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Resource Development Manager Jobs in Wichita, KS

Comrise

HR Business Partner

Newton, KS · On-site

This position is responsible for organizational design, performance management, employee engagement, employee relations, development of HR programs, and change management for specified business units.

New

Cornerstone Research

Analyst

Wichita, KS · On-site

$112K/yr

Each Cornerstone Research office has a Staffing & Development Manager, a dedicated professional who ... In addition to the experience casework provides, we offer multiple resources for those applying to ...

Newell Brands

HR Generalist

Wichita, KS · On-site

... workforce development, operational effectiveness, and the successful deployment of Newell ... Coordinate and support full-cycle recruiting activities, including requisition management ...

Envision

Manager, Talent Acquisition

Wichita, KS · On-site

... development. * Flexibility to perform other duties as assigned. JOB REQUIREMENTS INCLUDE Education: Bachelor's degree in Human Resource Management, Business Administration or related field preferred;

Moove NA Distribution LLC

HR Generalist

Wichita, KS

This role serves as a trusted resource for employees and managers by administering HR programs ... Ensure compliance with federal, state, and local employment laws. * Assist with policy development ...

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All JobsResource Development JobsResource Development Manager JobsResource Development Manager Jobs in Wichita, KS

Resource Development Manager information

See Wichita, KS salary details

$36.5K

$74.4K

$116K

How much do resource development manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for resource development manager in Wichita, KS is $74,438.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,300.00 and $81,900.00 per year, depending on experience, location, and employer.

How does a resource development manager typically collaborate with other departments within an organization?

Resource Development Managers frequently work cross-functionally, partnering with teams such as marketing, finance, and program management to align fundraising strategies with organizational goals. They often coordinate with program staff to understand funding needs and with communications teams to craft compelling donor materials. Building strong relationships across departments is key to ensuring that resource development initiatives are both effective and well-integrated, ultimately supporting the organization's mission.

What is the difference between Resource Development Manager vs Fundraising Coordinator?

AspectResource Development ManagerFundraising Coordinator
CredentialsBachelor's degree, experience in development or fundraisingAssociate's or Bachelor's degree, entry-level experience
Work EnvironmentStrategic planning, team collaboration, donor relationsEvent planning, donor outreach, campaign support
Employer & Industry UsageNonprofits, educational institutions, healthcareNonprofits, community organizations, charities

The Resource Development Manager focuses on strategic planning, building donor relationships, and managing development teams, while the Fundraising Coordinator handles event execution, donor outreach, and campaign support. Both roles are essential in nonprofit fundraising efforts but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a resource development manager, and why are they important?

To thrive as a Resource Development Manager, you need expertise in fundraising strategies, donor relations, and project management, often supported by a bachelor’s degree in business, nonprofit management, or a related field. Familiarity with donor management software, CRM systems, and grant-writing platforms is typically required. Outstanding communication, relationship-building, and strategic planning skills set top performers apart in this role. These abilities are crucial because they drive sustainable funding, foster strong donor partnerships, and ensure the success of organizational initiatives.

What is a resource development manager?

Resource Development Managers are professionals responsible for identifying, acquiring, and managing resources—such as funding, materials, partnerships, and talent—that support an organization's growth and operations. They often work in non-profit organizations, educational institutions, and some businesses, focusing on fundraising, grant writing, and relationship-building. Their role involves strategic planning, networking, and communication to ensure the organization has the resources it needs to achieve its mission and objectives.
What are the most commonly searched types of Resource Development jobs in Wichita, KS? The most popular types of Resource Development jobs in Wichita, KS are:
What are popular job titles related to Resource Development Manager jobs in Wichita, KS? For Resource Development Manager jobs in Wichita, KS, the most frequently searched job titles are:
What job categories do people searching Resource Development Manager jobs in Wichita, KS look for? The top searched job categories for Resource Development Manager jobs in Wichita, KS are:
Resource Development Manager jobs near you
Infographic showing various Resource Development Manager job openings in Wichita, KS as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, 1% Temporary, and 2% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $74,438 per year, or $35.8 per hour.

HR Business Partner

Comrise

Newton, KS • On-site

Full-time

Posted 3 days ago

New

Job description

Summary This position reports to the Senior Human Resources Business Partner and has primary responsibility for a specified client group/plant location of HR business partner functions within company. This position is responsible for organizational design, performance management, employee engagement, employee relations, development of HR programs, and change management for specified business units. You must be an astute HR Business Partner, with expertise in the management of employee relations, administration of employee programs, change management, employee engagement strategy, leadership development, organizational design, performance management, HR laws and regulations, HR policy management. You're a servant leader, who always acts with integrity and discretion to ensure your role as a trusted advisor.
ESSENTIAL DUTIES
● Responsible for the HR Business Partner Relationship and HR Activities for the following specified company locations.
● Contribute to the business objectives by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures and processes. Act as a liaison between Operations and HR to ensure HR services are aligned with the needs of the business and identify new opportunities where HR can add value to the business.
● Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs.
● Act as a key HR Business Partner liasoning with senior leadership for client groups on all aspects of HR, Organizational development, and leadership development.
● Manage all employee relations activities within the assigned client groups according to established guidelines and sound administrative practices and in accordance with the organization's mission, values and goals.
● Provide HR expertise on employment laws and practices.
● Conduct research and develop/recommend solutions and process improvements on HR related projects, processes, and policies aligned to company strategy, culture, and business practices.
● Champion the Talent Management Process and ensure timely, accurate, and fair assessments of employee performance are conducted per the corporate guidelines.
● Assist the business leaders to provide employees with development opportunities and ensure current and future performance standards are met. Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives.
● Participate in the evaluation and monitoring of the success of training programs.
● Prepare employees for assignments by establishing and conducting orientation and training programs.
● Workforce Planning and Analysis
● Assist business leaders in the systematic identification and analysis of what the organization is going to need in terms of the size, type, experience, knowledge, skills, and quality of workforce to achieve its long-term objectives.
● Provide guidance and input on business unit restructures, workforce planning, and succession planning.
● Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
● Safety
● Promote safety and health awareness through internal company communications, newsletters and specific training programs.
● Audit practices and records of manufacturing plant to ensure compliance with company programs and federal/state occupational safety and health regulations.
● Champion the Strategic Labor Relations Plan for the facility.
● Ensure consistent application of all corporate and plant policies and practices. Communicate HR programs and policies to plant staff and address all related questions. Lead a process for capturing desired changes in plant policies or practices.
● Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management and employees accordingly.
● Manage and resolve complex employee relations issues.
● Conduct effective, thorough, and objective investigations.
● Identify and resolve employee issues through regular contact with all employees. Anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.
● Develop and execute proactive employee engagement programs to ensure high levels of management credibility and business performance. Work closely with management and employees to improve working relationships, build morale, and increase productivity and retention.
Physical Requirements
● Stationary Position - Occasionally
● Move/Traverse - Constantly
● Stationary Position/Seated - Occasionally
● Transport/Lifting - Occasionally
● Transport/Carrying - Occasionally
● Exerting Force/Pushing - Occasionally
● Exerting Force/Pulling - Occasionally
● Ascend/Descend - Frequently
● Balancing - Frequently
● Position Self/Stooping - Occasionally
● Position Self/Kneeling - Occasionally
● Position Self/Crouching - Occasionally
● Position Self/Crawling - Occasionally
● Reaching - Occasionally
● Handling - Occasionally
● Grasping - Occasionally
● Feeling - Occasionally
● Communicate/Talking - Constantly
● Communicate/Hearing - Constantly
● Repetitive Motions - Constantly
● Coordination - Constantly
Under This Roof, We Value:
● Safety
● Quality
● Evolve
● Empower
● Connect
● Inspire
Under This Roof, We Require:
Technical knowledge/skills
● Entry to intermediate Microsoft Office skills
● Entry to intermediate Training & Development skills
● Intermediate Recruiting skills
● Intermediate to Advanced Employee Relations skills
● Familiar with OSHA reporting, regulations, and compliance
General Knowledge/Skills
● Tech savvy: Demonstrated experience learning new systems, and/or have used an HRIS (Workday preferred). Intermediate skills in working with all programs in Google Suite.
● Flexibility: You roll with the punches. You prefer a fast paced and dynamic environment and are agile and comfortable enough to keep up as plans change and evolve.
● Ability to multitask: You've demonstrated the ability to balance and manage multiple competing priorities with accuracy, efficiency, and in a timely manner due to your strong organizational skills.
● Collaboration: You are the consummate team player, able to build strong relationships and effectively partner with other team members to achieve results. You understand how your work (and the way you communicate it) is important to other people.
● Communication: You can speak and write in a clear, concise and professional manner.
Qualifications Preferred
● Progressive HR experience in manufacturing, industrial environment, distribution, production, big box/wholesale retail environment.
● SHRM-CP and/or PHR certification
● Experience using Workday
Education/Experience
● Bachelor’s Degree in Human Resources, Business Management, or related discipline Required
● 3-5+ years demonstrated HR/employee relations experience Required
● Possess demonstrated problem-solving abilities along with strong time management and prioritization
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About Comrise

Sourced by ZipRecruiter

With over 38 years of staffing and business experience, Comrise continues to lead by example. We provide personalized and customized business solutions for all your recruiting and talent. Headuartered in New Jersey since 1984, Comrise is a staffing, consulting and enhanced search technology company. For over 38 years, we have delighted our clients and consultants by focusing on customer satisfaction, innovation, and flexible workforce solutions! With locations in the U.S, China, and Southeast Asia, we provide high-quality executive search, temporary assignments, temporary to permanent opportunities and cross border placement services.

Industry

It services

Company size

201 - 500 Employees

Headquarters location

Woodbridge, NJ, US

Year founded

1984

Social media

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