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Workforce Development Manager Jobs in New Mexico

Luna

CDL Program Director

Las Vegas, NM · On-site

$54 - $66/hr

... Workforce Development. This role combines high-level departmental management, supervisory authority, regulatory compliance, curriculum innovation, and active instructional/examination duties. The ...

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Workforce Development Manager information

See New Mexico salary details

$10.7K

$78.2K

$152.6K

How much do workforce development manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for workforce development manager in New Mexico is $78,150.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,300.00 and $101,800.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a workforce development manager?

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 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 New Mexico?

The most popular types of Workforce Development jobs in New Mexico are:

What job categories do people searching Workforce Development Manager jobs in New Mexico look for?

The top searched job categories for Workforce Development Manager jobs in New Mexico are:

What cities in New Mexico are hiring for Workforce Development Manager jobs?

Cities in New Mexico with the most Workforce Development Manager job openings:

Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in New Mexico as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, 1% Temporary, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $78,150 per year, or $37.6 per hour.

Manager, Talent Development

University of New Mexico

Albuquerque, NM • On-site

Full-time

Posted 24 days ago

University Of New Mexico rating

8.3

Company rating: 8.3 out of 10

Based on 56 frontline employees who took The Breakroom Quiz

127th of 631 rated colleges and universities

Job description

The University of New Mexico's Division of Human Resources is seeking a strategic, collaborative, and innovative Manager of Talent Development to lead the University's Talent Development function during a period of significant institutional transformation.

The position oversees the design, development, delivery, and evaluation of comprehensive talent development and learning initiatives that support institutional goals and workforce effectiveness. The manager collaborates with HR leadership, campus stakeholders, and subject matter experts to assess organizational learning needs and deliver high-impact, scalable learning solutions. The position manages and mentors Talent Development staff; establishes standards for instructional design, facilitation, evaluation, and content development; ensures effective use of learning technologies and resources; and drives continuous improvement, innovation, and alignment with best practices in adult learning and organizational development.

The Manager of Talent Development joins the UNM team at an exciting time with the launch of Elevate UNM, an enterprise-wide initiative to modernize the administrative systems and workflows that support the university.  The Talent Development team will provide key support for training, readiness, learning design, and adoption for the University's Oracle Cloud Transformation. The Manager of Talent Development will play an important leadership role in helping align Talent Development's work with Elevate UNM training needs, modern LMS capabilities, AI-assisted learning approaches, user adoption strategies, and enterprise-wide workforce readiness.

Key Responsibilities

  • Provide strategic leadership and operational oversight for the Talent Development function, including planning, prioritization, work allocation, execution, and evaluation of learning and development initiatives.
  • Lead and develop Talent Development staff, including coaching, performance management, workload planning, professional development, and team accountability.
  • Oversee the design, development, delivery, and evaluation of University-wide training programs and curricula across in-person, virtual, blended, asynchronous, and multimedia formats.
  • Lead large-scale and complex learning initiatives, including leadership development programs, onboarding strategies, compliance training frameworks, professional development programs, and organizational change support.
  • Partner with HR leadership, campus leaders, subject matter experts, Oracle, system integrator partners, and project teams to assess enterprise learning needs and develop scalable learning solutions.
  • Support Elevate UNM training and readiness efforts, including application training, business process training, SOP and job aid development, user support resources, communication planning, and adoption support.
  • Establish standards, processes, and best practices for instructional design, facilitation, content development, accessibility, learner experience, and training evaluation.
  • Oversee the effective use, implementation, and optimization of learning technologies, including modern LMS tools, learning analytics, digital learning platforms, and AI-assisted learning approaches.
  • Develop metrics and reporting processes to evaluate training effectiveness, learner participation, user proficiency, engagement, adoption outcomes, and program impact.
  • Identify and implement process improvements to enhance service delivery, operational efficiency, learning effectiveness, stakeholder satisfaction, and consistency across Talent Development programs.
  • Build collaborative partnerships with HR partners, academic and administrative units, Health Sciences partners, project teams, and University stakeholders.

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