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Director Of Workforce Development Jobs in Raleigh, NC

W3Global Inc.

Director of Foundations

Garner, NC

$150K - $180K/yr

Business Development & Client Relations * Leverage existing relationships with utilities ... Workforce & Craft Management * Build, develop, and retain a direct-hire craft workforce.

Allied Universal

Director of Operations

Wendell, NC · On-site

... development, while taking ownership of succession planning at all levels * Build, maintain, and ... Experience managing a dispersed workforce in a multi-location operation BENEFITS: * Medical, dental ...

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All JobsOf Workforce Development JobsDirector Of Workforce Development JobsDirector Of Workforce Development Jobs in Raleigh, NC

Director Of Workforce Development information

See Raleigh, NC salary details

$15.6K

$82.8K

$125.9K

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

As of Jul 15, 2026, the average yearly pay for director of workforce development in Raleigh, NC is $82,829.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,700.00 and $106,400.00 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 does a Director of Workforce Development do?

A Director of Workforce Development oversees programs and initiatives aimed at improving the skills and employability of a community or organization’s workforce. They collaborate with employers, educational institutions, and government agencies to identify workforce needs and develop training programs. Their responsibilities often include strategic planning, managing staff and budgets, and measuring program effectiveness. The goal is to ensure that workers have the skills needed for current and future job opportunities.

What Is the Job of 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
Director of People & Organizational Development

Director of People & Organizational Development

DSA Doors

Raleigh, NC • On-site

Full-time

Re-posted 16 days ago

Job description

Description
We're searching for a Director of People & Organizational Development who believes great companies are built on strong leaders, clear expectations, and a culture of accountability.
Your role is to help building structure, strengthening leadership capability, and helping managers raise the bar across a growing manufacturing operation. You'll shape how performance is defined, measured, and developed - while ensuring our people systems scale with our growth.
At DSA Doors, we're a U.S.-based manufacturer backed by a well-established overseas parent company. As we continue expanding, we're focused on building a performance-driven culture rooted in safety, teamwork, continuous improvement, and operational excellence. If you're energized by developing leaders, aligning teams, and turning culture into a competitive advantage, we'd love to meet you.
Key Responsibilities:
Organizational Culture & Effectiveness
• Lead and strengthen organizational culture to ensure alignment with company values, operational standards, and employee engagement goals.
• Support structured change management initiatives-new systems, KPIs, and operational processes-to drive adoption and long-term sustainability.
• Partner with leadership to reinforce accountability, performance discipline, and a culture of continuous improvement.
Performance Management & KPI Systems
• Partner with leadership to design, implement, and refine company-wide KPI and performance management frameworks tied to business objectives.
• Lead structured performance review processes for managers and employees at all levels.
• Ensure evaluations reinforce measurable results, leadership expectations, and cultural standards.
Talent Development & Engagement
• Design and deploy leadership and supervisor capability programs with clear expectations and measurable competency standards.
• Build continuous learning and career development programs that give employees the tools and support to grow and perform at their best.
• Promote inclusive communication practices that strengthen engagement, trust, and alignment across a bilingual (English-Spanish) workforce.
Cross-Functional Partnership
• Serve as the primary liaison between U.S. operations and the overseas parent company on all people-related matters.
• Partner with Finance, Operations, Sales, and IT to ensure tight alignment between people strategy and business execution.
Requirements
Qualifications:
• 7+ years of progressive HR leadership experience, ideally in manufacturing or industrial environments.
• Proven track record in culture development, performance management systems, and building leadership capability.
• Strong working knowledge of U.S. labor and employment laws.
• Experience implementing structured management systems or performance frameworks.
• Experience working with bilingual (English-Spanish) teams is a strong plus.
• Bachelor's degree required; Master's degree preferred in Human Resources, Business Administration, Psychology, or related field.
• A systems-oriented mindset with the leadership presence to drive real organizational change.

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