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Workforce Development Manager Jobs in High Point, NC

Hoffman & Hoffman Inc

Recruiter

Greensboro, NC · On-site

... workforce development * Demonstrated experience building university or trade school partnerships and managing campus recruiting programs * Experience with internship program design and management ...

JetZero

Head of Manufacturing

Greensboro, NC

Drive integration between digital manufacturing systems, ERP, and quality management tools. * Serve as a key liaison with local and state stakeholders to support workforce development and community ...

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All JobsWorkforce Development JobsWorkforce Development Manager JobsWorkforce Development Manager Jobs in High Point, NC

Workforce Development Manager information

See High Point, NC salary details

$9.8K

$71.9K

$140.5K

How much do workforce development manager jobs pay per year?

As of Jul 18, 2026, the average yearly pay for workforce development manager in High Point, NC is $71,949.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,200.00 and $93,700.00 per year, depending on experience, location, and employer.

What does a workforce development manager do?

A workforce development manager oversees programs that improve employee skills and align workforce capabilities with organizational goals. They analyze labor market trends, coordinate training initiatives, and collaborate with community partners to address skill gaps, often using data and industry certifications to measure success.

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 jobs pay 4000 a week without a degree?

A Workforce Development Manager typically does not earn $4,000 weekly without a degree, as this role often requires relevant experience and education. However, high-paying jobs that can reach this level without a degree include certain sales positions, real estate brokers, commercial pilots, and skilled trades like electricians or plumbers with experience, especially in self-employment or entrepreneurial settings. These roles often rely on skills, certifications, or licenses rather than formal degrees.

What jobs in the US pay 300,000 a year?

For a Workforce Development Manager, salaries reaching $300,000 annually are uncommon and typically occur with extensive experience, senior leadership roles, or in large organizations. High-paying roles in related fields may include executive positions such as Chief Human Resources Officer or Director of Organizational Development, which require advanced skills, certifications, and strategic responsibilities.

What jobs will no longer exist in 2030?

By 2030, roles heavily reliant on manual labor or routine tasks, such as data entry clerks and assembly line workers, are expected to decline due to automation and AI advancements. Workforce Development Managers should focus on reskilling employees for technology-driven roles and developing skills in areas like digital literacy, problem-solving, and adaptability to prepare for evolving job markets.
What job categories do people searching Workforce Development Manager jobs in High Point, NC look for? The top searched job categories for Workforce Development Manager jobs in High Point, NC are:
What cities near High Point, NC are hiring for Workforce Development Manager jobs? Cities near High Point, NC with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in High Point, NC as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 22% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $71,949 per year, or $34.6 per hour.
Recruiter

Recruiter

Hoffman & Hoffman Inc

Greensboro, NC • On-site

Full-time

Re-posted yesterday

Job description

The Recruiter is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman & Hoffman's employer brand and talent supply chain across all four companies.


TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT

  • Build and own Hoffman & Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades
  • Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates for HMS and HBT
  • Coordinate with the HMS T&D Manager on apprenticeship pipeline development — identifying candidates from technical school partnerships for Hoffman & Hoffman HMS Apprenticeship Program
  • Establish Hoffman & Hoffman as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement
  • Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs
  • Attend and coordinate trade school career events, skills competitions, and industry showcases


UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT

  • Own and manage Hoffman & Hoffman's relationships with university career centers, department heads, and faculty across all partner institutions
  • Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans
  • Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies
  • Build faculty and advisor relationships to position Hoffman & Hoffman as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines
  • Collaborate with the HHY T&D Manager on university partnerships supporting the HHY internship program and future talent pipeline
  • Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history


END-TO-END INTERNSHIP PROGRAM MANAGEMENT

  • Own and manage the Hoffman & Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies
  • Collaborate with each company lead on internship program logistics, curriculum, and participant experience
  • Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations
  • Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric
  • Coordinate intern accommodations, travel, and logistics for out-of-area participants
  • Build the internship program into a recognized entry point for early-career talent across all Hoffman & Hoffman companies
  • Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually


PIPELINE ANALYTICS & ROI REPORTING

  • Own and manage enterprise-wide TA pipeline analytics — tracking source quality, time-to-fill, cost-per-hire, offer acceptance rates, and pipeline conversion across all four companies
  • Build and maintain recruiting dashboards and reporting frameworks that provide actionable insights to the TA Manager and HR Director
  • Measure and report on the ROI of all pipeline development activities — university partnerships, trade school programs, internships, and career fairs — to demonstrate business value and inform investment decisions
  • Analyze workforce trends, turnover data, and hiring forecasts to identify future talent gaps and recommend proactive pipeline strategies
  • Track and report on diversity pipeline metrics and sourcing channel effectiveness
  • Develop quarterly and annual TA performance reports for leadership presentations


QUALIFICATIONS

  • Bachelor's degree in Human Resources, Business, Communications, or related field required
  • 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development
  • Demonstrated experience building university or trade school partnerships and managing campus recruiting programs
  • Experience with internship program design and management preferred
  • Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership
  • Proficiency with ATS platforms, Excel/data tools, and recruiting technology
  • Excellent relationship-building, communication, and presentation skills
  • Comfortable representing the company at external events, career fairs, and campus visits
  • Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus




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