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Workforce Development Program Manager Jobs in Topeka, KS

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Workforce Development Program Manager information

See Topeka, KS salary details

$30.1K

$113K

$188.2K

How much do workforce development program manager jobs pay per year?

As of Sep 1, 2026, the average yearly pay for workforce development program manager in Topeka, KS is $112,986.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,200.00 and $134,600.00 per year, depending on experience, location, and employer.

What does a workforce development program manager do?

A Workforce Development Program Manager is responsible for designing, implementing, and overseeing programs that help individuals gain the skills needed to secure employment and advance in their careers. They work with employers, educational institutions, and community organizations to identify workforce needs and create training and support initiatives. Their duties often include managing budgets, evaluating program effectiveness, and ensuring compliance with funding requirements. Ultimately, they play a key role in connecting job seekers with employers and improving local or regional workforce outcomes.

What are some typical challenges a workforce development program manager faces when aligning program goals with employer needs?

A key challenge for Workforce Development Program Managers is ensuring that training programs stay relevant to changing employer demands. This often requires ongoing communication with local businesses and industry partners to anticipate skill gaps and adapt curricula accordingly. Additionally, balancing the needs of diverse participant populations with employer expectations can be complex, requiring creative problem-solving and strong stakeholder management. Successful managers regularly analyze labor market data and foster strong partnerships to navigate these challenges effectively.

What are the key skills and qualifications needed to thrive as a workforce development program manager, and why are they important?

To thrive as a Workforce Development Program Manager, you need expertise in program management, workforce training strategies, and a relevant bachelor's or master's degree in human resources, education, or a related field. Familiarity with learning management systems (LMS), data analytics tools, and certifications like the Certified Workforce Development Professional (CWDP) are commonly required. Strong leadership, communication, and stakeholder engagement skills help you build effective partnerships and motivate diverse teams. These skills ensure that workforce initiatives align with organizational goals, drive positive employment outcomes, and respond to evolving labor market needs.

What is the difference between Workforce Development Program Manager vs Workforce Development Coordinator?

AspectWorkforce Development Program ManagerWorkforce Development Coordinator
ResponsibilitiesOversees program planning, strategy, and implementation; manages teams and budgetsAssists with program activities, coordinates events, and supports daily operations
Required CredentialsBachelor's degree; experience in workforce programs; project management skillsBachelor's degree or relevant experience; strong organizational skills
Work EnvironmentOffice setting, often in government or nonprofit sectorsOffice-based, supporting program delivery and community outreach
Employer & Industry UsageCommon in government agencies, nonprofits, and educational institutionsOften found in similar settings, supporting program execution

The main difference is that Workforce Development Program Managers lead and strategize workforce initiatives, while Workforce Development Coordinators support and execute daily activities. Managers handle planning and oversight, whereas coordinators focus on operational tasks.

What cities near Topeka, KS are hiring for Workforce Development Program Manager jobs?

Cities near Topeka, KS with the most Workforce Development Program Manager job openings:

Workforce Development Program Manager jobs near you

Consultant Workforce Development and Optimization - Workforce Optimization - FT - Day

Topeka, KS • On-site

Stormont Vail Health
Health Care and Social Assistance • 5 - 10K employees

6.0

Company rating: 6.0 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

754th of 896 rated healthcare providers

People enjoy working here

Recommended by students

Respectful managers

Learn more about Stormont Vail Healthexternal

Full-time

Re-posted 28 days ago

Job description

Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Consultant works collaboratively with assigned leadership groups to achieve key workforce strategies at the system and department levels. The Senior Consultant is differentiated from the non-senior role as follows: • Supports a more complex client group that requires heightened levels of support • May primarily support executive level clients vs director level • Operates in a more highly independent manner with minimal guidance from leadership • Is more capable of managing projects independently as well as collaboratively • More proactively identifies client needs and develops recommended solutions • Demonstrates and applies unique skills and brings unique experiences to the role
Education Qualifications
  • Bachelor's Degree in Business Administration, Human Resources or related field. Required
  • Master's Degree Preferred

Experience Qualifications
  • 5 years Human Resource experience (Manager, Specialist, Generalist, etc.) focused on organizational design, employee relations, compensation, benefits, change management, talent management and/or recruitment/retention activities. Required
  • Healthcare Experience Preferred
  • Experience successfully conducting consultative work in an organization with multiple stakeholders that include matrix relationships and reporting structures. Preferred

Skills and Abilities
  • Broad HR generalist knowledge, demonstrated by applied experience in multiple core HR functional areas.
  • Strong understanding of the organization's financial position, strategic plan, labor demands, operational landscape and ability to apply knowledge to guide people-related decisions and plans.
  • Demonstrated ability to use data to drive decision making and action. Excellent written and verbal communication skills.
  • Excellent training development and delivery skills.
  • Ability to build trusting and collaborative relationships with business leaders and the HR team.
  • Ability to maintain professional composure, confidence and effectiveness under pressure and changing conditions in a rapidly changing and fluid environment.
  • Strong team player who works collaboratively and willingly shares information, facilitates discussion and resolution of different viewpoints while promoting teamwork.
  • Ability to effectively work within an ambiguous work environment while exhibiting adaptability and flexibility in response to business priorities and initiatives.
  • General knowledge of all HR systems (e.g., Workday, API, etc.) and how they are utilized to support business outcomes.
  • Demonstrated ability to influence and coach leaders at all levels to create positive business outcomes.
  • Proven ability to prioritize and multi-task.
  • Energetic self-starter with a passion for their work. A highly engaged "hands on" team player who "owns" their business.

Licenses and Certifications
  • HR Certification Preferred

What you will do
  • Consults with operational leaders and HR subject matter experts to further the strategic goals of the organization related to People.
  • Assists assigned leadership groups to achieve excellence in People related to goals and tactics.
  • Leads effective roll-out of key projects in assigned areas, including but not limited to leadership development, leadership pipeline growth, employee engagement, recruitment and retention, performance management, and staff development.
  • Conducts in-depth analysis of workforce data, proactively identifying issues and solutions.
  • Serves as a trusted advisor and consultant, supporting efforts aligned with SVH People strategies and tactics.
  • Provides consistent interpretation and implementation of HR policies and procedures.
  • Maintains and applies general knowledge of legal requirements related to management of employees.
  • Builds and maintains effective working relationships with leaders, HR team members, and other key partners within the organization.
  • Understands business objectives and supports goals through the effective application of talent management practices.
  • Handles other projects, duties and responsibilities as assigned.

Travel Requirements
  • 5%

Required for All Jobs
  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
  • Performs other duties as assigned

Patient Facing Options
  • Position is Not Patient Facing

Remote Work Guidelines
  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
  • Stable access to electricity and a minimum of 25mb upload and internet speed.
  • Dedicate full attention to the job duties and communication with others during working hours.
  • Adhere to break and attendance schedules agreed upon with supervisor.
  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability
  • Hybrid

Scope
  • No Supervisory Responsibility
  • No Budget Responsibility No Budget Responsibility

Physical Demands
  • Balancing: Rarely less than 1 hour
  • Carrying: Rarely less than 1 hour
  • Climbing (Stairs): Rarely less than 1 hour
  • Driving (Automatic): Rarely less than 1 hour
  • Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
  • Feeling: Rarely less than 1 hour
  • Grasping (Fine Motor): Frequently 3-5 Hours
  • Grasping (Gross Hand): Occasionally 1-3 Hours
  • Handling: Rarely less than 1 hour
  • Hearing: Occasionally 1-3 Hours
  • Kneeling: Rarely less than 1 hour
  • Lifting: Rarely less than 1 hour
  • Operate Foot Controls: Rarely less than 1 hour
  • Pulling: Rarely less than 1 hour
  • Pushing: Rarely less than 1 hour
  • Reaching (Forward): Rarely less than 1 hour
  • Reaching (Overhead): Rarely less than 1 hour
  • Repetitive Motions: Frequently 3-5 Hours
  • Sitting: Continuously greater than 5 hours
  • Standing: Occasionally 1-3 Hours
  • Talking: Frequently 3-5 Hours
  • Walking: Rarely less than 1 hour

Working Conditions
  • Dusts: Rarely less than 1 hour
  • Extreme Temperatures: Rarely less than 1 hour
  • Noise/Sounds: Occasionally 1-3 Hours
  • Other Atmospheric Conditions: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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