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Director Workforce Development Jobs in Philadelphia, PA

PHMC

Employment Case Manager

Philadelphia, PA · On-site

$19.50 - $23.50/hr

Experience: * 2 years of combined experience providing direct services in workforce development, employment counseling, working with men and families, including those affected by substance abuse ...

Community Options

Executive Director

Woodbury, NJ · On-site

The Executive Director is responsible for all operations for the region including compliance, growth and development, budget and workforce development. Programs include residential homes, day ...

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All JobsWorkforce Development JobsDirector Workforce Development JobsDirector Workforce Development Jobs in Philadelphia, PA

Director Workforce Development information

See Philadelphia, PA salary details

$16.1K

$86K

$130.7K

How much do director workforce development jobs pay per year?

As of Sep 6, 2026, the average yearly pay for director workforce development in Philadelphia, PA is $85,987.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,100.00 and $110,500.00 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 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 Philadelphia, PA?

The most popular types of Workforce Development jobs in Philadelphia, PA are:

What are popular job titles related to Director Workforce Development jobs in Philadelphia, PA?

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

What job categories do people searching Director Workforce Development jobs in Philadelphia, PA look for?

The top searched job categories for Director Workforce Development jobs in Philadelphia, PA are:

What cities near Philadelphia, PA are hiring for Director Workforce Development jobs?

Cities near Philadelphia, PA with the most Director Workforce Development job openings:

Director Workforce Development jobs near you
Infographic showing various Director Workforce Development job openings in Philadelphia, PA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $85,987 per year, or $41.3 per hour.

Human Resources Director- South Hill, VA

Premier Brands Group Holdings

Bristol, PA

Full-time

Re-posted 19 days ago

Job description

PREMIER BRANDS GROUP HOLDINGS

Iconic by Nature, Exceptional by Design

Premier Brands Group Holdings, A Global Leader in Apparel, Jewelry and Accessories Design

Driven by excellence and innovative talent, Premier Brands Group is a leading, global apparel group of iconic brands, offering a diverse portfolio in denim, women?s apparel, and jewelry.

Premier Brands Group is comprised of three distinct businesses that create top-tier brands for the discerning consumer. One Jeanswear Group designs and distributes a distinguished portfolio of branded and private label Jeanswear throughout North America.

An apparel industry leader for 30+ years, The Kasper Group has remained committed to excellence in offering iconic brands and relevant womenswear designs.

The Jewelry Group has a 20+ year legacy of developing, sourcing and selling elevated fashion jewelry pieces, with a design-centric point of view.

Our legacy is rooted in our rich portfolio of the most covetable denim, apparel, jewelry and accessories brands in the world. Each respective group is Iconic by Nature and Exceptional by Design.

Premier Brands Group Holdings Inc. is currently seeking a Director, Human Resources ? Distribution Center Operations for our Denim Wholesale Distribution Center located in South Hill, VA.

This position serves as the senior Human Resources leader for the Distribution Center and is responsible for aligning workforce strategy with operational objectives. The Director will partner closely with Distribution Center leadership to drive organizational effectiveness, workforce planning, labor optimization, leadership development, employee engagement, compliance, and overall business performance.

The successful candidate will act as a strategic business partner while also providing hands-on leadership across all aspects of Human Resources.

Responsibilities Include:

Human Resources Leadership

? Lead all Human Resources functions supporting the Distribution Center, including employee relations, talent acquisition, onboarding, training, compensation, performance management, engagement, compliance, and organizational development.

? Ensure all Human Resources programs, policies, and practices align with company objectives and applicable federal, state, and local regulations.

? Provide strategic and day-to-day leadership across all aspects of the employee lifecycle.

Strategic Workforce Planning & Labor Optimization

? Develop workforce planning strategies aligned with business growth, productivity goals, seasonal fluctuations, and operational requirements.

? Partner with operational leadership to forecast labor demand, evaluate staffing models, and optimize workforce utilization.

? Analyze labor productivity, turnover, absenteeism, overtime, staffing efficiencies, and workforce trends to identify opportunities for improvement.

? Develop recommendations that balance productivity, service levels, labor costs, employee engagement, and retention.

Operational Leadership Partnership

? Serve as a strategic advisor to Distribution Center leadership regarding organizational effectiveness, workforce planning, leadership capability, succession planning, and operational performance.

? Participate in operational reviews, business planning discussions, and strategic initiatives.

? Partner with Operations leadership to identify opportunities for increased productivity, process improvement, and organizational effectiveness.

? Support business transformation initiatives and organizational change efforts.

Leadership Development & Organizational Effectiveness

? Design and implement leadership development programs for supervisors, managers, and operational leaders.

? Lead succession planning, talent review, performance calibration, and organizational assessment processes.

? Coach leaders on performance management, accountability, employee development, conflict resolution, and team effectiveness.

? Build leadership capability and organizational bench strength across the operation.

Talent Acquisition & Workforce Development

? Develop and execute recruiting strategies to support workforce requirements and business objectives.

? Oversee onboarding, training, certification, and workforce development initiatives.

? Partner with staffing agencies, educational institutions, and community organizations to develop talent pipelines.

? Ensure training programs support productivity, quality, safety, and operational performance goals.

Employee Relations & Compliance

? Lead complex employee relations matters, investigations, performance management issues, workplace concerns, and organizational risk mitigation efforts.

? Ensure compliance with all applicable employment laws and regulations, including EEOC, OSHA, ADA, FMLA, Workers Compensation, and related requirements.

? Develop and maintain positive employee relations while fostering a culture of accountability, engagement, and respect.

? Provide guidance to leadership regarding policy interpretation and employment-related decisions.

Continuous Improvement & Change Management

? Lead organizational change management initiatives related to operational improvements, technology implementations, workforce restructuring, and business transformation.

? Participate in Lean, Kaizen, and continuous improvement initiatives designed to improve organizational performance.

? Drive process standardization and implementation of best practices across the operation.

Data, Analytics & Reporting

? Develop and maintain workforce dashboards, metrics, and reporting related to turnover, absenteeism, productivity, staffing, labor utilization, engagement, and organizational effectiveness.

? Utilize workforce data to identify trends, opportunities, and risks and provide actionable recommendations to leadership.

? Present workforce insights and strategic recommendations to senior leadership teams.

Compensation & Benefits

? Partner with corporate Human Resources leadership to ensure compensation programs remain competitive and internally equitable.

? Support salary planning, workforce budgeting, incentive programs, and organizational structure discussions.

? Oversee communication and administration of employee benefit programs.