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Vp Of Workforce Development Jobs (NOW HIRING)

Taft College

Vice President of Instruction

Taft, CA · On-site

$175K - $226K/yr

Vice President of Instruction Priority Application Deadline: September 13, 2026. Position will ... workforce development, and the instructional components of the WESTEC program. Leading the ...

Taft College

Vice President of Instruction

Taft, CA

$175K - $201K/yr

Vice President of Instruction Priority Application Deadline: September 13, 2026. Position will ... workforce development, and the instructional components of the WESTEC program. * Leading the ...

Digital NEST

Vice President of Development

California, MO · On-site

$140K - $155K/yr

ORGANIZATION OVERVIEW Digital NEST is an innovative workforce development center that has welcomed ... Digital NEST is seeking a VP of Development to lead and strengthen our fundraising efforts as we ...

Digital NEST

Vice President of Development

San Jose, CA · On-site

$140K - $155K/yr

Digital NEST is an innovative workforce development center that has welcomed thousands of youth ... The VP will be responsible for developing and executing fundraising strategies that support the ...

Digital NEST

Vice President of Development

San Jose, CA · On-site

$140K - $155K/yr

Digital NEST is an innovative workforce development center that has welcomed thousands of youth ... The VP will be responsible for developing and executing fundraising strategies that support the ...

The Michaels Organization

VP Development

Camden, NJ · Hybrid

This person will be responsible for the direct oversight and coordination of affordable housing and workforce development efforts * The VP will support the Regional Vice President in the early stages ...

ADB

Vice President, Talent Development

Chicago, IL · On-site

The Vice President of Talent Development owns the strategy, budget, and execution of ADB's culture and workforce development agenda. This leader is singularly accountable for ADB Academy, the ...

ADB

Vice President, Talent Development

Charlotte, NC · On-site

The Vice President of Talent Development owns the strategy, budget, and execution of ADB's culture and workforce development agenda. This leader is singularly accountable for ADB Academy, the ...

The Michaels Organization

VP Development

Camden, NJ · Hybrid

This person will be responsible for the direct oversight and coordination of affordable housing and workforce development efforts * The VP will support the Regional Vice President in the early stages ...

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Vp Of Workforce Development information

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How much do vp of workforce development jobs pay per year?

As of Sep 11, 2026, the average yearly pay for vp of workforce development in the United States is $160,591.00, according to ZipRecruiter salary data. Most workers in this role earn between $119,000.00 and $193,000.00 per year, depending on experience, location, and employer.

What is the difference between Vp Of Workforce Development vs Workforce Program Manager?

AspectVp Of Workforce DevelopmentWorkforce Program Manager
ResponsibilitiesStrategic planning, policy development, overseeing workforce initiatives at organizational or regional levelsManaging specific workforce programs, coordinating activities, and implementing projects
Required CredentialsTypically bachelor's or master's degree in HR, public administration, or related fields; extensive experienceUsually bachelor's degree; experience in program management or workforce development
Work EnvironmentExecutive-level, strategic, often in government agencies, large corporations, or non-profitsOperational, project-focused, often in government agencies, educational institutions, or non-profits

The Vp Of Workforce Development holds a strategic, leadership role overseeing broad workforce initiatives, while the Workforce Program Manager focuses on managing specific programs and projects. Both roles require related credentials and work in similar environments, but differ in scope and level of responsibility.

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For Vp Of Workforce Development jobs, the most frequently searched job titles are:

Senior Director of Workforce Learning and Development

Boston, MA • On-site

Massachusetts League of Community Health Centers
Health Care and Social Assistance • 11 - 50 employees
Learn more about Massachusetts League of Community Health Centersexternal

$95K - $127K/yr

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 16 days ago

Job description

The Massachusetts League of Community Health Centers (League) was founded in 1972 as one of the country's first state Primary Care Associations (PCAs). Established under the same federal authorizing legislation as the health center program (Section 330 of the Public Health Service Act), PCAs are organized around a set of core functions and competencies that provide a framework for support and assistance to health centers and the communities they serve.
The League is a non-profit 501(c)(3) organization registered as a public charity with the Commonwealth's Secretary of State. It maintains a professional staff at its headquarters in Boston and its training center in Worcester.
Position Summary
The Senior Director of Workforce Learning & Development leads and operationalizes an enterprise-wide learning and development (L&D) strategy across the Massachusetts League of Community Health Centers (the League)-the statewide primary care association representing Federally Qualified Health Centers (FQHCs), Community Health Centers (CHCs), and safety-net providers.
Reporting administratively to the Vice President of Workforce Development & Learning for day-to-day management and operational execution, this position also maintains a direct strategic matrix reporting line (dotted line) to the Senior Vice President of Workforce & Training. Through this matrix relationship, the Senior Director of Workforce Learning & Development engages directly with the SVP to establish overarching strategic direction, align organizational priority-setting, define enterprise Key Performance Indicators (KPIs), and develop sustainable earned revenue models.
The Senior Director provides operational leadership, team management, and strategic execution across three core pillars: Workforce Pipeline Development, Member Education & Training, and Internal Organizational Development.
Essential Functions:
Academic & Training Partnerships
  • Establish, maintain, and scale strategic partnerships with higher education institutions, community colleges, and federal, state, and local training partners to build clinical/administrative career pathways, apprenticeship models, and certificate programs tailored to member CHC needs.
  • Support and strengthen formal relationships with national partners (e.g., National Association of Community Health Centers - NACHC), regional academic health centers, and community training organizations.
  • Direct and manage formal relationships with key accrediting bodies (e.g., ACCME, ANCC, NASW, AAFP) to ensure association offerings deliver accredited CMEs, CNEs, and CEUs/CEs. Maintain audit-ready documentation, conflict-of-interest disclosures, and timely re-accreditation submissions.

External Delivery, Conferences & Master T/TA Calendar
  • Oversee end-to-end curriculum design, speaker curation, content strategy, and operational execution for annual signature conferences, workforce symposia, summits, and webinars in collaboration with internal and external partners.
  • Supervise event staff and manage external vendor, technology platform, and facility contracts to ensure fiscal control, seamless delivery, and high attendee satisfaction.
  • Oversight of the centralized learning, workforce development and technical assistance calendar and strategically distribute the CHC network to optimize participation and eliminate scheduling conflicts across member health centers. This includes working collaboratively with the Sr. Manager of Grants and Operations to ensure timely updates.

Enterprise Learning Technology & Infrastructure (LMS)
  • Oversee the administration, optimization, user adoption, and cross-governance of the enterprise Learning Management System (LMS) to ensure interoperability between e-learning courses and the LMS infrastructure.
  • Establish Standard Operating Procedures (SOPs) for content review and approval, pricing, publishing, and targeted marketing communications across the CHC network.
  • Curate and expand a repository of high-demand learning modules supporting diverse CHC tracks. Maintain an active roster of vetted, contracted instructional designers and industry training content partners with standardized pricing structures.
  • Manage robust tracking, digital badging, and automated reporting within the LMS to ensure seamless issuance, tracking, and storage of CMEs/CEUs and compliance documentation.

Internal Enterprise Professional Development
  • Conduct systematic skills-gap analyses and organizational needs assessments for association leadership and staff.
  • Design, deploy, and monitor internal professional development frameworks aligned with organizational goals.
  • Align internal training initiatives to cultivate an agile, continuous-learning organizational culture.

Program Evaluation, Data Analytics & Fiscal Strategy
  • Deploy standardized evaluation instruments across all learning modalities (in-person, hybrid, e-learning) to measure instructional effectiveness, knowledge retention, and practical workplace application.
  • Establish and maintain a central Learning & Training Dashboard. Analyze learning outcomes and trend metrics to generate high-level performance reporting, status updates, and work plan evaluations for the VP and SVP.
  • Manage project and program budgets, controlling costs tied to platform licensing, venue operations, and consultant contracts. Drive revenue strategies to achieve or exceed targets through registration fees, enterprise platform subscriptions, and specialized training packages.
  • Co-author and support competitive grant proposals for federal, state, and philanthropic workforce funding opportunities.

Governance & Leadership Peer Forums
  • Lead the statewide CHC HR Forum, regularly engaging member Chief Human Resources Officers (CHROs) and HR Directors to identify emerging workforce trends, curate agenda topics, and secure subject matter experts.
  • Coordinate and facilitate the association's CHC Education Committee. Partner with the Committee Chair to establish annual work plans, meeting cadences, and key performance objectives aligned with network priorities.

General & Strategic Operations
  • Perform other leadership, strategic, or operational duties as assigned by the Vice President or Senior Vice President to advance organizational goals, respond to emerging workforce crises, or support broader association initiatives.

Competencies/Skills:
  • Committed to the League mission of promoting population health, social justice and diversity, equity, inclusion and belonging (DEIB)
  • Ability to communicate professionally, concisely and effectively (English written and verbal)
  • Organized and detail oriented; ability to multi-task and reprioritize as necessary
  • Ability to problem-solve effectively and efficiently
  • Ability to assess, evaluate and advise on potential risk
  • Ability to conduct critical thinking and perform technical data analysis to develop effective solutions
  • Building and strengthening relationships with people from diverse background
  • Active listening using verbal and non-verbal techniques
  • Demonstrated proficiency with MS Office applications especially Word, Excel, and PowerPoint
  • Up-to-date knowledge of business and information technology
Education/Experience
Education & Credentials
  • Master's degree in Adult Education, Healthcare Administration (MHA), Business Administration (MBA), Organizational Development, or a closely related field.
  • Certified Professional in Talent Development (CPTD), Fellow of the American College of Healthcare Executives (FACHE), or equivalent professional certification.

Professional Experience
  • Minimum of 7-10 years of progressive experience in enterprise learning, instructional design, or workforce development, including 3-5 years in a direct senior management/people leadership capacity. Experience within healthcare, primary care associations, or FQHC/CHC settings is strongly preferred.
  • Proven expertise thriving within matrixed organizational structures, demonstrating dual-accountability skills by balancing direct operational reporting to a Vice President with strategic alignment and priority-setting with a Senior Vice President.
  • Experience managing CME/CNE/CEU accreditation and micro credentialing & certification processes and structuring sustainable academic and institutional workforce partnerships.
  • Documented success managing complex, multi-track educational conferences, technical assistance calendars, and vendor operations.
  • Deep working knowledge of adult learning theory, instructional design models (e.g., ADDIE, SAM), e-learning standards (SCORM/xAPI), and LMS system administration.
  • Track record of success managing departmental budgets, revenue-generating educational products, data-driven KPI dashboards, and grant-proposal development.
What We Offer
The Massachusetts League of Community Health Centers offers a comprehensive and competitive benefits package, including:
  • Hybrid work schedule: 2 days in-office and 3 days remote
  • Medical, dental, and employer-funded HRA coverage
  • Employer-paid life, short-term, and long-term disability insurance
  • Optional supplemental life insurance
  • Flexible Spending Accounts (FSA)
  • 403(b) retirement savings plan with potential employer contribution
  • Transit reimbursement program
  • Generous paid time off, paid holidays, sick leave, and additional leave benefits

Benefits eligibility and coverage may vary based on employment status and plan provisions.
The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities.
It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities

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