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Director Of Workforce Development Jobs in Silver Spring, MD

CALEA

Director

Alexandria, VA · On-site

$141.48 - $253.37/hr

The Director will lead one of the City's most mission-critical departments while advancing operational excellence, innovation, workforce development, and exceptional service to the Alexandria ...

New

Kelly Services

Director of Development

Lanham, MD

$500K/yr

Job Title: Director of Development Location: Lanham, MD (Hybrid) Salary: $110,000-$125,000 ... workforce. Requests for accommodation related to our application process can be directed to the ...

Kelly Services

Director of Development

Lanham, MD · On-site

$500K/yr

Job Title: Director of Development Location: Lanham, MD (Hybrid) Salary: $110,000-$125,000 ... workforce. Requests for accommodation related to our application process can be directed to the ...

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All JobsOf Workforce Development JobsDirector Of Workforce Development JobsDirector Of Workforce Development Jobs in Silver Spring, MD

Director Of Workforce Development information

See Silver Spring, MD salary details

$16.6K

$88.3K

$134.1K

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

As of Aug 8, 2026, the average yearly pay for director of workforce development in Silver Spring, MD is $88,260.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,800.00 and $113,400.00 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 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.
More about Director Of Workforce Development jobs
What are popular job titles related to Director Of Workforce Development jobs in Silver Spring, MD? For Director Of Workforce Development jobs in Silver Spring, MD, the most frequently searched job titles are:
What job categories do people searching Director Of Workforce Development jobs in Silver Spring, MD look for? The top searched job categories for Director Of Workforce Development jobs in Silver Spring, MD are:
What cities near Silver Spring, MD are hiring for Director Of Workforce Development jobs? Cities near Silver Spring, MD with the most Director Of Workforce Development job openings:
Director Of Workforce Development jobs near you
Infographic showing various Director Of Workforce Development job openings in Silver Spring, MD as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 20% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $88,260 per year, or $42.4 per hour.

Director Nursing Workforce Strategy Operations and Wellbeing

University of Maryland Medical System

Baltimore, MD • On-site

Full-time

Re-posted 12 days ago

Job description

Job Requirements
The Director, Nursing Workforce Strategy, Operations & Wellbeing is responsible for the development, implementation, and ongoing optimization of nursing workforce strategy and operations across the health system. This role integrates workforce planning, staffing operations, productivity management, workforce analytics, and nurse wellbeing initiatives to support a sustainable, high-performing nursing workforce.
The Director partners with nursing leadership, finance, human resources, recruitment, and operational leaders to align workforce supply with patient demand, improve workforce stability, optimize labor performance, and advance workforce wellbeing. This role supports the design and execution of the systemwide Nursing Workforce Strategic Plan and ensures alignment with organizational priorities, regulatory requirements, and operational goals.
This role is funded for an initial one-year period through a grant. Renewal is possible if future funding is secured; however, continuation beyond the grant period cannot be guaranteed.
Primary Responsibilities
The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job responsibilities performed.
Workforce Strategy & Planning
  • Leads the development and implementation of the systemwide Nursing Workforce Strategic Plan.
  • Identifies workforce priorities aligned with organizational strategy, patient care needs, and operational goals.
  • Partners with cross-functional leaders to design sustainable workforce models and staffing strategies.
  • Translates strategic workforce priorities into actionable operational plans.

Workforce Operations & Business Performance
  • Oversees nursing workforce operations, including workforce planning, staffing processes, scheduling optimization, and productivity management.
  • Develops and standardizes workforce-related business operations across the system.
  • Partners with finance to monitor labor performance, including premium labor utilization and productivity.
  • Establishes consistent workforce governance structures and operational processes.

Enterprise Staffing Center & Workforce Deployment
  • Partners with Enterprise Staffing Center leadership to define and execute centralized staffing strategies.
  • Supports development of flexible staffing models, including float pools and internal agency resources.
  • Ensures alignment between staffing resources and patient demand across the system.
  • Monitors staffing center performance and identifies opportunities for improvement.

Productivity, Benchmarking & Workforce Analytics
  • Leads workforce productivity strategy and supports movement toward benchmark performance targets.
  • Oversees workforce analytics, including reporting on turnover, vacancy, staffing utilization, and productivity metrics.
  • Partners with analytics teams to develop dashboards and reporting tools to support operational decision-making.
  • Identifies trends and opportunities to improve workforce efficiency and effectiveness.

Workforce Wellbeing & Fatigue Management
  • Leads the development and implementation of workforce wellbeing and fatigue mitigation strategies.
  • Integrates wellbeing principles into staffing, scheduling, and workforce planning practices.
  • Partners with system and local leaders to improve the nursing practice environment and reduce workforce strain.
  • Monitors workforce wellbeing outcomes and supports continuous improvement efforts.

Clinical Support Services & Workforce Innovation
  • Partners for operational oversight for designated nursing support services and workforce-related innovation initiatives (e.g., virtual nursing, telesitter, remote monitoring, and other workforce support models).
  • Partners with nursing and operational leaders to implement care delivery models that enhance workforce efficiency and support nursing practice.
  • Supports innovation initiatives that improve workforce effectiveness and reduce administrative burden.

Regulatory & Performance Improvement
  • Ensures workforce strategies align with regulatory and accreditation requirements, including safe staffing legislation and Joint Commission standards.
  • Leads or supports workforce-related performance improvement initiatives.
  • Evaluates the impact of workforce strategies on operational, financial, and workforce outcomes.
  • Supports analysis of relationships between staffing models, workforce performance, and patient outcomes.

Leadership & Team Development
  • Provides leadership, coaching, and performance management for assigned staff.
  • Establishes team goals, priorities, and performance expectations.
  • Builds collaborative relationships across departments and disciplines.
  • Participates in system governance, councils, and interdisciplinary committees.
  • Performs all other duties as assigned.

Work Experience
Education & Experience - Required
  • Bachelor's degree in Nursing, Healthcare Administration, Business, or related field required.
  • Minimum of 7-10 years of progressively responsible leadership experience in nursing operations, workforce operations, or healthcare business operations.
  • Experience in workforce planning, staffing operations, productivity management, or labor performance required.
  • Experience leading cross-functional strategic or operational initiatives required.

Education & Experience - Preferred
  • Master's degree in Nursing, Business Administration, Healthcare Administration, or related field preferred.
  • Current licensure as a Registered Nurse (RN) preferred.
  • Relevant leadership or operational certifications (e.g., CENP, NEA-BC, Lean, Six Sigma, PMP) preferred.
  • Experience collaborating with finance, HR, and operational leaders preferred.
  • Experience with workforce wellbeing or workforce sustainability initiatives preferred.

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