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Workforce Development Manager Jobs in Maple Grove, MN

Land O'Lakes

Sales Development Manager

Arden Hills, MN · Remote

Sales Development Manager Job Summary: The WinField United Sales Development Manager serves as a ... The company maintains a drug-free workforce, including post-employment substance abuse testing ...

Sanofi

Category Development Manager, Target

Minneapolis, MN · Remote

$110K - $160K/yr

Category Development Manager, Target Location: US Remote - Minneapolis, MN You've built experience ... workforce. All qualified applicants will receive consideration for employment without regard to ...

PD Instore

Recruiting Specialist

Minneapolis, MN · Hybrid

$30 - $33/hr

... and workforce development efforts. Key Responsibilities * Manage full-cycle recruiting for roles including skilled trades, project management, engineering, and corporate functions. * Partner with ...

PD Instore

Recruiting Specialist

Minneapolis, MN · On-site

$30 - $33/hr

... and workforce development efforts. Key Responsibilities * Manage full-cycle recruiting for roles including skilled trades, project management, engineering, and corporate functions. * Partner with ...

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Workforce Development Manager information

See Maple Grove, MN salary details

$11.3K

$82.6K

$161.3K

How much do workforce development manager jobs pay per year?

As of May 31, 2026, the average yearly pay for workforce development manager in Maple Grove, MN is $82,575.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,300.00 and $107,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Workforce Development Manager, 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 are popular job titles related to Workforce Development Manager jobs in Maple Grove, MN? For Workforce Development Manager jobs in Maple Grove, MN, the most frequently searched job titles are:
What job categories do people searching Workforce Development Manager jobs in Maple Grove, MN look for? The top searched job categories for Workforce Development Manager jobs in Maple Grove, MN are:
What cities near Maple Grove, MN are hiring for Workforce Development Manager jobs? Cities near Maple Grove, MN with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in Maple Grove, MN as of May 2026, with employment types broken down into 50% Full Time, and 50% Temporary. Highlights an 50% In-person, and 50% Remote job distribution, with an average salary of $82,575 per year, or $39.7 per hour.
Workforce Development Specialist

Workforce Development Specialist

Bituminous Roadways, Inc.

Mendota Heights, MN • On-site

$60K - $90K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 23 days ago

Job description

Department: Human Resources
Work Location: Mendota Heights, MN
Job type: Year-Round / Non-Union
Pay Type / Range:
Salary. $60,000 - $90,000 per year (based on experience and qualifications).
(This pay range is a good-faith estimate of compensation for this role.)
Benefits & Additional Information:
  • Health Benefits include Medical, Vision, Dental, Pharmacy and Short-Term Disability (STD).
    • Additional Voluntary Health Benefits include Flex Savings Account (FSA).
  • Company-Paid Benefits include Basic Term Life Insurance and Long-Term Disability (LTD).
  • Retirement (Profit-Sharing Program) - eligibility after one year waiting period.
  • Mental Health & Wellness Support provided through TEAM EAP.
  • PTO Program covering all time away from work.
  • Company paid holidays.
  • Referral bonuses - earn rewards to help us recruit new talent.

Job Summary: The Workforce Development Specialist is responsible for creating, delivering, and managing programs that enhance employee skills, support career growth, and strengthen organizational capability. This role leads onboarding, facilitates learning initiatives, supports performance management processes, and builds the systems and tools that enable employee development across the company. The Specialist partners with employees, leaders, and cross-functional teams to assess development needs, design learning programs, manage logistics, oversee learning systems, and measure effectiveness. This position plays a key role in fostering a culture of continuous learning, leadership development, and organizational growth.
Other Requirements: All candidates are required to pass a thorough Background Check, Physical and Drug Test. References may also be checked. We participate in E-Verify.
Job Duties & Requirements:
Reasonable accommodation can be provided to enable individuals with disabilities to perform the essential functions.
Employee Onboarding
  • Lead New Hire Orientation and onboarding processes for new employees and employees transitioning into new roles
  • Facilitate introductions, handoffs, and smooth transitions into teams
  • Conduct 30/90-day check-ins to assess new hire progress and support integration
  • Provide ongoing feedback and check-ins for employees in their first year or newly transitioned roles

Performance Management
  • Administer and maintain the performance management system, including tracking, monitoring, and coaching users
  • Provide guidance to employees on setting effective SMART goals
  • Support managers and employees during performance cycles

Employee Development Planning
  • Support individual development plans (IDPs) and help employees identify growth paths
  • Participate in succession planning discussions and processes
  • Create and maintain career paths, roadmaps, and related resources
  • Conduct needs assessments and gap analyses to identify training and development priorities

Training Programs
  • Design and develop training programs
  • Facilitate training sessions and learning workshops across various topics
  • Manage training operations including vendor sourcing, scheduling, logistics, communication, registration, and tracking
  • Develop and implement advanced leadership development programs

System Administration & Evaluation
  • Assist in implementing and administering Learning Management System (LMS) functionality
  • Manage course assignments, tracking, and troubleshooting within the LMS
  • Evaluate learning outcomes using data, analytics, and feedback
  • Produce reports and insights on training effectiveness and competency growth
  • Manage and track all required compliance training

Continuous Improvement
  • Collect ongoing feedback from employees and leaders on training needs and process effectiveness
  • Identify gaps, inefficiencies, and opportunities to improve learning programs and tools
  • Update forms, guidelines, and materials as needed
  • Recommend and implement improvements to enhance learning experiences and program outcomes

Additional Responsibilities
  • Assist with budgeting for training programs and L&D initiatives
  • Refresh, maintain, and expand the Training SharePoint page and related resources
  • Other projects as needed

HR Team Expectations
  • There will be a lot of cross-functional duties shared within the HR department to ensure all is properly covered.

Preferred Experience/Education:
  • Bachelor's degree in Human Resources, Organizational Development, Education, or related field (or equivalent experience)
  • Experience in training design, facilitation, and employee development programs
  • Strong communication, presentation, and interpersonal skills
  • Ability to manage multiple projects, prioritize tasks, and meet deadlines
  • Proficiency with learning technologies, LMS platforms, and digital collaboration tools
  • Strong analytical, problem-solving, and documentation skills
  • Experience with performance management or talent development systems
  • Familiarity with adult learning principles and instructional design best practices
  • Background in leadership development or career pathing
  • Experience with SharePoint, HRIS, or talent development tools
  • Construction industry experience is a plus

Preferred Competencies & Skills:
  • Strong communicator
  • Engaging facilitator
  • Relationship-oriented
  • Analytical and insight-driven
  • Organized and detail-oriented
  • Creative problem solver
  • Growth-focused mindset
  • Tech-comfortable and systems-savvy
  • Empathetic listener
  • Reliable and accountable
  • Adaptable and open to change
  • Professional and value-driven
  • Discrete and trustworthy
  • Team-oriented
  • Technical Skills (useful tools for success):
    • Learning Management Systems
    • HRIS systems (for performance cycles, data, and integration)
    • eLearning tools
    • Survey platforms (Microsoft Forms, SurveyMonkey)
    • Presentation tools (PowerPoint, Canva)
    • SharePoint (for resources and knowledge hubs)
    • Excel/Sheets (for tracking, reporting, analytics)

Work Environment
  • Office-based
  • Fast-paced, deadline-driven environment.

Live up to our company Core Values:
  • Safety - Safety in the workplace is a mutual responsibility of the employer, management and all employees. We have an expectation that all employees will play an active role in workplace safety and always promote a positive safety culture.
  • Quality - Quality is the best business plan. It is an investment in our future. Quality leads to consistency. Consistency leads to happy employees, satisfied customers and a growing business.
  • Respect - Respect at work is crucial as it promotes healthy relationships between coworkers and managers, as well as outside the organization. A respectful employee is a sign of a respectful organization and therefore creates a positive image of our company and our workplace.
  • Integrity - Real integrity is doing the right thing, whether someone realizes it or not. Displaying Integrity helps build trust and drives a certain level of expectation. Integrity is choosing your thoughts and actions based on values rather than personal gain.
  • Commitment - Commitment is the bond employee's share with their organization and its employees. Committed employees bring exceptional value to the organization through their support, productivity, determination, reliability and quality. Commitment shows and can be contagious.

Company Information:
For more than 75 years, Bituminous Roadways has aspired to be your full-service asphalt pavement solutions provider, and contractor of choice, to both work for and with. We are a union contractor with a diverse workforce dedicated to safety, innovation, continual improvement, environmental stewardship and most importantly, superior customer service.
At Bituminous Roadways, we're energetic and passionate about what we do with an excellent reputation for performance and as a place to work. Because of our continued growth, we seek qualified candidates who share our vision, values, and commitment to superior customer service.
More reasons to join BR:
  • Family owned and operated
  • Paid Training
  • Advancement opportunities - we aim to promote within
  • Family Oriented - Annual events

Bituminous Roadways, Inc. is committed to building a diverse workforce. We are proud to be an Equal Opportunity Employer and consider all qualified applicants without regard to race, color, creed, religion, national origin, sex (including pregnancy, gender identity, and sexual orientation), marital status, familial status, age, disability, genetic information, status with regard to public assistance, veteran status, or any other characteristic protected by applicable law.
Accessibility: If you need an accommodation as part of the employment process please contact Human Resources at
Phone: 651.686.7001
Email: HR@Bitroads.com
Equal Opportunity Employer, including disabled and veterans.
If you want to view the Know Your Rights: Workplace Discrimination is Illegal poster, please choose your language: English - Spanish - Arabic - Chinese
English - Spanish - Chinese
If you want to view the Pay Transparency Policy Statement, please click the link: English

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