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Workforce Development Intern Jobs in Illinois (NOW HIRING)

i.c.stars

Career Coach

Chicago, IL · On-site

$35/hr

... old nonprofit workforce development organization dedicated to preparing individuals from ... Reinforce intern agency and self-advocacy 3.6 Coordination and Handoffs * Coordinate closely with ...

Ocean Tomo

Summer Internship

Chicago, IL

$20 - $30/hr

The Summer Intern Role We are seeking a summer intern to work in our San Francisco or Chicago ... Assisting with practice development efforts of the Managing Directors * Meeting with clients and/or ...

Ocean Tomo

Ocean Tomo Advisory Summer Internship

Chicago, IL · On-site

$15.50 - $19.75/hr

As an intern, you may be engaged in financial modeling, research, and report composition. We work ... In return, we provide exceptional opportunities for skill development and professional growth. Job ...

Jewish Family Service of Colorado

Intern

Peoria, IL

$20/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Our recruiting efforts reflect our strong commitment to a culture of inclusion, where individuals are hired, developed, and advanced based on their skills and talents. Our workforce reflects a broad ...

Actalent

Intern-Field

Schaumburg, IL

$18.75/hr

Essential Functions Sales & Business Development (60%-70%) * Conduct outbound prospecting to ... workforce and business services like staffing, recruiting, and workforce management through a ...

Actalent

Intern-Field

Schaumburg, IL · On-site

$18.75/hr

Essential Functions Sales & Business Development (60%-70%) * Conduct outbound prospecting to ... workforce and business services like staffing, recruiting, and workforce management through a ...

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Workforce Development Intern information

What is a workforce development intern?

A Workforce Development Intern is a student or recent graduate who supports programs designed to help individuals gain the skills and training needed for employment. They typically assist with job readiness workshops, career counseling, employer outreach, and program administration. Interns gain hands-on experience in workforce development strategies and learn about the needs of both job seekers and employers. This role is ideal for those interested in human resources, social services, or community development.

What types of projects or tasks can a workforce development intern expect to work on during their internship?

As a Workforce Development Intern, you can expect to work on a variety of projects that support training initiatives, career readiness programs, and outreach to community partners. Typical tasks may include assisting with organizing workshops, collecting and analyzing participant data, supporting job placement efforts, and developing resource materials for program participants. Interns often collaborate with program managers, employers, and local agencies, gaining valuable experience in both administrative and client-facing aspects of workforce development. This hands-on involvement helps interns build a strong foundation for careers in workforce services, human resources, or community development.

What is the difference between Workforce Development Intern vs Career Services Coordinator?

AspectWorkforce Development InternCareer Services Coordinator
Required CredentialsTypically pursuing or recent graduate, some internships may require related courseworkBachelor's degree in related field, experience preferred
Work EnvironmentInternship setting, often in government or nonprofit agenciesOffice environment, colleges, or employment centers
Employer & Industry UsageUsed in government, nonprofit, and educational sectorsCommon in educational institutions, career centers, and workforce agencies
Search & Comparison IntentLooking for entry-level internship opportunities in workforce developmentSeeking career services roles or coordinating employment programs

The Workforce Development Intern typically gains experience through an internship, focusing on supporting workforce programs, while the Career Services Coordinator manages employment services, advising clients, and coordinating job placement efforts. Both roles are essential in workforce and career development sectors but differ in responsibilities and experience levels.

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

To thrive as a Workforce Development Intern, you typically need strong organizational abilities, research skills, and an educational background in human resources, business, or a related field. Familiarity with data management tools like Excel, scheduling software, and learning management systems is often required. Excellent communication, teamwork, and adaptability are crucial soft skills for engaging with diverse stakeholders and supporting program initiatives. These skills enable interns to effectively contribute to workforce programs, ensuring smooth operations and impactful outcomes.

What are the most commonly searched types of Workforce Development jobs in Illinois?

The most popular types of Workforce Development jobs in Illinois are:

What cities in Illinois are hiring for Workforce Development Intern jobs?

Cities in Illinois with the most Workforce Development Intern job openings:

Workforce Development Intern jobs near you

Career Coach

i.c.stars

Chicago, IL • On-site

$35/hr

Contractor

Re-posted 15 days ago

Job description

REQUEST FOR QUALIFICATIONS
Career Coach
i.c.stars | Contract Position
Issuing Organization
i.c.stars
Position Type
Independent Contractor (1099)
Locations
Chicago, IL | Milwaukee, WI | Kansas City, MO
Estimated Hours
Varies by engagement window (see Section 6)
Contract Period
Month-to-month, renewable in 3-month increments through December 2026
Compensation
$35 per hour
Submission Deadline
5/29/2026
1. About i.c.stars
We are a 25-year-old nonprofit workforce development organization dedicated to preparing individuals from underserved communities for rewarding careers in technology. With a passionate team of 35+ professionals, we're committed to bridging the gap between diverse talent and the tech industry. We find talent, train talent, and place talent in rewarding careers that end cycles of generational poverty and yield long-term success. Our program operates in Chicago, Milwaukee and Kansas City, Missouri.
At our core, we believe that innovation thrives when people are empowered, supported, and allowed to grow. If you're someone who is energized by people-first leadership and is passionate about making a lasting impact, you may want to be a part of our journey as we continue to shape the future of tech professionals.
2026 Program Cycle Calendar
Cycle
Dates
Commencement
Cycle C
September 7 - December 11
Week of December 11
Each cycle is followed by a 3-week break before the next cycle begins.
2. Purpose of This RFQ
i.c.stars is seeking qualified independent contractors to serve as Career Coaches in each of our three program cities. The Career Coach supports interns and recent graduates/residents (1st 90 days following successful completion in our 14-week internship/training program) in translating their learning into credible, employer-ready evidence and making strategic early-career decisions aligned to their skills, goals, and values.
The role centers on helping interns/residents understand their strengths, tell their story clearly, navigate the job search with intention, develop and leverage their professional network, and enter the workforce with confidence and clarity grounded in the skills they have and their future career goals.
The Career Coach engages during two specific windows: the latter weeks of each internship cycle (approximately Weeks 8-14) and the first 90 days of residency following commencement. Hours vary based on participant needs and cycle timing.
3. Scope of Work
3.1 Career Translation and Storytelling
  • Coach interns to clearly articulate what they built, the decisions they made, the challenges they navigated, and the skills they developed
  • Support development of interns/graduates professional narratives, and clear explanations of technical and leadership contributions
  • Provide feedback focused on clarity, credibility, and alignment with employer expectations-not polish alone
  • Help strong interns avoid underselling themselves or freezing in interview settings
3.2 Career Preparation
  • Support interns with career goal setting and planning
  • Support interns with resume refinement and framing using business and industry language (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
  • Guide LinkedIn profile optimization and utilization of hiring platforms (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
  • Conduct interview practice using realistic scenarios aligned to entry-level tech roles (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
  • Coordinate timing and emphasis with the Program Director so career work is sequenced appropriately and does not overwhelm interns during active project work
3.3 Job Search Strategy and Execution
  • Support interns to develop a focused job search strategy and identify roles aligned to their skills, interest, readiness, and career goals
  • Support interns with applications, networking outreach, and interview preparation
  • Normalize job search timelines and variance
  • Support interns with decision-making and evaluation with respect to hiring opportunities
3.4 Interview Preparation and Debriefing
  • In collaboration with the Program Director, organize cycle mock interviews and job shadows in alignment with industry standards (1:1, panel and group)
  • Prepare interns to research companies, anticipate role-specific questions, and speak confidently about their learning and growth
  • Debrief real interviews to extract learning, adjust strategy, and strengthen subsequent attempts
3.5 Offer Evaluation and Negotiation Support
  • Coach interns through offer comparison, salary and benefits research, and basic negotiation strategies
  • Reinforce intern agency and self-advocacy
3.6 Coordination and Handoffs
  • Coordinate closely with the Program Director to understand intern context, readiness, and growth, and key career prep activities such as mock interviews and job shadows
  • In collaboration with the Program Director, take lead on creating intern skills profiles in alignment with national expectations
  • Align messaging and expectations with other program staff
  • Support strong communications/information-sharing to the Residency Coordinator, Program Director, and city's program team
  • Use national program team tracking tools to capture data + growth from your engagement with interns
4. Engagement Windows
The Career Development Coach's engagement is concentrated in specific periods aligned to the program cycle calendar. Hours are not uniform throughout the year.
Cycle
Engagement Period
Est. Hours/Week
Cycle A
Late Feb - July 2026 (Weeks 8-14 + 90-day residency bridge)
10
Cycle B
Late June - Nov 2026 (Weeks 8-14 + 90-day residency bridge)
10
Cycle C
Late Oct 2026 - Mar 2027 (Weeks 8-14 + 90-day residency bridge)
10
Reporting: The contractor is expected to use national data tracking tools to track engagement and growth.
5. Role Boundaries
To set clear expectations, the Career Coach is not responsible for:
  • Guaranteeing job placement or serving as a recruiter or employer matchmaker
  • Providing case management or therapeutic support
  • Making placement decisions on behalf of interns
6. Engagement Structure
Position Type
Independent Contractor (1099)
Hours
~10 hours/week
Contract Term
Month-to-month, renewable in 3-month increments through December 2026. Either party may terminate with 14 days' written notice.
Work Setting
Hybrid-combination of in-person coaching sessions and virtual engagement
Reports To
Program Director (functional)
Key Collaborators
Tech Fellow, Technology Facilitator, Residency Coordinator, Corporate Relations Manager, Program Director
Compensation
$35 per hour
Not to Exceed
$12,000 per city for the full engagement period (January-December 2026)
7. Qualifications
Required
  • Experience coaching early-career professionals or adult interns through job search and career transitions
  • Strong understanding of entry-level tech roles, hiring processes, and employer expectations
  • Ability to coach confidence without inflating readiness-helping interns see what they've built clearly
  • Strong communication and feedback skills
  • Comfort holding boundaries and naming hard truths with care
  • Alignment with strengths-based, effort-driven learning models
  • Existing network in the local tech ecosystem or a demonstrated ability to build one quickly
  • Familiarity with technical roles and project-based portfolios
  • Ability and willingness to learn
Preferred
  • Experience in workforce development or nontraditional education pathways
  • Experience coaching first-generation professionals
  • Knowledge of salary negotiation and early-career workplace dynamics
8. Indicators of Success
The following outcomes will guide performance evaluation:
  1. Interns can clearly articulate their skills, growth, and contributions in professional settings
  2. Strengthened career clarity and confidence between the week 9 and week 14 intern perception of learning and experience survey
  3. Unemployed interns have a strategic job search plan and employed interns have a "powerful entry" plan for their new roles
  4. 100% of skills profiles are completed for each intern and accurately represent the skills they've developed
9. Submission Requirements
Interested individuals should submit the following:
  1. A brief statement of interest (1-2 pages) describing your career coaching philosophy, and your experience and impact with nontraditional or early-career job seekers
  2. A current resume or summary of relevant coaching and career services experience
  3. The city or cities for which you are applying (Chicago, Milwaukee, or Kansas City)
  4. Two professional references who can speak to your coaching effectiveness

Submit materials to: Dawn Foye, Director of People + Culture (dfoye@icstars.org)
Submission deadline: [INSERT DATE]
Questions may be directed to: Dr. Cheryl Camacho, Chief Learning and Program Officer
10. Equal Opportunity
i.c.stars is committed to diversity and inclusion in all aspects of its work. We encourage applications from individuals of all backgrounds, particularly those with lived experience in the communities we serve.
i.c.stars reserves the right to modify, suspend, or cancel this RFQ at any time. This RFQ does not obligate i.c.stars to award a contract or to pay any costs incurred in the preparation of a response.

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