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Workforce Development Coordinator Jobs (NOW HIRING)

Rosendin

Workforce Development Trainer

Amarillo, TX · On-site

Coordinates recruitment efforts with Marketing and Business Development teams. * Processes field ... General Workforce Development Support * Promote Rosendin culture, core values, mission statement ...

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$75K

How much do workforce development coordinator jobs pay per year?

As of Aug 14, 2026, the average yearly pay for workforce development coordinator in the United States is $52,401.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,500.00 and $58,500.00 per year, depending on experience, location, and employer.

What skills and qualifications are needed to be a workforce development coordinator?

To thrive as a Workforce Development Coordinator, you need expertise in program development, career counseling, and an understanding of labor market trends, typically supported by a bachelor’s degree in human resources, education, or a related field. Familiarity with workforce management software, data analysis tools, and knowledge of federal or state workforce regulations is often required. Strong interpersonal skills, communication, and the ability to build partnerships with employers and community organizations help someone excel in this role. These skills ensure effective program delivery, successful job placement outcomes, and alignment with both organizational and community workforce needs.

What does a workforce development coordinator do?

A Workforce Development Coordinator is responsible for planning, implementing, and managing programs that help individuals gain the skills and training needed for employment. They often work with job seekers, employers, educational institutions, and community organizations to create opportunities for workforce growth. Their duties include assessing community workforce needs, organizing job training sessions, coordinating job placement services, and tracking program outcomes to ensure effectiveness. This role is crucial in bridging the gap between job seekers and employers, helping to foster economic growth and reduce unemployment.

What is the difference between Workforce Development Coordinator vs Career Counselor?

AspectWorkforce Development CoordinatorCareer Counselor
Required CredentialsTypically a bachelor's degree in human services, social work, or related field; certifications varyBachelor's or master's degree in counseling, psychology, or related field; counseling certifications often preferred
Work EnvironmentGovernment agencies, non-profits, workforce centersEducational institutions, private practices, career centers
Employer & Industry UsagePublic workforce development programs, community organizationsSchools, colleges, private career services
Common Search & ComparisonFocuses on program coordination, job placement, and workforce initiativesFocuses on individual career guidance, counseling, and assessment

The main difference is that Workforce Development Coordinators focus on creating and managing programs to help job seekers find employment, while Career Counselors provide personalized career advice and guidance to individuals. Both roles require related credentials and work in similar environments but serve different functions within the employment and career development landscape.

How does a workforce development coordinator collaborate with employers and educational institutions to create training programs?

Workforce Development Coordinators regularly partner with employers to identify in-demand skills and workforce gaps, then work with educational institutions to design or adapt training programs that address those needs. This collaboration often involves conducting needs assessments, organizing regular meetings, and facilitating communication between businesses and training providers. Coordinators also monitor program outcomes and adjust strategies based on employer feedback and job placement rates, ensuring that training remains relevant and effective for both job seekers and local industries.
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Workforce Development Coordinator jobs near you
Infographic showing various Workforce Development Coordinator job openings in the United States 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 $52,401 per year, or $25.2 per hour.

Learning and Development Coordinator

Carastar Health

Montgomery, AL • On-site

$41K - $62K/yr

Full-time

Posted 25 days ago

Job description

TITLE: Learning and Development Coordinator
CLASSIFICATION: Administrative Specialist V
SALARY RANGE: $41,000.00 - $62,386.00
SUPERVISOR: Human Resources Director
POSITION OVERVIEW:
The Learning and Development Coordinator leads and coordinates Carastar Health’s employee learning, orientation, workforce development, and organizational training functions. This position is responsible for designing and administering a structured learning framework that supports employees from new-hire orientation through ongoing professional development, leadership development, and required annual education. The Coordinator serves as the primary owner of the
Workforce Development Academy and partners with HR Generalists, the HR Specialist, department leaders, clinical training resources, Information Technology, Health Information Management, and other stakeholders to ensure employees receive timely, consistent, role-appropriate training and are prepared to perform their responsibilities safely, effectively, and in compliance with Agency and regulatory requirements.
DESCRIPTION OF DUTIES:
Plan, coordinate, administer, and continuously improve the Workforce Development Academy and Carastar Health’s overall employee learning and development framework.
Lead and facilitate the core new-hire orientation program, including organizational culture, mission and values, HR policies, benefits, payroll and timekeeping education, compliance, workplace expectations, and other assigned orientation content.
Develop and maintain standardized orientation curricula, facilitator guides, presentations, training materials, job aids, checklists, and learning resources.
Partner with the HR Specialist to receive finalized new-hire rosters, start-date information, completed pre-employment requirements, and onboarding documentation necessary for orientation readiness.
Partner with HR Generalists to identify onboarding concerns, employee development needs, performance trends, retention risks, and training opportunities requiring targeted learning interventions.
Coordinate with department leaders and clinical training resources to transition employees from core orientation into role-specific academies, department integration, mentoring, shadowing, and competency validation.
Coordinate and track the 30-, 60-, and 90-day onboarding and development process with HR Generalists, supervisors, and department leaders; monitor completion and escalate overdue requirements or identified concerns.
Develop, schedule, coordinate, and facilitate instructor-led, virtual, blended, and self-directed employee training programs.
Conduct organizational and departmental training needs assessments using surveys, performance evaluations, compliance findings, incident trends, employee feedback, leadership input, and workforce data.
Develop and maintain annual organizational training plans aligned with strategic priorities, regulatory requirements, accreditation standards, workforce needs, and identified performance gaps.
Coordinate mandatory and recurring education, including CPR/First Aid, Therapeutic Options/CPI, HIPAA, OSHA, emergency preparedness, workplace violence prevention, infection prevention, cybersecurity, and other Agency-required training, in partnership with subject-matter experts.
Maintain a centralized training and compliance calendar and coordinate schedules to support operational coverage.
Administer the Learning Management System (LMS), including course assignments, learning plans, completion tracking, user support, reporting, and routine data-quality review.
Track employee training completion, continuing education, certifications, competencies, and required renewals; provide reports and timely escalation of deficiencies.
Maintain training documentation required for personnel records, audits, accreditation, funding, licensing, and regulatory reviews; coordinate record handoff and filing with the HR Specialist.
Develop dashboards and recurring reports on orientation completion, mandatory education compliance, 30/60/90-day onboarding, training participation, leadership development, and workforce development metrics.
Evaluate training effectiveness through participant feedback, knowledge assessments, competency results, performance measures, retention trends, and other outcome data.
Develop and coordinate leadership development programs for current and emerging supervisors and managers, including foundational leadership education and ongoing management development.
Support succession planning, career development, internal mobility, and talent development initiatives by identifying development pathways and coordinating learning opportunities.
Coordinate employee cross-training initiatives with department leaders to strengthen workforce flexibility, continuity, and internal career development.
Research and recommend external training, conferences, seminars, professional certifications, and continuing education opportunities aligned with organizational priorities and approved budgets.
Coordinate educational advancement and tuition assistance processes as assigned, including employee communication, documentation, and tracking.
Partner with HR and leadership on employee engagement, retention, recognition, and workforce development initiatives where learning and development support is appropriate.
Collaborate with clinical and operational subject-matter experts to ensure training content is accurate, current, and appropriate for Carastar Health’s behavioral health environment.
Support implementation of new policies, systems, workflows, and organizational initiatives through employee education, change-management training, and supporting materials.
Cross-train on essential HR processes as appropriate to support departmental continuity during high-volume periods and absences without displacing primary role ownership.
Maintain confidentiality of employee information, training records, assessment results, and organizational information.
Stay current on adult learning principles, instructional design, workforce development trends, learning technologies, healthcare and behavioral health training requirements, and applicable regulatory standards.
Perform other related duties as assigned by the Director of Human Resources.
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of adult learning principles, instructional design, employee training, workforce development, and organizational development practices.
Knowledge of learning management systems, training technologies, virtual learning platforms, and methods for measuring training effectiveness.
Working knowledge of HR practices and regulatory and compliance training requirements in healthcare, behavioral health, nonprofit, or other regulated environments.
Ability to design, develop, facilitate, and evaluate engaging training programs for diverse employee populations.
Ability to manage multiple orientation cycles, training programs, compliance deadlines, and development initiatives simultaneously.
Strong facilitation, presentation, written communication, project coordination, and interpersonal skills.
Ability to analyze workforce and training data, identify trends and gaps, and prepare meaningful reports and recommendations.
Ability to build collaborative relationships with HR team members, executives, department leaders, supervisors, employees, clinical trainers, and external partners.
Ability to maintain accurate records, exercise sound judgment, protect confidential information, and follow established internal controls.
Proficiency with Microsoft Office applications, learning management systems, and related HR or workforce technology.
QUALIFICATIONS:
Bachelor’s degree from an accredited college or university in Human Resources Management, Business Administration, Organizational Development, Education, Public Administration,
Communications, Healthcare Administration, or a closely related field.
Minimum of three years of progressively responsible experience in employee training, workforce development, human resources, organizational development, education, or a closely related field.
Experience designing and facilitating instructor-led, virtual, or blended learning programs is preferred.
Experience administering a Learning Management System (LMS) is preferred.
Experience in healthcare, behavioral health, nonprofit, or human services organizations is preferred.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, ATD credential, or related certification is preferred.
Must secure and maintain required Agency certifications, including CPR/First Aid and Therapeutic Options/CPI, as applicable.
Must hold a valid driver’s license and maintain a driving record acceptable to Carastar Health’s insurance carrier. Must maintain required liability coverage on personal vehicle.
EQUAL OPPORTUNITY STATEMENT:
Carastar Health is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.