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Workforce Development Manager Jobs in Exton, PA (NOW HIRING)

County of Chester, PA

Workforce Account Clerk IV

PA · On-site

$44K/yr

Workforce Development Division: Workforce Development Opening Date: 07/25/2025 Closing Date ... Strong time management skills. * Strong work ethic. * Ability to multi task. * Ability to work as ...

PHMC

Employment Case Manager

Philadelphia, PA · On-site

$19.50 - $23.50/hr

This position requires strong project management, communication, and networking skills, along with a deep understanding of workforce development and barriers faced by fathers in low-income ...

PHMC

Youth Workforce Coordinator

Philadelphia, PA · On-site

The OST Youth Workforce Coordinator supports participation in career-connected learning experiences ... public policy, youth development, or a related field in program management. Master's degree ...

Eckerd Connects

Workforce Advisor EARN

Philadelphia, PA · On-site

$26.95/hr

... management and the funding sources. * The Workforce Advisor will identify and recruit target ... Job Development by connecting with employers and community organizations on a frequent basis to ...

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All JobsWorkforce Development JobsWorkforce Development Manager JobsWorkforce Development Manager Jobs in Exton, PA

Workforce Development Manager information

See Exton, PA salary details

$10.6K

$77.8K

$152K

How much do workforce development manager jobs pay per year?

As of Sep 13, 2026, the average yearly pay for workforce development manager in Exton, PA is $77,833.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,100.00 and $101,300.00 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 job categories do people searching Workforce Development Manager jobs in Exton, PA look for?

The top searched job categories for Workforce Development Manager jobs in Exton, PA are:

What cities near Exton, PA are hiring for Workforce Development Manager jobs?

Cities near Exton, PA with the most Workforce Development Manager job openings:

Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in Exton, PA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $77,833 per year, or $37.4 per hour.

Talent Acquisition and Development Manager

Newark, DE • On-site

The Kendal Corporation
Health Care and Social Assistance • 501 - 1,000 employees
Learn more about The Kendal Corporationexternal

Full-time

Posted 24 days ago

Job description

Position Summary
The Talent Acquisition & Development Manager is a key member of The Kendal Corporation's Human Resources team, responsible for leading talent acquisition, onboarding, employee development, and engagement initiatives. Working collaboratively with Human Resource teams across the Kendal System, this role supports the attraction, development, and retention of a highly skilled workforce through both strategic partnership and hands-on program execution.
The position oversees full-cycle recruitment, onboarding and offboarding processes, learning and development programs, and talent-related systems while serving as a resource to affiliate HR teams. The Talent Acquisition & Development Manager partners with the Senior Director of Human Resources and the Director of Human Resource Operations to enhance the employee experience, support workforce needs, and ensure compliance with applicable employment policies and regulations.
Key Responsibilities:
For TKC
  • Lead and manage the full-cycle recruitment process for all TKC talent acquisition needs, ensuring a seamless and positive candidate experience from sourcing through onboarding.
  • Develop, implement, and continuously enhance recruitment strategies, sourcing methods, and talent acquisition processes to attract, engage, and retain high-quality talent while supporting organizational goals.
  • Partner with TKC Marketing and Public Relations to strengthen the organization's employer brand through coordinated online and offline recruitment marketing and branding initiatives.
  • Integrate Diversity, Equity, Inclusion, and Belonging (DEIB) principles throughout all talent acquisition activities and implement best practices that support a diverse, equitable, and inclusive workplace.
  • Oversee onboarding and orientation programs for new employees, ensuring successful integration into TKC's culture, systems, policies, and performance expectations.
  • Coordinate employee offboarding activities, including exit interviews, documentation, and transition processes, in partnership with the Director of HR Operations.
  • Develop and maintain recruiting resources, training materials, job posting platforms, sourcing channels, and candidate pipeline tools to support effective talent acquisition operations.
  • Monitor workforce, labor market, and industry trends, recommending proactive strategies and process improvements to address evolving talent needs and enhance recruitment outcomes.
  • Lead and support participation in compensation and salary surveys, including LeadingAge and CEMO, to provide market insights that inform talent acquisition and workforce planning efforts as directed by the Senior Human Resources Director.
  • Serve as a talent acquisition resource to leaders and affiliate HR teams, providing guidance, support, and training on recruitment programs, processes, and best practices.
  • Establish and monitor key recruiting performance indicators, including time-to-fill, quality-of-hire, source effectiveness, and candidate experience measures.

Key Responsibilities:
For Affiliates/Kendal System:
  • Partner with affiliate HR teams to ensure consistent, engaging onboarding experiences and support employee integration across the Kendal system.
  • Deliver training, presentations, and educational sessions on recruitment, onboarding, talent management, and related best practices to enhance organizational effectiveness.
  • Serve as the primary resource for talent acquisition technologies and platforms, including career site management, reference-checking systems, candidate experience tools, and onboarding resources, ensuring alignment with organizational goals and employer branding strategies.
  • Analyze recruitment, onboarding, employee engagement, and workforce metrics using various reporting tools, providing insights and recommendations to drive continuous improvement and inform strategic decision-making.
  • Manage relationships with external vendors and talent-related technology providers, ensuring optimal system performance, service delivery, and alignment with organizational objectives.
  • Conduct salary benchmarking and compensation analyses to support competitive pay practices, workforce planning, and talent attraction and retention efforts. Support executive compensation studies, including CEO and Executive Director market assessments, as requested.
  • Lead full-cycle executive search initiatives for Executive Director, CEO, and other senior leadership vacancies across Kendal affiliates, managing the process from start to finish-including position profile development, sourcing and pipeline strategy, engagement and oversight of external search firms when needed, candidate screening and interview coordination, reference and background checks, and offer negotiation support through board or search committee approval-while partnering with boards, leadership teams, residents, and key stakeholders to develop and execute effective leadership selection processes aligned with Kendal's mission, vision, and values.
  • Serve as a trusted, confidential advisor to affiliate boards and search committees throughout executive leadership transitions, providing market compensation data, interim leadership coverage options, and succession planning guidance to minimize disruption to affiliate operations.
  • Administer and optimize talent management and learning platforms, including our LMS and Survey Partners, managing user access, system utilization, troubleshooting, and ongoing process improvements.
  • Organize and facilitate quarterly system-wide orientation and development programs to support employee engagement, learning, and organizational culture.
  • Serve as a key resource for affiliate HR teams by providing guidance on talent acquisition processes, onboarding activities, engagement initiatives, and talent systems while escalating complex or organization-wide matters as appropriate.
  • Maintain and continuously improve standard operating procedures, training resources, and documentation related to recruiting, onboarding, offboarding, and talent development processes.
  • Monitor employment-related legislation, regulatory requirements, and industry trends, advising HR leadership on potential impacts and recommended policy or process changes.
  • Support employee engagement initiatives and survey action planning efforts, partnering with affiliate HR teams to promote a positive employee experience and workplace culture.
  • Ensure compliance with all applicable federal, state, and local employment regulations, organizational policies, HIPAA requirements, and Kendal's Compliance Program, including annual Code of Conduct acknowledgement and participation in required compliance education.
Kendal is a leading, not-for-profit organization of communities, programs and services that advocate for and empower older adults to achieve their full potential. Please visit our website www.kendal.org.
Kendal and its affiliates offer employment opportunities in a wide range of fields within aging services and senior living. Employees are encouraged to pursue educational goals, commence training in new areas, and rise in their profession.
The Kendal Corporation and Kendal affiliates operate on the principle of equal opportunity for all qualified persons regardless of race, color, gender, sexual orientation, age, religion, national origin, disability, or any other characteristic protected by law in evaluating any person for employment, training, compensation, promotion, or termination. We operate in accordance with the Americans with Disabilities Act.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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