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Workforce Development Manager Jobs in Leesville, SC

Walmart

Emerging Market Manager

Irmo, SC · On-site

$160K - $260K/yr

... workforce ensuring talent pipeline and guiding the leadership development process Implements and models customer service standards across multiple facilities by ensuring unbeatable excellence in ...

New

Goodwill SC

Career Navigator-Bilingual

Columbia, SC · On-site

$15.75 - $20.25/hr

Two to five years' of work-related experience in Human Services and/or Workforce Development. Proficiency in Microsoft Office suite (Word, Excel, PowerPoint) and experience with data management.

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$9K

$65.7K

$128.3K

How much do workforce development manager jobs pay per year?

As of Aug 22, 2026, the average yearly pay for workforce development manager in Leesville, SC is $65,672.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,000.00 and $85,500.00 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 cities near Leesville, SC are hiring for Workforce Development Manager jobs?

Cities near Leesville, SC with the most Workforce Development Manager job openings:

Workforce Development Manager jobs near you

Director, Nuclear Workforce Pipeline Development

The Nuclear Company

Columbia, SC • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 24 days ago

Job description

The Nuclear Company is the fastest growing AI tech-enabled startup in the nuclear and energy space, pioneering a fleet-scale approach to building the next generation of nuclear reactors. Through our design-once, build-many model, we're accelerating the deployment of safe, reliable, and affordable nuclear energy.
We operate with an AI-first mindset. Every employee is expected to leverage AI, technology, and the Nuclear Operating System (NOS) as integral components of their role to improve the quality, speed, and impact of their work. We expect every team member to continuously identify opportunities to automate workflows, enhance decision-making, improve processes, and contribute to the ongoing evolution of NOS as a strategic operating capability that enables The Nuclear Company to scale with excellence.
We hire people who are driven by purpose, thrive in ambiguity, and are energized by building what has never been built before. Our team combines intellectual curiosity with high agency, embraces candid feedback and continuous learning, and holds themselves and others to exceptional standards. Our values-Transparency, Responsibility, Unity, Scrappiness, and Tenacity-guide how we hire, collaborate, and make decisions every day. They are not words on a wall; they are the standard by which we operate. TRUST is the foundation of our safety culture, fostering intellectual honesty, accountability, and open communication, while our values challenge every team member to execute with urgency, humility, resilience, and an unwavering commitment to our mission.
About the role
The Director of Nuclear Workforce Pipeline Development is responsible for building and leading a new function focused on securing the external talent pipeline critical to the nuclear industries' current and future operations. This leader will identify the workforce gaps, build a multi-year strategy to close them, and establish durable relationships with colleges, universities, technical/trade schools, and K-12 school districts to create sustainable pathways into nuclear careers.
This is a build role: the successful candidate will stand up the team, its operating model, and its external partnerships largely from the ground up, while working closely with Services, Construction, Training, and leadership to ensure the pipeline strategy is grounded in real, near-term staffing needs.
Responsibilities
Strategy & Pain-Point Diagnosis
  • Partner with leadership to identify the most urgent and highest-risk workforce gaps (by craft, discipline, site, and time horizon)
  • Build and maintain a workforce gap analysis / heat map that informs where pipeline investment should be prioritized
  • Translate operational staffing needs into a multi-year external pipeline strategy and investment plan
  • Develop metrics and a reporting cadence to track pipeline health (applicant flow, conversion, time-to-fill, diversity of pipeline, program ROI)
  • Establish an operating rhythm and governance model, including a cross-functional steering committee with Operations and Training stakeholders

External Relationship Development
  • Build and manage strategic relationships with universities and colleges (nuclear engineering and related STEM programs), community and technical colleges (craft and technician programs), and local K-12 school districts (early STEM exposure, career and technical education pathways)
  • Negotiate and manage formal partnership agreements - internships, co-ops, apprenticeships, dual-enrollment programs, curriculum alignment, and scholarship or sponsorship arrangements
  • Represent the organization at industry, academic, and community forums related to nuclear workforce development
  • Serve as a credible technical and cultural ambassador for the nuclear industry to educators, administrators, and students

Program Design & Execution
  • Design and launch pipeline programs (e.g., apprenticeship pathways, internship-to-hire programs, dual-enrollment craft training, teacher externships, curriculum co-development)
  • Ensure programs address both near-term craft/technical gaps and longer-term engineering and leadership pipeline needs
  • Partner with Talent Acquisition to ensure smooth handoff from pipeline program to formal hiring
  • Identify and pursue relevant grant funding, workforce development incentives, and government/DOE partnership opportunities where applicable

Stakeholder & Budget Management
  • Own the budget for workforce pipeline programs and partnerships
  • Report pipeline progress, gap-closure status, and program outcomes to senior leadership
  • Build internal awareness and buy-in across sites for pipeline initiatives

Experience
  • Bachelor's degree in Human Resources, Business, Engineering, Education, or related field (Master's preferred)
  • 10+ years of progressive experience in workforce development, talent strategy, HR, or nuclear/energy operations
  • Demonstrated experience building external partnerships with educational institutions - direct experience in nuclear, energy, or another highly regulated/technical industry strongly preferred
  • Track record of building a function from the ground up
  • Strong understanding of nuclear industry roles, career pathways, and licensing/certification requirements, or demonstrated ability to get up to speed quickly with credibility among technical stakeholders
  • Experience designing and scaling workforce programs such as apprenticeships, internships, or dual-enrollment partnerships
  • Strong data fluency - able to build and interpret workforce gap analyses and translate them into investment priorities
  • Excellent external relationship-building and negotiation skills, with experience engaging deans, superintendents, and other senior academic/community stakeholders
  • Executive presence and communication skills sufficient to represent the organization externally and to influence senior internal leadership

Preferred
  • Experience within a nuclear utility, national lab, DOE contractor, or nuclear new-build environment
  • Existing relationships with nuclear engineering programs, technical colleges, or workforce development consortia
  • Experience pursuing and managing workforce-related grant funding or public-private partnerships

Benefits
  • Competitive compensation packages
  • 401k with company match
  • Medical, dental, vision plans
  • Generous vacation policy, plus holidays

Estimated Starting Salary RangeThe estimated starting salary range for this role is $178,000 - $204,000 annually less applicable withholdings and deductions, paid on a bi-weekly basis. The actual salary offered may vary based on relevant factors as determined in the Company's discretion, which may include experience, qualifications, tenure, skill set, availability of qualified candidates, geographic location, certifications held, and other criteria deemed pertinent to the particular role.
EEO StatementThe Nuclear Company is an equal opportunity employer committed to fostering an environment of inclusion in the workplace. We provide equal employment opportunities to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. We prohibit discrimination in all aspects of employment, including hiring, promotion, demotion, transfer, compensation, and termination.
Export Control
Certain positions at The Nuclear Company may involve access to information and technology subject to export controls under U.S. law. Compliance with these export controls may result in The Nuclear Company limiting its consideration of certain applicants.
Recruiting Fraud Alert
Your safety is our priority. We want to ensure your job search stays secure. Please note that the team at The Nuclear Company only communicates through official @thenuclearcompany.com email addresses. We will never ask for payments or sensitive financial information at any stage of our recruitment process. For your peace of mind, please verify all openings and submit your applications directly through our official careers page.

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