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Workforce Development Manager Jobs in Washington

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Workforce Development Manager information

See Washington salary details

$12.5K

$91.3K

$178.4K

How much do workforce development manager jobs pay per year?

As of Jun 22, 2026, the average yearly pay for workforce development manager in Washington is $91,337.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,200.00 and $118,900.00 per year, depending on experience, location, and employer.

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.

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 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.

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 Washington? The most popular types of Workforce Development jobs in Washington are:
What are popular job titles related to Workforce Development Manager jobs in Washington? For Workforce Development Manager jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Workforce Development Manager jobs in Washington look for? The top searched job categories for Workforce Development Manager jobs in Washington are:
What cities in Washington are hiring for Workforce Development Manager jobs? Cities in Washington with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in Washington as of June 2026, with employment types broken down into 2% As Needed, 61% Full Time, 34% Part Time, 2% Contract, and 1% Nights. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $91,337 per year, or $43.9 per hour.

Sr. Manager Workforce Development

CPG Beyond, Inc.

Ashburn, VA

$113K - $170K/yr

Full-time

Posted 3 days ago

Job description

TITLE: Sr. Manager Workforce Development
Location: Ashburn, VA
POSITION SUMMARY: The Senior Manager, Workforce Development, is responsible for designing, governing, and sustaining the workforce development systems that accelerate employee proficiency, safety, and readiness across all CPG Beyond sites. This role owns the architecture, standards, and integrity of skills matrices, standard work, and training systems to ensure they remain consistent, execution‑ready, and aligned with operational and safety requirements as the company scales. This role serves as the system owner for workforce development and provides clear decision authority, disciplined version control, and leadership for Workforce Development staff while partnering closely with Operations, Safety, and HR.
ESSENTIAL DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Workforce Development System Ownership
  • Own the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.
  • Ensure workforce development systems are execution‑ready, with accurate, current SOPs, training assets, and skills matrices maintained through disciplined version control, including clear decision authority for updates, approvals, and retirement of materials.
  • Establish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.
Skills Matrix amp; Proficiency Frameworks
  • Lead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.
  • Define proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.
  • Facilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.
  • Gather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.
Standard Work amp; Learning Asset Governance
  • Build and sustain role‑based standard work frameworks aligned to operational execution and training expectations.
  • Partner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.
  • Establish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.
Needs Analysis amp; Field Discovery
  • Conduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.
  • Translate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work.
  • Prioritize system improvements based on operational impact, safety risk, and workforce readiness.
Training System Standards
  • Define and govern standards for training content readiness, quality, and usability.
  • Ensure training assets meet established standards for LMS deployment and field use.
  • Maintain focus on system readiness and standards rather than training logistics or scheduling.
Cross‑Functional Alignment
  • Partner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations.
  • Clearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.
Metrics amp; Reporting
  • Maintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators.
  • Use metrics to identify system gaps, inform prioritization, and guide continuous improvement.
  • Provide regular updates to the VP of Workforce Development amp; Safety on system performance, risks, and improvement efforts.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
  • Bachelor’s degree in Education, Business, Operations, or a related field; or equivalent practical experience.
  • Minimum of 7–10 years of experience in workforce development, training systems, learning amp; development, or operations‑aligned skill building.
  • Experience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred.
Computer Skills:
  • Proficiency with Microsoft Office applications (Excel, Word, Outlook).
  • Experience working with Learning Management Systems (Paycor LMS or similar preferred).
Certificates and Licenses:
  • No certificates or licenses required.
Supervisory Responsibilities:
  • Supervises 1+ direct reports
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 duties of this job, the employee is occasionally required to move objects 10 pounds; they are frequently required to stand, walk, stoop. Kneel, crouch, or crawl; Occasionally required to sit and climb and balance. Specific vision abilities required for this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus.
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
CPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.
*We Utilize E-Verify
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