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$9.8K

$71.9K

$140.5K

How much do workforce development manager jobs pay per year?

As of May 31, 2026, the average yearly pay for workforce development manager in Kansas is $71,922.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,200.00 and $93,600.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Workforce Development Manager, and why are they important?

To thrive as a Workforce Development Manager, you need expertise in program management, workforce planning, and labor market analysis, typically supported by a degree in human resources, business, or a related field. Familiarity with workforce analytics platforms, learning management systems (LMS), and industry certifications like SHRM-CP or CPLP is often expected. Exceptional communication, stakeholder engagement, and strategic thinking are critical soft skills that set top performers apart. These skills are essential for designing effective workforce initiatives, aligning talent strategies with organizational goals, and fostering strong partnerships within the community.

How does a Workforce Development Manager typically collaborate with local businesses and training institutions to align workforce initiatives?

A Workforce Development Manager regularly engages with local employers, industry groups, and educational institutions to understand current labor market needs and develop targeted training programs. This collaboration often involves organizing roundtable discussions, conducting needs assessments, and forming partnerships to create internships or apprenticeships. By maintaining open communication channels and building strong relationships, the manager ensures that workforce initiatives are responsive to both employer demands and job seeker skill development, ultimately bridging the gap between training and employment opportunities.

What does a Workforce Development Manager do?

A Workforce Development Manager is responsible for designing, implementing, and overseeing programs that help individuals develop the skills needed to succeed in the workforce. They collaborate with employers, educational institutions, and community organizations to identify skill gaps and create training initiatives. Their primary goal is to improve employment outcomes and ensure that the workforce meets the evolving needs of local industries. This role often involves managing budgets, evaluating program effectiveness, and staying updated on labor market trends.

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

AspectWorkforce Development ManagerCareer Counselor
Required CredentialsBachelor's degree in human resources, social sciences, or related field; often certifications in workforce developmentBachelor's degree in counseling, psychology, or related field; certifications in career counseling
Work EnvironmentGovernment agencies, non-profits, educational institutions, corporate training programsEducational institutions, career centers, private practice, non-profits
Employer & Industry UsageUsed by organizations focusing on workforce training, employment services, and economic developmentCommonly employed by schools, colleges, and private career counseling services

While both roles focus on employment and career development, a Workforce Development Manager oversees programs that improve workforce skills at an organizational or community level, whereas a Career Counselor provides personalized guidance to individuals seeking career advice. The roles often overlap in credentials and work environments but differ in scope and target audience.

What are the most commonly searched types of Workforce Development jobs in Kansas? The most popular types of Workforce Development jobs in Kansas are:
What are popular job titles related to Workforce Development Manager jobs in Kansas? For Workforce Development Manager jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Workforce Development Manager jobs in Kansas look for? The top searched job categories for Workforce Development Manager jobs in Kansas are:
What cities in Kansas are hiring for Workforce Development Manager jobs? Cities in Kansas with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you

Director of Clinical Workforce Development

Vibrant Health KC

Kansas City, KS • On-site

$175K/yr

Full-time

Posted 16 days ago

Job description

SUMMARY OF POSITION

The Director of Clinical Workforce Development provides strategic leadership in designing, implementing, and advancing the clinical workforce development strategy for clinical staff at Vibrant Health. This position is responsible for establishing and driving an advancement ladder strategy that promotes professional growth, competency development, and accountability among clinical support staff. Working collaboratively with the Chief Medical Officer, Senior Director of Clinical Services, and Lead Medical Assistants, this role focuses on adapting to a modern workforce with respect to standardizing clinical processes, establishing quality metrics and key performance indicators, developing training and evaluation frameworks, and ensuring high-quality clinical service delivery across all clinic locations. The position maintains direct clinical engagement through 2 half-days weekly in clinic settings to sustain understanding of clinical workflows, operational challenges, and staff development needs.


ESSENTIAL JOB RESULTS
  • Designing, leading, and continually refining an advancement ladder for nursing service line staff with clear career paths, competencies, progression criteria, timelines, and assessments aligned with scope of practice, organizational needs, FQHC risk, and HRSA compliance expectations.
  • Developing and maintaining evidence-based competency frameworks and advancement criteria that promote professional development, retention, and high performance among clinical support staff.
  • Building and overseeing standardized, evidence-based orientation, onboarding, and ongoing education programs for all clinical support staff, ensuring consistent curricula, materials, and evaluation methods across all sites.
  • Creating and applying clear evaluation methods and tools to assess competency achievement, readiness for advancement, and adherence to regulatory and organizational standards.
  • Advising and supporting clinical leaders and Lead Medical Assistants on training strategies, assessment approaches, performance management, and staff development opportunities.
  • Leading efforts to standardize clinical workflows and processes across clinics, defining best-practice standards and key performance indicators, and monitoring quality and efficiency metrics to support safe, compliant, and high-quality care.
  • Partnering with the Senior Director of Clinical Services, Clinical Staff Nurses, and Lead Medical Assistants to drive competency, accountability, and quality outcomes across the nursing service line, including staff in training roles.
  • Providing coaching, feedback, and corrective strategies that fairly and objectively address performance gaps while supporting efficient patient throughput and adherence to protocols.
  • Working 2 half-days per week in clinic to observe real-time workflows, eClinicalWorks use, staff competencies, and patient care dynamics, using these observations to refine workforce development strategies and training design.
  • Leading or co-leading grant-funded workforce development projects from proposal through implementation and evaluation, managing deliverables, reporting, and communicating of outcomes to stakeholders.
  • Representing workforce development in clinical leadership and planning forums, collaborating with clinical and operational leaders to align workforce strategy, training, and evaluating with organizational goals, FQHC risk considerations, and HRSA compliance requirements.
  • Identifying and implementing innovative, evidence-based practices for clinical workforce development and credentialing-related training, contributing to workforce development budgeting, and participating in committees and workgroups as assigned.
  • Carrying out Vibrant Health’s mission: We provide access for all to integrated and high-quality care that fosters health beyond our walls.
  • Accepting and using supervision, direction and consultation to maximize available resources in the completion of work duties.
  • Additional responsibilities will be assigned as needed to maintain and improve effective functioning of the department and to advance the mission of the organization.
  • All job responsibilities will be carried out under the direction of the organization’s policies and procedures.
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
  • Advanced Practice Registered Nurse with active Kansas licensure, OR a Master’s Degree in Nursing, Public Health, Health Administration, or another advanced clinical field with current clinical licensure.
  • Current, unrestricted professional license in Kansas consistent with educational background.
  • Minimum 2 years of director-level or senior management experience in a healthcare organization.
  • Experience designing and implementing clinical training programs, competency assessments, and staff development initiatives.
  • Experience leading or significantly contributing to grant-funded workforce development, education, or training projects.
  • Experience developing educational pathways or career advancement frameworks for healthcare staff.
  • Demonstrated success in assessing and improving clinical workflows and operational efficiency.
  • Knowledge of regulatory requirements for staff training, credentialing, and competency maintenance.
  • Strong knowledge of clinical competency development, workforce assessment, and evidence-based training methods.
  • Proficiency in designing and delivering educational content and training programs.
  • Expertise in performance evaluation, assessment design, and quality metrics development.
  • Solid understanding of healthcare operations, team-based care models, and Patient-Centered Medical Home (PCMH) principles.
  • Advanced knowledge of HRSA, FTCA, NCQA, OSHA, and HIPAA requirements.
  • Proficiency with EHR systems and Microsoft Office.
  • Strong data analysis, project management, communication, and presentation skills.
  • Demonstrated ability to build collaborative relationships and work effectively with multidisciplinary teams.
  • Strong organizational and time management skills with the ability to manage multiple initiatives and meet deadlines.
  • Experience in diverse healthcare settings serving vulnerable and underserved populations and ability to function effectively in a fast-paced, dynamic environment.


Individual must:

  1. Develop rapport with clinical staff, leadership, and other health care personnel.
  2. Exhibit a professional, respectful, and collaborative demeanor.
  3. Work effectively in both independent and team-based capacities.
  4. Demonstrate excellent communication skills with the ability to teach, coach, and provide constructive feedback.
  5. Possess superior organizational skills with attention to detail.
  6. Demonstrate cultural competence and commitment to diversity, equity, and inclusion in healthcare.
  7. Demonstrate social and cultural sensitivity appropriate to ethnically and economically diverse staff and patient populations.
  8. Exhibit experience and working knowledge of local community health center models and operations.
  9. Hold current drivers’ license and reliable transportation.
  10. Be able to travel to all clinic locations within the health care system.
PREFERRED KNOWLEDGE, SKILLS, AND ABILITIES
  • Experience in team-based care delivery and Patient Centered Medical Home model implementation.
  • Experience with competency verification processes.
  • Bilingual or bicultural capabilities.
  • Experience working in Federally Qualified Health Center (FQHC) settings.
  • Knowledge of healthcare quality improvement methodologies (e.g., Lean, Six Sigma, PDSA).
  • Experience with learning management systems (LMS) or educational technology platforms.
  • Familiarity with national clinical competency standards (e.g., AACN, AANP standards).


SUPERVISORY RESPONSIBILITY

N/A


Americans with Disability Specifications

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands and fingers to handle or feel objects, tools or controls; reach with hands and arms; climb stairs; talk and hear. The employee must frequently lift and/or move materials that may weigh up to 40 pounds.


Work Environment

Work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Must have manual dexterity and experience to perform handwritten paperwork, recordkeeping, and filing.
  • Prolonged sitting, standing, or walking may be required.
  • Frequent bending/stooping, squatting, reaching above the shoulders, twisting and turning, kneeling, and pushing/pulling may be required.
  • Employment is contingent upon successful clearance from Criminal, Kansas and Missouri Child/Elder Abuse and Neglect, Sex Offender background investigations, TB testing, pre-employment drug testing, and verification of Hepatitis-B, flu and COVID-19 immunizations.
  • Occasional evening and weekend availability are required.

Trauma Informed Care

At Vibrant Health, we understand that many, if not most, people have experienced trauma in their lives. We have made a commitment to trauma informed care and support and educate team members continued development of understanding of how trauma affects individuals and coping strategies. We expect employees to incorporate their understanding about trauma into interactions with our patients and families, clinic visitors, and with each other.



Commitment to Diversity

We are proud to be an Equal Employment Opportunity (EEO) and Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) Employer. We are committed to cultivating a workplace in which diverse perspectives and experiences are welcomed and respected. We do not discriminate on the basis of race, color, religion, creed, ancestry, national origin, sex, age, disability (physical or mental), marital or veteran status, genetic information, sexual orientation, gender identity, political ideology, or membership in any other legally protected class. We are an Affirmative Action employer. We encourage individuals with diverse backgrounds to apply and desire priority referrals of protected veterans.