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Deputy Director Workforce Development Jobs in Virginia

ITC Federal, Inc

Deputy Division Director

Fairfax, VA · On-site

Deputy Division Director AGENCY SUPPORTED: U.S. Department of Justice (DOJ) - MEGA 6 Automated ... DoW workforce, customers, and programs, regardless of scale or complexity. ITC is located in ...

State of Virginia

Deputy Digital Director

Richmond, VA · On-site

$85K - $95K/yr

Deputy Digital Director Apply now Job no: 5108680 Work type: Full-Time (Salaried) Location ... workforce. This is an At-Will position appointed by the Governor of Virginia. Selected applicant ...

New

City of Hopewell

Deputy Director

Hopewell, VA

$92K - $108K/yr

Assists with the development of the annual operating budget and capital improvement project budget; secures quotes and bids from qualified contractors; administers the annual operating budget for the ...

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Deputy Director Workforce Development information

What is the difference between Deputy Director Workforce Development vs Workforce Program Manager?

AspectDeputy Director Workforce DevelopmentWorkforce Program Manager
CredentialsBachelor's degree, often with experience in workforce or public administrationBachelor's degree, with experience in program management or workforce services
Work EnvironmentAdministrative offices, government agencies, nonprofit organizationsCommunity centers, training facilities, government programs
Employer & Industry UsageGovernment agencies, workforce development boardsNonprofits, educational institutions, government programs
Primary FocusOverseeing workforce development strategies and staffManaging specific workforce programs and initiatives

The Deputy Director Workforce Development typically holds a higher-level leadership role, overseeing broader strategies and teams, while the Workforce Program Manager focuses on managing specific programs within the workforce development sector. Both roles require relevant experience and work in similar environments, but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Deputy Director Workforce Development, and why are they important?

To thrive as a Deputy Director Workforce Development, you need a strong background in workforce planning, program management, and policy analysis, often supported by a degree in human resources, public administration, or a related field. Familiarity with labor market analytics tools, workforce management systems, and relevant certifications such as SHRM or PHR is beneficial. Exceptional leadership, strategic communication, and stakeholder engagement abilities are crucial soft skills for success. These competencies ensure effective program oversight, alignment with organizational goals, and the ability to drive impactful workforce initiatives.

What does a Deputy Director of Workforce Development do?

A Deputy Director of Workforce Development assists in overseeing programs and initiatives aimed at improving employment opportunities and workforce skills within a community or organization. They help develop policies, manage staff, coordinate with employers and educational institutions, and monitor program effectiveness. Their role often involves strategic planning, budget management, and reporting outcomes to senior leadership or government bodies. The Deputy Director works to ensure that workforce programs align with economic trends and meet the needs of both job seekers and employers.

What are some common challenges faced by a Deputy Director of Workforce Development, and how can they be addressed?

Deputy Directors of Workforce Development often navigate challenges such as balancing strategic planning with day-to-day operational demands, managing diverse stakeholder expectations, and ensuring program alignment with evolving labor market trends. Addressing these challenges typically involves fostering strong communication with team members and external partners, leveraging data to guide decision-making, and staying proactive about policy changes and funding opportunities. Building collaborative relationships and investing in professional development for staff also help create a resilient and adaptive workforce development team.
What are popular job titles related to Deputy Director Workforce Development jobs in Virginia? For Deputy Director Workforce Development jobs in Virginia, the most frequently searched job titles are:
What job categories do people searching Deputy Director Workforce Development jobs in Virginia look for? The top searched job categories for Deputy Director Workforce Development jobs in Virginia are:
What cities in Virginia are hiring for Deputy Director Workforce Development jobs? Cities in Virginia with the most Deputy Director Workforce Development job openings:
Deputy Director Workforce Development jobs near you
Infographic showing various Deputy Director Workforce Development job openings in Virginia as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution.

Director Workforce Development

Chesapeake Regional Healthcare

Chesapeake, VA • On-site

Full-time

Re-posted 9 days ago

Chesapeake Regional Healthcare rating

6.9

Company rating: 6.9 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

Job description

Position Summary: The Director of Workforce Development is a strategic leader responsible for building and executing an integrated strategy to enhance organizational effectiveness and workforce capability through practices to attract and develop top talent. This role oversees the talent development lifecycle to include employer branding and recruitment, learning, leadership development, and career growth. The Director partners with executives, HR colleagues, and business leaders to ensure the organization has a strong talent pipeline and team members in the right roles with the capabilities needed to achieve its strategic goals.
Key Responsibilities: The duties and responsibilities described below are essential to successful performance of this role; other tasks may be assigned.
  • Lead and develop a high-performing talent acquisition and development team.
  • Serve as a trusted advisor on talent, workforce planning, and organizational capability building.
  • Develop and lead the organization's talent acquisition strategy to attract high-quality candidates and deliver an exception candidate experience.
  • Oversee employer branding, recruiting marketing and advertising, as well as partnerships with universities, associations, and other talent pipelines.
  • Track and analyze hiring metrics and continuously improve processes.
  • Design and implement employee development programs that build critical skills and support career growth.
  • Deploy leadership development initiatives and high-potential programs, to include a robust mentorship program to support leaders throughout the organization.
  • Oversee learning systems and training design/delivery to ensure employees are prepared for current and future needs.
  • Partner with HR Business Partners and leaders to build individualized development plans and coaching frameworks.
  • Ensure seamless connection between recruiting, orientation, performance, and development processes.
  • Collaborate with HR business partners and leaders to identify skill gaps and align development with business strategy.
  • Build talent pipelines for critical roles, balancing external hiring with internal mobility.
  • Create career pathing and advancement frameworks that motivate and retain top performers.

Supervisory Responsibilities:
  • Reports to Chief Human Resources Officer
  • Supervises all Workforce Development department team members
  • General responsibilities include hiring, training, scheduling, evaluating, engaging, motivating, coaching, managing, disciplining, and discharging team members.

Qualifications:
  • Education - Master's degree in Human Resources, Business, Organizational Development, or related field is required. (Doctorate degree in Organizational Development, Behavior, Leadership, Change, or related is strongly preferred)
  • Experience - Requires 7 years of experience in healthcare Talent Acquisition and Talent Development, including at least 4 years in a leadership role. Experience should demonstrate ability to design and effectively execute talent initiatives that drive measurable business impact and ability to leverage data and HR technology to drive decisions. (Registered Nurse or Nurse Educator experience strongly preferred.)

Required Competencies: A high level of proficiency in the competencies listed below is required to successfully meet the expectations of this position.
  • Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
  • Ensures Accountability - Holding self and others accountable to meet commitments.
  • Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.
  • Nimble Learning - Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder.
  • Values Differences - Recognizing the value that different perspectives and cultures bring to an organization.
  • Strategic Mindset - Seeing ahead to future possibilities and translating them into breakthrough strategies.
  • Optimizes Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.
  • Resourcefulness - Securing and deploying resources effectively and efficiently.
  • Develops Talent - Developing people to meet both their career goals and the organization's goals.
  • Drives Engagement - Creating a climate where people are motivated to do their best to help the organization achieve its objectives.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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