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Remote Workforce Development Jobs in Washington, DC

Team Carney

Program Manager

Silver Spring, MD · On-site +1

... and workforce development contract supporting the U.S. Food and Drug Administration (FDA). This position is contingent upon award. This position is remote with periodic on-site presence at Silver ...

Moore DM Group LLC

Workforce Readiness Manager

Lanham, MD · On-site +1

$110K - $125K/yr

Build practical development pathways for employees, supervisors, managers, and emerging leaders ... Support culture renovation, change readiness, recognition, remote engagement, and employee ...

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Remote Workforce Development information

See Washington, DC salary details

$32.8K

$74.8K

$147.8K

How much do remote workforce development jobs pay per year?

As of Sep 1, 2026, the average yearly pay for remote workforce development in Washington, DC is $74,750.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,100.00 and $96,800.00 per year, depending on experience, location, and employer.

What is a remote workforce development?

A Remote Workforce Development job focuses on training, supporting, and managing remote employees to ensure productivity and engagement. It involves designing virtual training programs, implementing remote work policies, and utilizing technology to enhance collaboration. Professionals in this role may also assess workforce needs, provide career development resources, and optimize remote work strategies to improve efficiency. The goal is to help remote employees succeed while maintaining company culture and performance standards.

What does a remote workforce development do?

A typical day in Remote Workforce Development involves designing and implementing virtual training programs, supporting the onboarding process for new remote hires, and assessing ongoing learning needs across distributed teams. You may coordinate with managers and department heads to identify skill gaps, organize webinars or workshops, and evaluate the effectiveness of various development initiatives. Regular collaboration with HR, IT, and team leaders is common to ensure alignment on remote work policies and employee engagement strategies. This role requires strong organizational and communication skills to manage multiple projects simultaneously and support team growth remotely.

What are the key skills and qualifications needed to thrive in remote workforce development, and why are they important?

To thrive in Remote Workforce Development, you need expertise in talent management, training program design, and strong knowledge of remote work best practices, often backed by a degree in human resources, business, or a related field. Familiarity with digital learning platforms, HRIS systems, and certification such as SHRM or HRCI is highly valued. Excellent communication, coaching skills, and adaptability are essential for engaging and supporting distributed teams. These competencies enable you to effectively build, develop, and retain high-performing remote workforces in a dynamic environment.

What are the most commonly searched types of Workforce Development jobs in Washington, DC?

The most popular types of Workforce Development jobs in Washington, DC are:

What are popular job titles related to Remote Workforce Development jobs in Washington, DC?

For Remote Workforce Development jobs in Washington, DC, the most frequently searched job titles are:

What job categories do people searching Remote Workforce Development jobs in Washington, DC look for?

The top searched job categories for Remote Workforce Development jobs in Washington, DC are:

Remote Workforce Development jobs near you
Infographic showing various Remote Workforce Development job openings in Washington, DC as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $74,750 per year, or $35.9 per hour.

Workforce Development Director

Department of Energy Headquarters

Washington, DC • On-site, Remote

$169K - $197K/yr

Full-time

Posted 5 days ago

Job description

Summary
This position is part of the Office of Science - Headquarters, Department of Energy. As a Workforce Development Director, you will plan, direct, coordinate, and supervise the integration of all phases of the workforce development process, to include partnering with Human Capital on recruitment, classification, staffing, performance management, employee recognition, personnel actions, and workforce planning.
Learn more about this agency
Duties
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The Department of Energy's mission is to ensure America's security and prosperity by addressing its energy, environmental and nuclear challenges through transformative science and technology solutions.
We are truly honored that DOE has been named America's #1 Best Employer for Veterans in 2023 by Forbes-not only among Government agencies, but among employers across the U.S. We are so proud of this ranking which reflects our commitment to the employment of veterans. As so many veterans at DOE renew their service to our Nation, we are deeply committed to their success and advancement. Veterans shape the future of energy
As a Workforce Development Director, you will:
  • Directs, plans, and integrates all phases of the SC workforce development program-including recruitment, staffing, performance management, and workforce planning-in close partnership with the DOE Office of Human Capital.
  • Evaluates, interprets, and implements HR guidance, statutory requirements, and policies from OMB, OPM, Congress, and DOE leadership to ensure departmental compliance and align workforce strategy with organizational goals.
  • Analyzes and manages staffing floor and ceiling limitations based on Congressional appropriations, budget allocations, and long-range organizational requirements to optimize human capital resources.
  • Acts as the principal consultant to the SC Director of Finance and Resource Management, providing authoritative advice, presenting options to DOE leadership, and representing the organization with external stakeholders, including OMB, GAO, OIG, and Congress.
  • Manages and evaluates subordinate staff and lower-level supervisors, establishing performance standards, assigning work, resolving grievances, approving disciplinary actions, and identifying employee training needs.

Requirements
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Conditions of employment
  • You must be a United States Citizen.
  • This employer participates in the e-Verify program.
  • If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System or are exempt from having to do so under the Selective Service Law. See www.sss.gov.
  • If selected, you may be required to complete a one year probationary period.
  • If selected, your appointment may be subject to a suitability or fitness determination, as determined by a completed background investigation.
  • This position is not remote, the selectee will be expected to report to the duty station(s) listed. If selected, military spouses, veteran caregivers, and spouses of foreign service employees may be eligible for applicable workplace flexibilities.
  • You are required to submit a Financial Disclosure Statement, OGE-450, Executive Branch Personnel Confidential Financial Disclosure Report within 30 days of entering the position and annually.
  • This position is NOT included in a Bargaining Unit.
  • Occasional travel may be required.

Qualifications
SPECIALIZED EXPERIENCE REQUIREMENTS: A qualified candidate's online application and resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level GS-14 in the Federal service. Specialized experience for this position is defined as meeting ALL of the following:
  1. Managing comprehensive workforce development or human resources programs across multiple functional areas (such as recruitment, staffing, performance management, training, or workforce planning) for a major organizational segment or complex enterprise.
  2. Experience working with complex employment laws, statutory regulations, executive policies, or corporate governance standards to ensure program integrity and alignment with organizational goals.
  3. Operating with budget and financial constraints to establish, monitor, and adjust multi-year staffing plans, workforce ceilings, or human capital resource requirements.

Education cannot be substituted for specialized experience at the GS-15 grade level.
Limit your resume to no more than two (2) pages. If more than two pages are submitted, only the first two pages will be reviewed to determine your eligibility and qualifications. Your full resume will be made available to the hiring manager if you are referred.
"Experience" refers to paid and unpaid experience. Examples of qualifying unpaid experience may include: volunteer work done through National Service programs (such as Peace Corps and AmeriCorps); as well as work for other community-based philanthropic and social organizations. Volunteer work helps build critical competencies, knowledge, and skills; and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Time-in-Grade: Current Federal employees must meet time-in-grade requirements by the closing date of this announcement to receive consideration.
CTAP/ICTAP candidates: To be considered "well qualified" you must (1) meet all of the requirements as described in this section; and 2) be rated "well-qualified", which is defined as having a score of 85 or better.
You must meet all qualifications and eligibility requirements by the closing date of this announcement.
Education
There are no specific education requirements or substitution of education for experience for this position.
Additional information
  • Shared Certificates: The Department of Energy shares lists of applicants among its internal Departmental Elements and organizations. You may be referred for consideration to other DOE Hiring Managers throughout the Department for more than one position based on this application. By applying to this announcement, you understand your application materials may be shared with multiple Hiring Mangers throughout DOE. If additional positions are filled from this announcement conditions of employment may differ. You will be notified if you are referred for additional positions.
  • New employees to the Department of Energy will be required to successfully pass the E-Verify employment verification check. To learn about E-Verify, including your rights and responsibilities, visit www.dhs.gov/E-Verify.
  • Veterans and persons with disabilities are encouraged to apply. For more information, please visit the links at the bottom of this page or visit the FedsHireVets website.
  • If you believe that you are eligible for the Interagency Career Transition Assistance Program (ICTAP), please visit the OPM ICTAP/CTAP website for more information. In order to be considered under the ICTAP program, your application must score within the pre-established "well qualified" category as stated in the Qualifications section.
  • More than one selection may be made from this vacancy announcement.
  • Some positions may require completion of a probationary period of up to 1 (one) year.
  • Many positions require successful completion of a background investigation.
  • Your performance appraisal and incentive awards will be given due consideration in the selection process based on their relation to the duties of the position and the consistency with which they may be considered in evaluating you against other candidates.
  • Hiring incentives may be authorized in accordance with agency policy and if funding is available.
  • Equal employment opportunity policy.
  • Employees or applicants may request Reasonable Accommodation (RA) for assistance, when applying or competing for a job or performing a job due to their medical condition or to exercise their religious beliefs. If you need reasonable accommodation in the application or selection process, please contact the Staffing Specialist listed on this vacancy announcement.
  • Reasonable Accommodation Policy: https://www.energy.gov/hc/articles/reasonable-accommodation-and-personal-assistance-service-procedures
  • Veterans Information: https://www.energy.gov/careers/veterans-military-spouses
  • Selective Service Registration: http://www.sss.gov/
  • The Fair Chance Act prohibits specific inquiries concerning an applicant's criminal or credit background unless the hiring agency has made a conditional offer of employment to the applicant. An applicant may submit a complaint to the agency within 30 calendar days of the date of alleged noncompliance by completing the Fair Chance Act Intake Form and emailing it to the Administrative Investigations Program at AdministrativeInvestigations@hq.doe.gov.
  • Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

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Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.
Benefits
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A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.
Review our benefits
Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

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