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Director Workforce Development Jobs in Riverside, RI

Brown University

Director, Compensation

Providence, RI · On-site

$126K - $172K/yr

... workforce. Reporting to the Vice President for Human Resources, the Director serves as a high-level ... Direct the design, development, implementation, administration and communication of compensation ...

Ametek

Director, Human Resources

New Bedford, MA · On-site

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a ... workforce planning, succession planning, and leadership development strategies to build a strong ...

Ametek

Director, Human Resources

New Bedford, MA · On-site

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a ... workforce planning, succession planning, and leadership development strategies to build a strong ...

ROAD TO RESPONSIBILITY INC

DIRECT CARE 1

Taunton, MA

$19.50/hr

Opportunities to grow your skills in training, behavioral support, and workforce development Benefits That Support You--At Work and Beyond We take care of our team so you can focus on making an ...

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Showing results 1-20

All JobsDirector Workforce Development JobsDirector Workforce Development Jobs in Riverside, RI

Director Workforce Development information

See Riverside, RI salary details

$15.7K

$83.6K

$127.1K

How much do director workforce development jobs pay per year?

As of Jun 19, 2026, the average yearly pay for director workforce development in Riverside, RI is $83,636.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,300.00 and $107,500.00 per year, depending on experience, location, and employer.

Is workforce development the same as HR?

Workforce development and human resources (HR) are related but distinct fields. Workforce development focuses on training, skill-building, and strategic planning to meet future labor needs, often involving community or economic development initiatives. HR primarily manages employee recruitment, benefits, compliance, and day-to-day personnel administration within an organization.

What jobs will no longer exist in 2030?

By 2030, roles such as data entry clerks and certain manual assembly line jobs are expected to decline due to automation and AI technologies. For a Director of Workforce Development, this shift emphasizes the need to focus on skills like digital literacy, change management, and adapting training programs to prepare workers for evolving job markets.

What does a director of workforce development do?

A director of workforce development oversees programs and strategies to improve employment opportunities, skills training, and workforce readiness within an organization or community. They coordinate with educational institutions, government agencies, and employers to align workforce initiatives with economic needs and often manage teams, budgets, and policy implementation.

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.

How much does a workforce development specialist make?

A workforce development specialist typically earns between $45,000 and $70,000 annually, depending on experience, location, and organization size. Salaries can vary based on certifications, skills in program management, and the level of responsibility involved.

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 job categories do people searching Director Workforce Development jobs in Riverside, RI look for? The top searched job categories for Director Workforce Development jobs in Riverside, RI are:
Director Workforce Development jobs near you
Director of Human Resources

Director of Human Resources

Seven Hills Foundation

Lincoln, RI • On-site

$97K - $103K/yr

Full-time

Medical, Retirement, PTO

Posted 16 hours ago

Seven Hills Foundation rating

7.4

Company rating: 7.4 out of 10

Based on 34 frontline employees who took The Breakroom Quiz

17th of 228 rated social care providers

Job description

Director of Human Resources

Seven Hills Rhode Island

The Director of Human Resources serves as the primary HR leader and strategic partner for an assigned division within a matrix management structure. This position reports functionally to the Chief Human Resources Officer (CHRO) for HR strategy, policy, compliance, professional standards, and HR service delivery expectations, while also partnering operationally with the Division Vice President to support division-specific workforce needs, labor and employee relations, talent management, leadership development, compliance, and organizational effectiveness.

Salary: $97,000.00 to $103,000.00 per year

Benefits for Full-time employees: 

  • Health Insurance: Offered through Blue Cross Blue Shield, with generous company contribution.
  • Enhanced Retirement Plan: 25% - 33% Employer match based on tenure. 
  • Student Loan Assistance: Consolidation, counseling, & limited employer contribution!
  • Discounted Tuition with College & University Partnerships!
  • Tuition Assistance: Reimbursed or prepaid college coursework!
  • Home Mortgage Initiative: Favorable down payment (3-5%), reduced closing costs co-paid by Seven Hills!

Work-Life Balance:

  • Generous Accrued Paid Vacation!
  • Vacation Cash-Out Option
  • 3 Paid Personal Days
  • 11 Paid Holidays 
  • Accrued Paid Sick Time

  • Serve as the lead HR partner for the assigned division, providing strategic and operational HR guidance to the Division Vice President and divisional leadership team, and provide leadership, direction, coaching, and support to assigned HR staff.
  • Partner with the CHRO to implement Seven Hills-wide HR strategies, policies, initiatives, and priorities within the division.
  • Translate organizational HR strategy into practical division-level workforce plans and solutions.
  • Identify workforce trends, risks, and opportunities and recommend proactive strategies to address staffing, retention, employee engagement, compliance, and leadership needs.
  • Support organizational change initiatives, including restructuring, role redesign, workforce transitions, and process improvements.
  • Prepare compliance reports including but not limited to Equal Employment Opportunity (EEO), Occupational Safety and Health Administration (OSHA), and Worker’s Compensation.
  • Analyze wage and salary trends, and coordinate salary surveys to determine competitive compensation plan.
  • Promote consistent HR practices across the organization while recognizing the operational needs of the assigned division.
  • Build strong, collaborative relationships with the Division Lead, operational leaders, managers, employees, and the HR department.
  • Facilitate communication between divisional leadership and centralized HR functions, including recruitment, benefits, compensation, employee relations, learning and development, HRIS, and compliance.
  • Provide consultation to leaders and managers on labor and employee relations matters, grievance resolution, collective bargaining, performance concerns, corrective action, workplace conduct, conflict resolution, union contract and policy interpretation.
  • Review and guide documentation related to performance management, disciplinary action, investigations, workplace concerns, and employment decisions.
  • Conduct or support workplace investigations, as assigned, and ensure appropriate follow-up and documentation.

  • Use HR metrics and workforce data to identify trends, evaluate risks, and support decision making. 

  • Other duties as assigned.


Education & Experience:

  • Bachelor's degree in human resources, Business Administration, Organizational Development, Public Administration, or related field required.
  • Minimum of 7 years of progressive human resources experience, including significant experience in labor and employee relations, performance management, workforce planning, compliance, and leadership consultation.
  • Minimum of 3 years of HR leadership or supervisory experience with knowledge of federal and state employment laws and HR best practices required.

Skills & Knowledge:

  • Proficiency with HRIS platforms, Microsoft Office, reporting tools, and HR data analysis.

  • Professional HR certifications are preferred.

  • Valid driver’s license required

Why Join Seven Hills Rhode Island?

Here, you will be part of a supportive team committed to empowering individuals and celebrating their unique abilities.

Apply Today!

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