors & Special Hazards:
Environmental Factors (Time Spent):
  • Inside hours: 8
  • Outside hours : 0
  • Temperature: Normal Range
  • Lighting: Average
  • Noise levels: Average
  • Humidity: Normal Range
  • Atmosphere:

Special Hazards:
Protective Clothing Required: Germ barrier during CPR instruction. Gloves during cleaning of mannequins.
Pay Range
USD $49.53 - USD $68.20 /Hr

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