ZipRecruiter

Log In

1

Workforce Development Manager Jobs in Bend, OR (NOW HIRING)

TekWissen LLC

Formulation Technician II

Bend, OR · On-site

$25 - $27/hr

... workforce management provider throughout the USA and many other countries worldwide. The job opportunity is for one of our clients specializing in biotechnology product development services. Our ...

DaBella

Canvass Supervisor- Leadership Role

Bend, OR · On-site

$4K/mo

This isn't just a management position - it's an opportunity to grow your leadership skills, mentor ... Collaborate with leadership on outreach strategies and team development * Safely operate a company ...

Dabella

Canvass Supervisor- Leadership Role

Bend, OR · On-site

$4K/mo

This isn't just a management position - it's an opportunity to grow your leadership skills, mentor ... Collaborate with leadership on outreach strategies and team development * Safely operate a company ...

Albertsons

Front End Entry Level

Bend, OR · On-site

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

Albertsons

Front End Entry Level

Bend, OR

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

Albertsons

Front End Entry Level

Redmond, OR · On-site

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

Albertsons

Front End Entry Level

Bend, OR

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

Albertsons

Front End Entry Level

Bend, OR · On-site

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

Albertsons

Front End Entry Level

Bend, OR

We build belonging by creating a diverse and inclusive workforce so, if you have smiles to share ... Leaders invested in your training, career growth & development. * Health and welfare benefits for ...

syncreon

HR Generalist

Prineville, OR · On-site

... management, coaching, corrective action, and employee development. * Conduct employee relations ... Analyze HR metrics and provide recommendations to improve workforce performance. * Partner with ...

DP World

HR Generalist

Prineville, OR

... management, coaching, corrective action, and employee development. * Conduct employee relations ... Analyze HR metrics and provide recommendations to improve workforce performance. * Partner with ...

NAL Syncreon

HR Generalist

Prineville, OR

... management, coaching, corrective action, and employee development. * Conduct employee relations ... Analyze HR metrics and provide recommendations to improve workforce performance. * Partner with ...

AAON, Inc.

Sr. Recruiter

Redmond, OR

Develops,facilitates, and manages all phases of the recruitment lifecycle, from workforce planning ... andtalentpipeline development. * Screens and evaluates applicant qualifications, conducts ...

next page

Showing results 1-20

People also search for

All JobsWorkforce Development Manager JobsWorkforce Development Manager Jobs in Bend, OR

Workforce Development Manager information

See Bend, OR salary details

$11.6K

$85.1K

$166.2K

How much do workforce development manager jobs pay per year?

As of Jun 1, 2026, the average yearly pay for workforce development manager in Bend, OR is $85,079.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,000.00 and $110,800.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Workforce Development Manager, 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 job categories do people searching Workforce Development Manager jobs in Bend, OR look for? The top searched job categories for Workforce Development Manager jobs in Bend, OR are:
What cities near Bend, OR are hiring for Workforce Development Manager jobs? Cities near Bend, OR with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you
Recruiter

Recruiter

Central Oregon Radiology Assoc., P.C.

Bend, OR

$37.42 - $55.84/hr

Full-time

Posted 12 days ago

Job description

Job Title: Recruiter
Position Open: 1
Hours: 8 Hours; Monday-Friday
Location: CORA
Rate: $37.42 - $55.84 per hour dependent upon experience, education and internal equity of current employees
Position Type: Regular Full-Time
Benefits: Yes
Resume Required: Yes
Date Posted: 05/20/2026
Expires: Open until filled
CORA has a pre-employment drug testing requirement for all positions.
Job Description
The Recruiter will research, develop, and implement effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization.
Reports To
Chief Human Resources Officer
Supervision Exercised
None
Essential Duties
The Recruiter is responsible for owning and driving full-cycle recruiting results, with a strong emphasis on proactive sourcing, recruitment marketing, and talent pipeline development. This role goes beyond traditional recruiting by taking ownership of how the organization attracts talent—leveraging job boards, social media, employer branding, community engagement, and innovative sourcing strategies to build strong, sustainable candidate pipelines. The ideal candidate is both a hands-on recruiter and a talent strategist, focused on improving speed, quality, and effectiveness of hiring while enhancing the company’s visibility as an employer of choice. This position requires a high level of attention to detail, confidentiality, reliability, and professionalism, along with strong communication and interpersonal skills.
Key Responsibilities
Full-Cycle Talent Acquisition
  • Lead and continuously improve all stages of the recruiting lifecycle, including sourcing, screening, interviewing, offer development, and onboarding coordination.
  • Partner with hiring managers to define hiring needs, success profiles, and realistic timelines.
  • Ensure a high-quality candidate experience from initial contact through onboarding.
Recruitment Marketing amp; Employer Branding
  • Own and optimize all recruitment marketing channels, including job boards, social platforms, and industry networks.
  • Create, refine, and maintain compelling job postings that attract qualified candidates and reflect company brand.
  • Identify new channels and strategies to expand reach (social media campaigns, niche boards, referrals, community outreach).
  • Support development of employer branding content and messaging to increase market visibility.
Sourcing amp; Talent Pipeline Development
  • Develop and maintain active talent pipelines for high-volume and hard-to-fill roles.
  • Utilize creative sourcing techniques (Boolean search, networking, referrals, passive candidate outreach).
  • Build relationships with candidates to create ongoing talent pools rather than one-time applicants.
  • Track and report on pipeline health and sourcing effectiveness.
Recruiting Operations amp; Process Management
  • Manage and maintain accuracy of job postings across platforms and within the applicant tracking system (ATS).
  • Ensure all candidate data, interview documentation, and hiring records are accurate and compliant.
  • Continuously evaluate and improve recruiting workflows for efficiency and effectiveness.
  • Coordinate and schedule interviews, ensuring a smooth and professional experience for candidates and hiring teams.
Candidate Evaluation amp; Hiring Support
  • Conduct phone and video screenings to evaluate qualifications, certifications, and cultural fit.
  • Present qualified candidates to hiring managers with clear recommendations.
  • Assist in developing interview questions and structured interview processes.
  • Participate in interviews alongside hiring managers and leadership as needed.
Offer amp; Onboarding Support
  • Collaborate with hiring managers and HR to develop competitive offers, including compensation recommendations and start dates.
  • Support candidates through the offer and pre-employment process.
  • Ensure all pre-employment requirements are completed prior to start date.
  • Coordinate onboarding logistics with managers and internal teams.
Collaboration amp; Workforce Planning
  • Partner closely with department leaders to anticipate hiring needs and workforce trends.
  • Assist in developing accurate, compelling job descriptions and hiring criteria.
  • Provide insights on recruiting trends, candidate availability, and market conditions.
Compliance amp; Best Practices
  • Ensure compliance with all federal, state, and local employment laws and regulations.
  • Maintain up-to-date knowledge of recruiting trends, tools, and best practices.
  • Recommend and implement continuous improvements to recruiting processes and policies.
  • Maintain strict confidentiality of all employee and candidate information.
External Engagement
  • Represent the organization at career fairs, networking events, and industry functions.
  • Build relationships with community partners, schools, and industry groups to support recruiting efforts.
Required Skills and Abilities
  • Excellent verbal and written communication skills.
  • Excellent interpersonal skills with good negotiation tactics.
  • Ability to create, develop and maintain talent pipelines for a variety of roles.
  • Proactive and independent with the ability to take initiative.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
  • Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.
  • Proficient with Microsoft Office Suite or related software.
Education and Experience
Bachelor’s degree in human resources or related field, or equivalent work experience, required. At least five years managing all phases of the recruitment and hiring process highly preferred. SHRM-CP or SHRM-SCP preferred. SHRM Talent Acquisition Specialty Credential a plus.
Typical Physical Demands
These typical physical demands are required with or without accommodation.
Stationary Position
  • Must be able to remain in a stationary position for most of the workday.
  • Sit-to-stand desks are available to all employees if the workstation has space to accommodate without compromising safe movement in/around employee workspace
Move or Transverse
  • Often moves about the inside of the office to access file cabinets, office machinery, etc.
Operate, Activate, Use, Prepare, Inspect, Place, Detect, Position
  • Constantly operates a computer and other office productivity machinery, such as computers, tablets, calculator, copy machine, printer etc.
Communicate, Detect, Converse with, Discern, Convey, Express oneself, Exchange information, Monitor
  • Frequently communicate with co-workers, vendors, and customers who have questions about services provided.
  • Must be able to exchange accurate information in these situations.
Move, Transport
  • Occasionally move paper/boxes of varying weight normally up to 10 pounds.
Detect, Determine, Monitor, Perceive, Identify, Recognize, Judge, Observe, Inspect, Estimate, Assess
  • Must be able to see to assess accounts, documents, and written communications.
  • Must have the ability to read communications on the employee, or vendor behalf.
Exposure to work
  • Constantly working indoors
EEOC Statement
CORA is an equal opportunity employer, committed to providing employees with a work environment that is free of discrimination and harassment. Applications will be considered without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, and veteran or disability status. All employment decisions are based on business needs, job requirements and individual qualifications. Reasonable accommodation can and will be provided to any employee who needs accommodation to perform the essential functions of the job if the accommodation does not cause undue hardship.

Apply