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Director Workforce Development Jobs in Delaware (NOW HIRING)

Perdue Farms

Director of Operations

Georgetown, DE

From promoting growth and development to prioritizing work-life balance, we're committed to helping ... You will guide and develop leadership teams, build a strong and capable workforce, and foster a ...

New

Perdue Farms

Director of Operations

Georgetown, DE

From promoting growth and development to prioritizing work-life balance, we're committed to helping ... You will guide and develop leadership teams, build a strong and capable workforce, and foster a ...

New

Perdue Farms

Director of Operations

Georgetown, DE · On-site

From promoting growth and development to prioritizing work-life balance, we're committed to helping ... You will guide and develop leadership teams, build a strong and capable workforce, and foster a ...

State of Delaware

Director of Internal Audits

Dover, DE · On-site

$79K - $118K/yr

Summary Statement The Internal Auditor is accountable for the development, implementation and ... We strongly encourage and seek out a workforce representative of Delaware including race, color ...

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Director Workforce Development information

What does a director of workforce development do?

A Director of Workforce Development leads efforts to design, implement, and oversee programs that enhance the skills and employability of a community's workforce. This role involves collaborating with businesses, educational institutions, and government agencies to identify workforce needs and create training programs that fill skill gaps. Directors often manage teams, secure funding, and evaluate the effectiveness of workforce initiatives. Their ultimate goal is to ensure that workers are prepared for current and future job opportunities, supporting both individual career growth and broader economic development.

What are some common challenges faced by a director of workforce development in aligning training programs with organizational goals?

A Director of Workforce Development often encounters the challenge of ensuring that training and development initiatives are closely aligned with both the immediate and long-term objectives of the organization. This requires staying updated on industry trends, regularly assessing workforce skill gaps, and collaborating with department leaders to anticipate future talent needs. Balancing budget constraints, rapidly changing technologies, and diverse learning preferences across the workforce can also present difficulties. Successful directors leverage data-driven strategies and maintain strong communication channels with stakeholders to overcome these challenges.

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 program management, workforce planning, and labor market analysis, often backed by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HR information systems (HRIS), data analytics tools, and workforce development certifications such as CWDP is typically required. Strategic thinking, leadership, stakeholder engagement, and excellent communication are standout soft skills for this role. These abilities are crucial for developing effective workforce strategies, aligning talent initiatives with organizational goals, and fostering partnerships that drive organizational and community success.

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

AspectDirector Workforce DevelopmentWorkforce Development Coordinator
CredentialsBachelor’s degree often required; advanced degrees preferred; experience in workforce programsAssociate or bachelor’s degree; relevant experience in workforce or community programs
Work EnvironmentLeadership role overseeing teams and programs; strategic planningOperational role supporting program implementation; administrative tasks
Employer & Industry UsageGovernment agencies, non-profits, educational institutionsCommunity organizations, government offices, training providers

The Director Workforce Development typically holds a higher-level leadership position, focusing on strategic planning and overseeing workforce programs. The Workforce Development Coordinator handles day-to-day program operations and supports implementation. Both roles are essential in workforce development initiatives but differ in scope and responsibilities.

What are the most commonly searched types of Workforce Development jobs in Delaware?

The most popular types of Workforce Development jobs in Delaware are:

What are popular job titles related to Director Workforce Development jobs in Delaware?

For Director Workforce Development jobs in Delaware, the most frequently searched job titles are:

What job categories do people searching Director Workforce Development jobs in Delaware look for?

The top searched job categories for Director Workforce Development jobs in Delaware are:

What cities in Delaware are hiring for Director Workforce Development jobs?

Cities in Delaware with the most Director Workforce Development job openings:

Director Workforce Development jobs near you
Infographic showing various Director Workforce Development job openings in Delaware as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Director of Human Resources

Employment at Delaware Technical Community College

Dover, DE

Full-time

Medical, Life, Retirement

Posted 8 days ago

Job description

Position Information
Position Title Director of Human Resources Position Number 26281 Position Type Regular Full-Time Hiring Location Office of the President-Dover, DE Contact Phone Number 302-857-1604 Contact Email Address oophr@dtcc.edu Work Location Stanton Campus-Newark, DE Position Specific Details Salary Based on Education and Experience
Classification Information
Classification Title Director of Human Resources Job Code 1024 (FT), 1524 (PT) FLSA Exempt Position Pay Grade Salary Plan D, Level II Position Type Full-Time Summary Statement
The director of human resources serves as the principal campus human resources administrator, responsible for the coordination of all human resources initiatives. The director of human resources provides leadership, vision, strategic direction, and supervision of human resources operations designed to ensure a quality workforce and environment in support of the College's student success initiatives.
Nature and Scope
The director of human resources reports to the assistant vice president for human resources. Typically reporting into this position are campus human resources generalist, campus human resources benefits and payroll specialist, and administrative coordinator for human resources. Major areas of responsibility include: statutory/regulatory compliance; recruitment/selection; compensation/benefits; training/development; and employee relations within the context of a comprehensive professional development program. Typical contacts are campus employees, Office of the President staff, State agency representatives, professional organizations and the local community. These interactions frequently require the exercise of significant tact, discretion, and confidentiality.
Principal Accountabilities
An incumbent may perform any combination of the below listed accountabilities:
1. Provides advice and counsel to campus senior management and employees on various human resources issues to effect proper solutions in the best interest of the campus.
2. Coordinates with the vice president human resources and Legal Affairs Department regarding the evaluation of facts and documents to determine the correct course of action with regard to the College's position on related legal matters.
3. Provides general oversight of campus human resources activities.
4. Administers the development and allocation of the campus portion of the Human Resources Office budget.
5. Provides general oversight of recruiting activities to ensure timely filling of vacancies for part-time and full-time staff and to address campus Affirmative Action goals and timetables.
6. Provides general oversight of applicable benefits programs at the campus level, including health and life insurance, pension, etc. to ensure compliance with program guidelines and College policies.
7. Develops and recommends changes or additions to campus policies and procedures directed at improving employee relations, morale, communications, and productivity.
8. Ensures maintenance of complete and accurate files and records.
9. Provides general oversight of campus payroll activities for full-time and part-time employees.
10. Performs other related duties as required.
Knowledge Skills and Abilities
TECHNICAL COMPETENCIES:
(Knowledge, skills, and abilities essential to the performance of principal accountabilities achieved through a combination of education, training and experience)
Knowledge of the principles and practices of public human resources administration.
Knowledge of federal and State laws, rules, and regulations pertaining to human resources administration.
Strong qualitative, analytical, writing, and presentation skills.
Strong interpersonal and communication skills.
Skill in the interpretation and application of applicable federal and State laws, and College rules and guidelines.
Ability to identify and analyze problems/needs/issues, assess their impact and make recommendations.
Ability to research, compile, and analyze data.
Ability to effectively communicate and relate to a diverse population in a multicultural environment.
Ability to work collaboratively with others to achieve desired results.
Ability to successfully manage and complete multiple priorities and projects.
BEHAVIORAL COMPETENCIES:
(Observable and measurable behaviors that demonstrate how the knowledge, skills and abilities are applied)
Communicates clearly and effectively, both verbally and in writing.
Demonstrates high standards of honesty, integrity, trust, and commitment to College values.
Interacts with others in a fair, respectful and dignified manner.
Builds, maintains, and strengthens mutually beneficial relationships both inside and outside the College.
Works collaboratively with others to achieve common goals, exhibiting a strong sense of team spirit.
Commits to discovering and meeting the needs and expectations of internal and external stakeholders.
Demonstrates strategic thinking, analytical thinking and creative problem solving.
Exercises judgment in decision-making, considering options, consequences, and course of action.
Accepts personal responsibility for quality and timeliness of work.
Accepts, adapts, and works positively to effect institutional change.
LEADERSHIP COMPETENCIES:
(Influencing others to accomplish goals and directing the organization in a way that makes it more cohesive and coherent)
Demonstrates and communicates understanding of and commitment to the mission, vision, and goals of the College.
Fosters a climate that values diverse perspectives and free exchange of ideas.
Maintains a focus on desired outcomes, achievement strategies and actions, and consequent results.
Identifies trends and seizes opportunities to improve the College when changes are not expected or required.
Supports cultural awareness and diversity and inclusion by promoting a climate of fair and equal opportunity for all.
Promotes long-term learning and development of others through coaching and mentoring.
Leads, manages, and enables the process of change and transition within the College.
Inspires others to achieve desired outcomes.
Understands the formal and informal structures within the College and the impact/implications of decisions/actions throughout the institution.
Demonstrates a commitment to improving the College's effectiveness and acts as a catalyst for change.
Manages and resolves conflict in a positive and constructive manner.
Minimum Qualifications
Master's degree in a relevant field and four (4) years of relevant experience; or Bachelor's degree in a relevant field and six (6) years of relevant experience.
Rev. 08/04/2026

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