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RF Connect

Business Development Manager

USA (telecommute/remote), only US-based candidates considered Education Level : High School Diploma (or equivalent) Travel: Regular national travel required, as needed to support the business ...

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How much do telecommute remote jobs pay per hour?

As of Sep 2, 2026, the average hourly pay for telecommute remote in the United States is $27.67, according to ZipRecruiter salary data. Most workers in this role earn between $21.63 and $33.17 per hour, depending on experience, location, and employer.

What does it mean to work in a telecommute remote job?

A telecommute remote job allows employees to work from any location outside of a traditional office setting, typically from home. These positions rely on internet connectivity and digital communication tools to collaborate with colleagues and fulfill job responsibilities. Telecommuting offers flexibility in work hours and location, which can lead to improved work-life balance. However, it also requires strong self-discipline and effective time management skills to stay productive without direct supervision.

What are the qualifications to get a remote telecommute job?

The qualifications that you need for a remote telecommute job vary by industry, but include access to your employer or client’s telecommunication system. For example, software developers typically need a bachelor’s degree in computer science or a related field, while virtual tutors need a degree or specialized knowledge of the subject that they teach. If they provide clinical services, telehealth providers need a license from the state in which they work. For some virtual positions, you may be able to substitute experience instead of postsecondary qualifications.

What are the key skills and qualifications needed to thrive as a remote worker, and why are they important?

To thrive as a remote worker, you need strong self-management, time management, and communication skills, often backed by relevant experience or a degree in your field. Familiarity with collaboration tools like Slack, Zoom, and project management platforms such as Trello or Asana is typically required. Proactive problem-solving, adaptability, and self-motivation are crucial soft skills for excelling in a remote environment. These abilities ensure productivity, effective collaboration, and the ability to meet goals independently without direct supervision.

What are some common challenges faced by professionals working in telecommute remote roles, and how can they be addressed?

Professionals in telecommute remote roles often encounter challenges such as maintaining clear communication with team members, managing time effectively, and combating feelings of isolation. To address these, it's important to establish regular check-ins with colleagues, set clear boundaries between work and personal life, and utilize collaboration tools to stay connected. Additionally, creating a dedicated workspace and following a consistent routine can help enhance productivity and well-being.

What is the difference between Telecommute Remote vs Customer Service Representative?

AspectTelecommute RemoteCustomer Service Representative
Work EnvironmentHome-based, flexible locationOffice or call center, sometimes remote
Required CredentialsVaries; often high school diploma or equivalent, good communication skillsHigh school diploma or equivalent, customer service skills
Industry UsageAcross many industries including tech, sales, supportPrimarily retail, telecom, and service sectors
Work NatureIndependent, self-managed tasksInteracting with customers, problem-solving

While both roles can be performed remotely, Telecommute Remote jobs offer more flexibility and may require broader skills, whereas Customer Service Representative roles focus on direct customer interaction, often within specific industries. Understanding these differences helps job seekers find the best fit for their skills and preferences.

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Telecommute Remote jobs near you
Infographic showing various Telecommute Remote job openings in the United States as of August 2026, with employment types broken down into 42% Full Time, 54% Part Time, and 4% Contract. Highlights an 31% Physical, 3% Hybrid, and 66% Remote job distribution, with an average salary of $57,562 per year, or $27.7 per hour.

Workforce Development Director

Concurrent Technologies Corporation

Remote

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Workforce Development Director
Concurrent Technologies Corporation
Telecommute (Remote Position)
Minimum Clearance Required: N/A
Clearance Level Must Be Able to Obtain: Secret
Employee Background Check Required
"In a rapidly changing world, preparedness is the key to success. As a part of the CTC Readiness Division, you will collaborate with experts and innovators to provide comprehensive cutting-edge strategies and solutions, innovative training technologies, and state-of-the-art analysis and decision support tools. Our readiness solutions improve safety and occupational health, support emergency response accountability, and ensure the continuity of vital operations. With CTC Readiness Division, you become part of a dedicated team shaping a safer, more secure future. Elevate your readiness posture and make a tangible impact in building a world that's better prepared for tomorrow's uncertainties."
Key Responsibilities:
  • Lead the strategic direction, execution, and growth of a portfolio of Department of War workforce development initiatives.
  • Develop workforce development strategies aligned to customer mission requirements, workforce challenges, modernization priorities, and emerging skill needs.
  • Establish program goals, operating models, implementation roadmaps, performance measures, and continuous-improvement processes.
  • Ensure programs are delivered on schedule, within budget, and in accordance with contract requirements, customer expectations, and organizational quality standards.
  • Identify risks, dependencies, resource constraints, and implementation barriers; develop and execute mitigation strategies.
  • Lead cross-functional teams supporting program design, operations, data analysis, communications, stakeholder engagement, and customer delivery.
  • Evaluate proposals from subcontractors/partners against PWS requirements and established criteria.
  • Serve as a primary senior-level point of contact for Department of War customers and other government stakeholders.
  • Build trusted relationships with government program managers, contracting personnel, human-capital leaders, workforce planners, training organizations, and mission stakeholders.
  • Facilitate customer meetings, working groups, executive briefings, governance sessions, and program reviews.
  • Translate complex customer requirements into practical and scalable workforce development solutions.
  • Prepare and deliver clear, concise briefings, status reports, decision documents, and recommendations for government and organizational leadership.
  • Support development of customer-facing deliverables, including workforce strategies, implementation plans, program charters, operating procedures, and performance reports.
  • Direct the design and implementation of workforce development programs, which may include: Career pathway and competency-model development; Upskilling and reskilling initiatives; Leadership development; Apprenticeship, internship, fellowship, and work-based learning programs; Credentialing and certification pathways; Talent pipeline development; Recruitment and retention initiatives; Transition support for military members, veterans, and civilian personnel; and Partnerships with academic institutions, industry, community organizations, and workforce intermediaries.
  • Ensure program approaches are accessible, customer-centered, measurable, and responsive to changing mission and labor-market needs.
  • Drive adoption of effective practices in adult learning, talent development, competency-based education, workforce analytics, and program evaluation.
  • Oversee creation and maintenance of program materials, standard operating procedures, training content, communications, and participant support resources.
  • Define meaningful key performance indicators and outcome measures for workforce programs.
  • Oversee collection, analysis, and communication of workforce and program data, including participation, completion, credential attainment, placement, retention, skills progression, customer satisfaction, and return on investment.
  • Use quantitative and qualitative insights to inform program improvements, executive decision-making, and customer recommendations.
  • Establish data-governance and quality-assurance practices appropriate to contractual, organizational, and government requirements.
  • Develop dashboards, scorecards, and executive-ready reporting products that communicate program health, risks, achievements, and opportunities.
  • Partner with growth, capture, and proposal teams to identify workforce development opportunities across Department of War organizations and related government customers.
  • Contribute subject-matter expertise to proposals, oral presentations, solution development, technical writing, and pricing or staffing approaches, as appropriate.
  • Maintain awareness of federal workforce policy, defense workforce priorities, labor-market trends, education and credentialing developments, and emerging technologies affecting future skills.
  • Represent the organization at customer meetings, industry events, conferences, and partner engagements, as appropriate.
  • Develop and maintain relationships with strategic partners that expand workforce program capabilities and customer value.
  • Establish clear accountabilities, performance expectations, team processes, and professional-development opportunities.
  • Foster a collaborative, inclusive, mission-focused culture that values integrity, innovation, accountability, and customer service.
  • Ensure program teams comply with applicable security, privacy, ethics, contracting, and organizational policies.
  • Coordinate staffing, subcontractor performance, workload planning, and resource allocation across the program portfolio.

Basic Qualifications:
  • Bachelor's degree in workforce development, instructional design, education, adult learning, human performance technology, organizational development, learning sciences, educational technology, or a related field.
  • At least 10 years of progressively responsible professional experience in workforce development, instructional design, curriculum development, or performance improvement.
  • At least 5 years of experience leading complex instructional design or workforce development programs, including responsibility for client engagement, deliverable quality, and team leadership.
  • Demonstrated experience conducting needs assessments and designing learning solutions for adult learners in a large, complex, or highly regulated organization.
  • Demonstrated proficiency with instructional design methodologies, adult learning theory, assessment design, curriculum architecture, and learning evaluation.
  • Experience developing blended learning solutions that may include eLearning, instructor-led training, virtual instructor-led training, simulations, performance support, and digital learning resources.
  • Experience working directly with senior stakeholders, subject-matter experts, and cross-functional teams to define requirements and deliver customer-ready solutions.
  • Strong written, verbal, facilitation, consultation, and executive presentation skills.
  • Ability to manage competing priorities, work across multiple projects, and deliver high-quality products under established deadlines.
  • Ability to obtain and maintain a government secret security clearance, if required by the contract or customer.
  • Willingness and ability to travel periodically to customer sites, meetings, and program locations.

Preferred Qualifications:
  • Master's degree in workforce development, instructional design, education, adult learning, human performance technology, organizational development, learning sciences, educational technology, or a related field.
  • At least 15 years of progressively responsible professional experience in workforce development, instructional design, curriculum development, or performance improvement.
  • Fifteen or more years of relevant workforce development, human-capital, education and training, or program-management experience.
  • Prior experience supporting Department of War workforce, human-capital, talent-management, training, readiness, or civilian personnel initiatives.
  • Experience supporting Department of War, Department of Defense, federal civilian, intelligence community, or other mission-critical government workforce development programs.
  • Active Secret clearance or higher, or a demonstrated history of successfully supporting cleared government programs.
  • Experience in federal contracting environments, including contract performance management, deliverable development, subcontractor coordination, and customer relationship management.
  • Professional certifications such as Project Management Professional, Certified Professional in Talent Development, Society for Human Resource Management certifications, Certified Workforce Development Professional, Lean Six Sigma, or comparable credentials.
  • Experience developing or administering registered apprenticeship programs, work-based learning programs, college or university partnerships, credentialing programs, or talent pipelines.
  • Experience with workforce analytics, labor-market intelligence, skills taxonomies, competency frameworks, data visualization, or workforce planning tools.
  • Experience developing learning strategies for technical, cyber, acquisition, logistics, readiness, leadership, or other mission-support workforces.
  • Experience with competency modeling, workforce planning, talent development frameworks, career-pathing, professional certification programs, or credentialing strategies.
  • Professional certifications such as Certified Professional in Talent Development (CPTD), Certified Professional in Training Management (CPTM), Project Management Professional (PMP), Certified ScrumMaster, or equivalent.
  • Knowledge of Section 508 accessibility requirements and experience designing accessible digital learning products.
  • Experience with SCORM, xAPI, cmi5, learning record stores, learning analytics, or learning management system implementation and optimization.
  • Proficiency with common instructional authoring and media-development tools, such as Articulate 360, Adobe Captivate, Adobe Creative Cloud, Camtasia, Vyond, or comparable platforms.
  • Experience applying agile, human-centered design, design thinking, or product-management practices to learning solution development.
  • Familiarity with defense industrial base workforce challenges, military-to-civilian transition programs, STEM workforce development, cyber workforce development, acquisition workforce development, or advanced manufacturing talent initiatives.
  • Demonstrated success securing follow-on work, expanding customer relationships, supporting capture efforts, or contributing to winning federal proposals.

Why CTC?
  • Our teams at CTC are passionate and thrive on collaboration in a team environment
  • When we encounter a difficult problem, we have a variety of talented and diverse employees that work together to solve the toughest challenges
  • Competitive salary and benefits package
  • Although our work at CTC is extremely important, we also recognize the need for our employees to maintain a proper mix of work and personal life
  • Visit www.ctc.com to learn more

Join us! CTC offers exceptional career growth, cutting edge technology, educational opportunities, and recognition for quality work.
Concurrent Technologies Corporation Careers
Staffing Requisition: SR# 2026-0101
"We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability status, protected veteran status, or any other characteristic protected by law."

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