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Director Workforce Development Jobs in Lexington, SC

State of South Carolina

Grant Administrator

Columbia, SC · On-site

$57K - $103K/yr

Must have direct experience managing multi-million-dollar federal grants. Experience in workforce development; Experience delivering presentations to diverse audiences; Demonstrated success in ...

State of South Carolina

Grant Administrator

Columbia, SC · On-site

$57K - $103K/yr

Must have direct experience managing multi-million-dollar federal grants. Experience in workforce development; Experience delivering presentations to diverse audiences; Demonstrated success in ...

New

State of South Carolina

Grant Administrator

Columbia, SC · On-site

$57K - $103K/yr

Must have direct experience managing multi-million-dollar federal grants. Experience in workforce development; Experience delivering presentations to diverse audiences; Demonstrated success in ...

MUSC

CNA Apprenticeship Program

Columbia, SC · On-site

$15/hr

... Center CC006000 COL - Workforce Development (DMC) Pay Rate Type Hourly Pay Grade Health-01 ... After completing training, continue working on the assigned unit under the direct supervision of ...

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All JobsWorkforce Development JobsDirector Workforce Development JobsDirector Workforce Development Jobs in Lexington, SC

Director Workforce Development information

See Lexington, SC salary details

$13.7K

$72.9K

$110.8K

How much do director workforce development jobs pay per year?

As of Aug 5, 2026, the average yearly pay for director workforce development in Lexington, SC is $72,939.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,400.00 and $93,700.00 per year, depending on experience, location, and employer.

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 Lexington, SC? The most popular types of Workforce Development jobs in Lexington, SC are:
What job categories do people searching Director Workforce Development jobs in Lexington, SC look for? The top searched job categories for Director Workforce Development jobs in Lexington, SC are:
Director Workforce Development jobs near you
Infographic showing various Director Workforce Development job openings in Lexington, SC as of July 2026, with employment types broken down into 90% Full Time, 5% Part Time, and 5% Contract. Highlights an 95% In-person, and 5% Hybrid job distribution, with an average salary of $72,939 per year, or $35.1 per hour.

Director, Nuclear Workforce Pipeline Development

The Nuclear Company

Columbia, SC • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 8 days ago

Job description

The Nuclear Company is the fastest growing AI tech-enabled startup in the nuclear and energy space, pioneering a fleet-scale approach to building the next generation of nuclear reactors. Through our design-once, build-many model, we're accelerating the deployment of safe, reliable, and affordable nuclear energy.
We operate with an AI-first mindset. Every employee is expected to leverage AI, technology, and the Nuclear Operating System (NOS) as integral components of their role to improve the quality, speed, and impact of their work. We expect every team member to continuously identify opportunities to automate workflows, enhance decision-making, improve processes, and contribute to the ongoing evolution of NOS as a strategic operating capability that enables The Nuclear Company to scale with excellence.
We hire people who are driven by purpose, thrive in ambiguity, and are energized by building what has never been built before. Our team combines intellectual curiosity with high agency, embraces candid feedback and continuous learning, and holds themselves and others to exceptional standards. Our values-Transparency, Responsibility, Unity, Scrappiness, and Tenacity-guide how we hire, collaborate, and make decisions every day. They are not words on a wall; they are the standard by which we operate. TRUST is the foundation of our safety culture, fostering intellectual honesty, accountability, and open communication, while our values challenge every team member to execute with urgency, humility, resilience, and an unwavering commitment to our mission.
About the role
The Director of Nuclear Workforce Pipeline Development is responsible for building and leading a new function focused on securing the external talent pipeline critical to the nuclear industries' current and future operations. This leader will identify the workforce gaps, build a multi-year strategy to close them, and establish durable relationships with colleges, universities, technical/trade schools, and K-12 school districts to create sustainable pathways into nuclear careers.
This is a build role: the successful candidate will stand up the team, its operating model, and its external partnerships largely from the ground up, while working closely with Services, Construction, Training, and leadership to ensure the pipeline strategy is grounded in real, near-term staffing needs.
Responsibilities
Strategy & Pain-Point Diagnosis
  • Partner with leadership to identify the most urgent and highest-risk workforce gaps (by craft, discipline, site, and time horizon)
  • Build and maintain a workforce gap analysis / heat map that informs where pipeline investment should be prioritized
  • Translate operational staffing needs into a multi-year external pipeline strategy and investment plan
  • Develop metrics and a reporting cadence to track pipeline health (applicant flow, conversion, time-to-fill, diversity of pipeline, program ROI)
  • Establish an operating rhythm and governance model, including a cross-functional steering committee with Operations and Training stakeholders

External Relationship Development
  • Build and manage strategic relationships with universities and colleges (nuclear engineering and related STEM programs), community and technical colleges (craft and technician programs), and local K-12 school districts (early STEM exposure, career and technical education pathways)
  • Negotiate and manage formal partnership agreements - internships, co-ops, apprenticeships, dual-enrollment programs, curriculum alignment, and scholarship or sponsorship arrangements
  • Represent the organization at industry, academic, and community forums related to nuclear workforce development
  • Serve as a credible technical and cultural ambassador for the nuclear industry to educators, administrators, and students

Program Design & Execution
  • Design and launch pipeline programs (e.g., apprenticeship pathways, internship-to-hire programs, dual-enrollment craft training, teacher externships, curriculum co-development)
  • Ensure programs address both near-term craft/technical gaps and longer-term engineering and leadership pipeline needs
  • Partner with Talent Acquisition to ensure smooth handoff from pipeline program to formal hiring
  • Identify and pursue relevant grant funding, workforce development incentives, and government/DOE partnership opportunities where applicable

Stakeholder & Budget Management
  • Own the budget for workforce pipeline programs and partnerships
  • Report pipeline progress, gap-closure status, and program outcomes to senior leadership
  • Build internal awareness and buy-in across sites for pipeline initiatives

Experience
  • Bachelor's degree in Human Resources, Business, Engineering, Education, or related field (Master's preferred)
  • 10+ years of progressive experience in workforce development, talent strategy, HR, or nuclear/energy operations
  • Demonstrated experience building external partnerships with educational institutions - direct experience in nuclear, energy, or another highly regulated/technical industry strongly preferred
  • Track record of building a function from the ground up
  • Strong understanding of nuclear industry roles, career pathways, and licensing/certification requirements, or demonstrated ability to get up to speed quickly with credibility among technical stakeholders
  • Experience designing and scaling workforce programs such as apprenticeships, internships, or dual-enrollment partnerships
  • Strong data fluency - able to build and interpret workforce gap analyses and translate them into investment priorities
  • Excellent external relationship-building and negotiation skills, with experience engaging deans, superintendents, and other senior academic/community stakeholders
  • Executive presence and communication skills sufficient to represent the organization externally and to influence senior internal leadership

Preferred
  • Experience within a nuclear utility, national lab, DOE contractor, or nuclear new-build environment
  • Existing relationships with nuclear engineering programs, technical colleges, or workforce development consortia
  • Experience pursuing and managing workforce-related grant funding or public-private partnerships

Benefits
  • Competitive compensation packages
  • 401k with company match
  • Medical, dental, vision plans
  • Generous vacation policy, plus holidays

Estimated Starting Salary RangeThe estimated starting salary range for this role is $178,000 - $204,000 annually less applicable withholdings and deductions, paid on a bi-weekly basis. The actual salary offered may vary based on relevant factors as determined in the Company's discretion, which may include experience, qualifications, tenure, skill set, availability of qualified candidates, geographic location, certifications held, and other criteria deemed pertinent to the particular role.
EEO StatementThe Nuclear Company is an equal opportunity employer committed to fostering an environment of inclusion in the workplace. We provide equal employment opportunities to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. We prohibit discrimination in all aspects of employment, including hiring, promotion, demotion, transfer, compensation, and termination.
Export Control
Certain positions at The Nuclear Company may involve access to information and technology subject to export controls under U.S. law. Compliance with these export controls may result in The Nuclear Company limiting its consideration of certain applicants.
Recruiting Fraud Alert
Your safety is our priority. We want to ensure your job search stays secure. Please note that the team at The Nuclear Company only communicates through official @thenuclearcompany.com email addresses. We will never ask for payments or sensitive financial information at any stage of our recruitment process. For your peace of mind, please verify all openings and submit your applications directly through our official careers page.

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