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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 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 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 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.

Is workforce development a good career?

A career in workforce development, including roles like Workforce Development Director, involves coordinating training programs and employment initiatives to improve workforce skills. It offers opportunities in public and private sectors, often requiring strong communication, project management, and knowledge of labor market trends. The field can be rewarding for those interested in community development and economic growth.

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

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

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

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

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

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

Director Workforce Development jobs near you
Infographic showing various Director Workforce Development job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution.

Workforce Development Manager

The Ruhlin Company

Sharon Center, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 13 days ago

Job description

The Ruhlin Company seeks to hire a Workforce Development Manager for its Human Resources Department.

Summary: Manage the Company's workforce development, employee learning, career advancement, and talent development initiatives to ensure employees have the skills needed to achieve business objectives. Partner with management to assess workforce needs, develop and coordinate learning programs, oversee internal recruiting and career development processes, and foster a culture of continuous learning and growth.
 
Responsibilities:
Administration
Assist the Director of Human Resources in developing and managing the annual training and development budget.
Monitor training expenses and identify cost-effective learning solutions.
Track program participation, evaluate outcomes, and prepare reports and recommendations regarding workforce development initiatives.
Perform other duties as assigned by the Director of Human Resources.
 
Employee Engagement & Culture
Support employee engagement initiatives and communication efforts that strengthen company culture, teamwork, morale, and the overall employee experience.
Assist with the coordination of employee development events, recognition initiatives, and company-sponsored activities.
Demonstrate positive and productive working relationships across all departments and divisions.
Learning Program Design & Development
Design, develop, and continuously improve training programs, workshops, presentations, and on-the-job learning resources.
Develop learning objectives and measurable outcomes for all training initiatives.
Ensure learning programs align with company goals, industry best practices, and adult learning principles.
Work with internal subject matter experts and external training providers to develop and enhance learning opportunities, including related training materials.
 
Training Delivery & Facilitation
Coordinate, facilitate, and deliver engaging training programs using various learning methods.
Manage training logistics, including scheduling, securing internal conference rooms or external venues, coordinating materials, tracking attendance, and participant communications.
Support onboarding and division/department specific training initiatives as needed.
Ensure employees have access to appropriate learning resources and development opportunities.
 
Training Needs Assessment & Program Evaluation
Conduct annual and ongoing training needs assessments.
Partner with management to identify skill gaps, operational needs, and future workforce requirements.
Recommend training solutions that support business objectives and employee development.
Measure the effectiveness of training and development initiatives through assessments, surveys, observations, and performance metrics.
Conduct follow-up evaluations to determine knowledge retention and on-the-job application.
Analyze results and continuously improve programs based on employee and management feedback.
 
Workforce Development & Talent Management
Develop, coordinate, and manage the Company's internship program.
Develop and maintain partnerships with colleges, universities, technical schools, workforce development agencies, trade organizations, and community partners to support recruiting, internship opportunities, apprenticeship initiatives, and workforce development efforts.
Design programs that support employee growth, career progression and leadership development.
Partner with management to ensure workforce development initiatives support business needs.
Meet regularly with the Director of HR to discuss priorities, workforce trends, and initiatives.
Participate in HR, workforce development, and construction industry associations, conferences, events, and community partnerships.
Develop and execute the company's workforce development strategy to support employee growth, career progression, leadership development, and internal advancement.
Partner with managers to develop career pathways and individual development plans that support employee growth, retention, and long-term organizational needs.
 
Essential Skills and Experience:
Bachelor's degree in human resources, organizational development, education, business administration, engineering, construction management, or a related field.
Minimum of 5 years progressively responsible experience in workforce development, learning and development, organizational development, human resources, or a related field.
Construction industry experience is strongly preferred.
Experience developing partnerships with educational institutions, workforce development agencies, community organizations, and construction industry associations preferred.
Experience in designing, implementing, and evaluation employee training and development programs, including facilitating training for employees at various organizational levels.
Experience with career development, leadership development, workforce planning, internship, apprenticeship, or workforce pipeline programs preferred.
CPTD, APTD, PHR, SHRM-CP, or other HR certification is preferred.
Proficient with Microsoft 365, training software and learning management systems (LMS).
Excellent communication, presentation, and interpersonal skills.
Team focused mindset to build strong working relationships.
Commitment to Company values.
 

Direct Report(s): None

About The Ruhlin Company

The Ruhlin Company was founded on a corporate philosophy of partnership. For over 100 years we have created cooperative relationships with our clients by listening closely to their needs and successfully translating their visions into reality. Client satisfaction is the bedrock of our reputation, earned through innovative construction technology, experienced leadership and an unswerving commitment to quality. Today Ruhlin enjoys a national reputation as a construction services leader. From bridges to buildings, client success is built in.The Ruhlin Company offers a comprehensive benefits package to eligible employees which includes Employee Stock Ownership Program (ESOP), 401k match, Bonus, Medical, Dental, Vision, Life Insurance, Long Term Disability coverage, Tutition Reimbursement paid vacation and sick days. 

The Ruhlin Company is an Equal Opportunity Employer and participates in Ohio's Drug Free Safety Program

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