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Director Of Workforce Development Jobs in Arizona

LGE

Director of Business Development

Phoenix, AZ · On-site

As Director of Business Development at LGE Design Build is responsible for the cultivation of new business through networking and lead generation as well as the fostering of each client through LGE ...

Hadrian Automation

Workforce Programs Manager

Mesa, AZ · On-site

$150K - $225K/yr

Work closely with the Director of Workforce Development to ensure the Workforce organization is staffed and structured to scale with the program portfolio * Provide the forward-looking inputs the WFD ...

RICK

Be Seen First

Director of Land Development

Tucson, AZ · On-site

$160K - $190K/yr

As the Director of Land Development, you will join the senior leadership of RICK to expand and guide our Tucson office's land development operations throughout the Tucson area and greater Arizona.

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All JobsOf Workforce Development JobsDirector Of Workforce Development JobsDirector Of Workforce Development Jobs in Arizona

Director Of Workforce Development information

See Arizona salary details

$14.9K

$79.4K

$120.7K

How much do director of workforce development jobs pay per year?

As of Aug 17, 2026, the average yearly pay for director of workforce development in Arizona is $79,409.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,200.00 and $102,000.00 per year, depending on experience, location, and employer.

What are some typical challenges faced by a director of workforce development, and how can they be addressed?

A Director of Workforce Development often encounters challenges such as aligning workforce training initiatives with rapidly changing industry needs and ensuring equitable access to programs across diverse communities. Addressing these challenges requires close collaboration with employers, educational institutions, and community organizations to stay informed about skill gaps and employment trends. Building flexible, data-driven programs and fostering relationships with stakeholders are key strategies for overcoming these obstacles and driving successful workforce outcomes.

What is the difference between Director Of Workforce Development vs Workforce Development Coordinator?

AspectDirector Of Workforce DevelopmentWorkforce Development Coordinator
CredentialsBachelor's degree; often advanced degrees in HR, public administration, or related fieldsAssociate's or Bachelor's degree; relevant certifications may include HR or training certifications
Work EnvironmentLeadership roles in organizations, overseeing programs and teamsSupport roles, assisting in program implementation and coordination
Employer & Industry UsageGovernment agencies, large nonprofits, educational institutionsCommunity organizations, government offices, educational institutions
Search & Comparison IntentUnderstanding senior roles and responsibilities in workforce programsEntry to mid-level roles focusing on program support and coordination

The main difference between a Director Of Workforce Development and a Workforce Development Coordinator lies in their level of responsibility and scope. The director oversees strategic planning and manages teams, while the coordinator handles day-to-day program support. Both roles are vital in workforce development initiatives but differ in seniority and focus.

What is a director of workforce development?

A director of workforce development manages the workforce development programs within an organization. Your responsibilities and duties in this career can drastically differ based upon the needs of the specific company. Typically, your responsibilities are to develop and implement plans for workforce training, supervise the employees within the workforce development department, coordinate with other managers to determine areas that need attention, and administer new training plans and practices for the organization. As director of workforce development, you must stay up to date on current training practices and trends in the labor markets. Additionally, you may be responsible for providing reports on the efficiency of the company’s staff.

What are the key skills and qualifications needed to thrive as a director of workforce development, and why are they important?

To thrive as a Director Of Workforce Development, you need expertise in workforce planning, program management, and a background in human resources or a related field, often supported by a bachelor’s or master’s degree. Familiarity with labor market analysis tools, learning management systems (LMS), and compliance with employment regulations is typically required. Strong leadership, collaboration, and strategic communication skills help build partnerships and drive organizational initiatives. These skills are crucial for designing effective workforce strategies that address organizational needs and foster talent development.
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Director Of Workforce Development jobs near you
Infographic showing various Director Of Workforce Development job openings in Arizona as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $79,409 per year, or $38.2 per hour.

Director of Organizational Development

Twice

Scottsdale, AZ • On-site

$120 - $180/hr

Other

Posted 11 days ago

Job description

Troon's Corporate office, located in Scottsdale, AZ, is pleased to announce an excellent career opportunity for a Director of Organizational Development! We are seeking a highly motivated individual who is eager to learn, contribute, and advance their career within a rapidly growing organization.

The Director of Organizational Development is responsible for designing and executing enterprise-wide strategies that strengthen organizational effectiveness, culture, leadership capability, talent outcomes, and associate engagement. This role serves as a strategic partner to senior executives and HR leadership, leading initiatives that build a high-performing, inclusive, and adaptable organization capable of achieving business objectives.

The Director will spearhead efforts across organizational culture, associate engagement, talent management, leadership development, leadership assessment, organizational design, and change management. This role focuses primarily on developing leadership capability at the director level and above while ensuring organizational structures, talent processes, and cultural initiatives support long-term business success.

Key Responsibilities: Organizational Culture & Associate Engagement
  • Develop and implement enterprise culture strategies that reinforce organizational values, mission, and desired leadership behaviors.
  • Lead initiatives that strengthen associate engagement, belonging, and organizational effectiveness.
  • Analyze engagement survey results and other workforce insights to identify trends, risks, and opportunities.
  • Partner with executive leaders to develop action plans that improve engagement, retention, and organizational health.
  • Establish metrics and accountability mechanisms to monitor culture and engagement outcomes.
Talent Management
  • Lead the development and continuous improvement of talent management frameworks, including succession planning, talent reviews, and high-potential identification.
  • Facilitate enterprise talent review processes and provide strategic talent insights to senior leadership.
  • Design and implement strategies to build robust leadership pipelines for critical positions.
  • Partner with HR Business Partners and business leaders to identify talent risks and develop mitigation plans.
  • Ensure alignment between talent strategies and organizational priorities.
Leadership Development
  • Design and execute leadership development strategies focused on directors, senior directors, vice presidents, and executive leaders.
  • Create and oversee leadership programs that build strategic thinking, enterprise leadership, change leadership, and people leadership capabilities.
  • Provide consultation and coaching to senior leaders on leadership effectiveness and team performance.
  • Identify emerging leadership capability needs and develop scalable solutions to address them.
  • Evaluate leadership development outcomes and continuously improve program effectiveness.
Leadership Assessment
  • Lead the organization's leadership assessment strategy, including executive assessments, leadership diagnostics, 360-degree feedback, and succession assessments.
  • Partner with external vendors and assessment providers as needed.
  • Interpret assessment results and provide recommendations to leaders and HR stakeholders.
  • Use data and assessment insights to inform succession planning, development planning, selection decisions, and organizational effectiveness initiatives.
  • Ensure assessment tools and processes align with business objectives and leadership success profiles.
Organizational Design & Effectiveness
  • Lead organizational design initiatives that align structures, roles, governance, and decision-making processes with business strategy.
  • Consult with executives on organizational effectiveness, workforce planning, and operating model design.
  • Conduct organizational assessments and recommend improvements to enhance performance, collaboration, and agility.
  • Develop frameworks and methodologies for organization design and organizational effectiveness.
  • Support mergers, acquisitions, growth, restructuring, and transformation initiatives through organizational design expertise.
Change Management
  • Develop and implement enterprise change management strategies and methodologies.
  • Partner with business and functional leaders to drive successful adoption of organizational changes.
  • Lead change readiness assessments, stakeholder analyses, communication planning, and adoption strategies.
  • Build organizational change capability through leader training and change management best practices.
  • Establish measures of change effectiveness and sustainment.
Strategic Partnership & Thought Leadership
  • Serve as a trusted advisor to senior executives and HR leaders on organizational and leadership matters.
  • Leverage workforce analytics, associate insights, and external best practices to inform strategy and decision-making.
  • Lead cross-functional teams and enterprise initiatives that advance organizational capability and business performance.
  • Monitor emerging trends in leadership, organizational development, talent management, and workforce effectiveness.
Qualifications: Required:
  • Bachelor's degree in Human Resources, Organizational Development, Industrial-Organizational Psychology, Business Administration, or related field.
  • 10+ years of progressive experience in organizational development, talent management, leadership development, organizational effectiveness, or related disciplines.
  • 5+ years of leadership experience managing enterprise-wide organizational development initiatives.
  • Demonstrated experience partnering with executive leaders and influencing senior stakeholders.
  • Deep expertise in leadership development, succession planning, organizational design, and change management.
  • Experience leading leadership assessments, talent review processes, and executive development initiatives.
  • Strong consulting, facilitation, coaching, and stakeholder management skills.
  • Exceptional analytical, communication, and presentation capabilities.
Preferred:
  • Master's degree in Organizational Development, Industrial-Organizational Psychology, Human Resources, Business Administration, or related field.
  • Professional certifications in change management, coaching, assessment, or talent management.
  • Experience supporting large, complex, and matrixed organizations.
  • Familiarity with organizational diagnostics, psychometric assessments, and workforce analytics.
Key Competencies:
  • Strategic Thinking
  • Executive Presence
  • Organizational Effectiveness
  • Talent Strategy
  • Leadership Development
  • Change Leadership
  • Organizational Design
  • Data-Driven Decision Making
  • Consulting and Influencing
  • Relationship Building
  • Business Acumen
  • Program Leadership
Success Measures:
  • Improved associate engagement and culture outcomes.
  • Increased leadership bench strength and succession readiness.
  • Enhanced leadership effectiveness among director-level and above leaders.
  • Successful implementation and adoption of organizational change initiatives.
  • Improved organizational effectiveness, agility, and alignment.
  • Strong internal talent pipelines for critical leadership roles.
  • Increased retention and development of high-potential talent.
About Troon:

Founded in 1990 and headquartered in Scottsdale, AZ, Troon is the world's largest professional club management company, that specializes in services in golf, hospitality, and residential communities. With more than 900 locations in 45+ states and 27+ countries, Troon is a leading employer in hospitality. Guided by values that emphasize being infectiously energetic, consciously kind, and humbly prosperous, Troon offers professionals the opportunity to grow and succeed within a globally respected organization. Learn more at www.troon.com.

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