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Workforce Development Jobs in Kansas (NOW HIRING)

Conco, Inc.

Human Resource Business Partner

Wichita, KS · On-site

Build relationships with trade schools, workforce development organizations, industry associations, and community partners. * Coordinate interviews, candidate evaluations, hiring decisions, and offer ...

Conco, Inc.

Human Resource Business Partner

Wichita, KS · On-site

Build relationships with trade schools, workforce development organizations, industry associations, and community partners. * Coordinate interviews, candidate evaluations, hiring decisions, and offer ...

Integrated Proteins

Plant Manager

Kansas City, KS · On-site

$120K/yr

Develop succession plans, workforce strategies, and employee development programs to ensure long-term organizational success. * Partner with executive leadership on capital projects, facility ...

Panasonic

Facilities Operations Manager

De Soto, KS · On-site

Partner with HR to support hiring, onboarding, training, and workforce development initiatives * Promote cross-training, technical capability building, and knowledge sharing across shifts and ...

Immersive Technologies

$120K - $158K/yr

This role places you at the center of the client's workforce development strategy. Using Immersive Technologies' proven methodology, you will help uplift operator performance across safety ...

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All JobsWorkforce Development JobsWorkforce Development Jobs in Kansas

Workforce Development information

See Kansas salary details

$25.9K

$58.9K

$116.4K

How much do workforce development jobs pay per year?

As of Jul 12, 2026, the average yearly pay for workforce development in Kansas is $58,861.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,900.00 and $76,300.00 per year, depending on experience, location, and employer.

What is the difference between Workforce Development vs Career Counselor?

AspectWorkforce DevelopmentCareer Counselor
CredentialsVaries; often includes certifications in workforce or employment servicesTypically requires a counseling or career development certification or degree
Work EnvironmentGovernment agencies, community organizations, training centersEducational institutions, private practices, career centers
Employer & Industry UsageUsed by public and nonprofit sectors to improve employment ratesUsed by schools, private firms, and counseling agencies to guide individual careers

While both roles focus on employment and career paths, Workforce Development primarily involves creating programs and policies to improve employment opportunities at a community or organizational level. Career Counselors work directly with individuals to help them identify career goals and develop personal strategies. Understanding these differences helps job seekers and organizations choose the right support for their needs.

What is workforce development?

Workforce development refers to a wide range of activities, policies, and programs designed to create, sustain, and retain a skilled workforce that meets the current and future needs of employers. This field focuses on improving workers’ skills, connecting people to employment opportunities, and supporting career advancement. Workforce development can include job training, education, career counseling, apprenticeships, and collaboration between businesses, educational institutions, and government agencies. Its ultimate goal is to strengthen both individuals’ employability and the overall economic health of communities.

How do Workforce Development professionals typically collaborate with local employers and educational institutions?

Workforce Development professionals often serve as a bridge between local employers, training providers, and educational institutions. They regularly coordinate with businesses to identify current and future hiring needs, then partner with schools and community colleges to develop or enhance training programs that align with those needs. This collaborative approach ensures that job seekers are equipped with relevant skills and that employers have access to a qualified talent pipeline. Effective communication and relationship-building are key parts of the role, making networking and stakeholder management essential daily activities.

What are the key skills and qualifications needed to thrive in Workforce Development, and why are they important?

To excel in Workforce Development, you need expertise in career counseling, labor market analysis, and program management, often supported by a relevant degree or certifications such as CWDP (Certified Workforce Development Professional). Familiarity with workforce information systems, job-matching platforms, and data analysis tools is typically required. Outstanding communication, relationship-building, and problem-solving skills help professionals connect with job seekers and employers effectively. These skills ensure successful program outcomes, foster community partnerships, and enable individuals to achieve employment and career growth.
What are the most commonly searched types of Workforce Development jobs in Kansas? The most popular types of Workforce Development jobs in Kansas are:
What are popular job titles related to Workforce Development jobs in Kansas? For Workforce Development jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Workforce Development jobs in Kansas look for? The top searched job categories for Workforce Development jobs in Kansas are:
What cities in Kansas are hiring for Workforce Development jobs? Cities in Kansas with the most Workforce Development job openings:
Workforce Development jobs near you
Human Resource Business Partner

Human Resource Business Partner

Conco, Inc.

Wichita, KS • On-site

Full-time

Posted 6 days ago

Job description

Position Summary
The Human Resources Business Partner (HRBP) serves as a trusted partner to field and operational leaders, helping attract, hire, develop, and retain a high-performing workforce. This role is responsible for full-cycle recruiting, onboarding, employee relations, performance management, and day-to-day HR support. The HRBP works closely with craft leadership and supervisors to proactively identify workforce needs, solve employee issues, and ensure a positive and productive employee experience.
The ideal HRBP candidate is highly organized, proactive, relationship-driven, and capable of balancing multiple priorities in a fast-paced construction environment. This individual must demonstrate strong judgment, initiative, and the ability to influence leaders while maintaining a high degree of professionalism and confidentiality.
Key HRBP Responsibilities
Talent Acquisition & Workforce Planning
  • Lead full-cycle recruiting efforts for craft, field, and office positions.
  • Develop and execute recruiting and attraction strategies to build candidate pipelines.
  • Partner proactively with Craft Managers and operational leaders to anticipate workforce needs.
  • Build relationships with trade schools, workforce development organizations, industry associations, and community partners.
  • Coordinate interviews, candidate evaluations, hiring decisions, and offer processes.
  • Monitor recruiting metrics and recommend improvements to hiring effectiveness and overall recruiting efficiency.

Onboarding & Employee Experience
  • Manage pre-employment processes, onboarding, and new hire orientation.
  • Ensure a positive and engaging onboarding experience for all new employees.
  • Conduct and coordinate 45-day and 90-day employee reviews.
  • Partner with supervisors to support employee integration, development, and retention.
  • Assist with employee recognition and engagement initiatives.

Employee Relations & Performance Management
  • Serve as the primary HR resource for supervisors and employees regarding workplace issues and employee concerns.
  • Coach supervisors on employee relations, performance management, communication, and leadership practices.
  • Conduct investigations and assist with conflict resolution.
  • Prepare and review corrective actions, written warnings, performance improvement plans, and related documentation.
  • Ensure consistent application of company policies and employment practices.
  • Maintain employee records and documentation in accordance with company standards and legal requirements.

Performance & Talent Development
  • Coordinate and support the annual performance review process.
  • Assist supervisors in establishing development plans and performance expectations.
  • Identify training and development opportunities to improve employee performance and engagement.
  • Support succession planning and workforce development initiatives.

HR Operations & Partnership
  • Build and maintain strong working relationships with field leadership and supervisors.
  • Act as a liaison between employees and management to promote communication and collaboration.
  • Prioritize and manage competing demands while maintaining responsiveness and attention to detail.
  • Support HR initiatives, projects, and process improvements that enhance organizational effectiveness.
  • Assist with policy administration and employment law compliance.
  • Other duties as assigned

HRBP Qualifications
Required
• Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent combination of education and experience considered.
• 3-7 years of progressive Human Resources experience with a strong emphasis on recruiting, employee relations, and performance management.
• Proven ability to build trusted relationships and effectively partner with employees, supervisors, and operational leaders at all levels of the organization.
• Demonstrated success managing multiple priorities, deadlines, and competing demands in a fast-paced environment.
• Strong organizational skills with exceptional attention to detail and follow-through.
• Ability to exercise sound judgment, maintain confidentiality, and handle sensitive employee matters with professionalism and discretion.
• Experience addressing employee relations issues while ensuring compliance with employment laws, company policies, and HR best practices.
• Strong sourcing and recruiting skills, including the ability to identify, engage, and influence passive candidates.
• Excellent written, verbal, and interpersonal communication skills.
• Proficiency with HRIS systems, applicant tracking systems, and Microsoft Office applications.
• Collaborative, team-oriented mindset with a strong customer service approach.
• Ability to work flexible hours as needed to support recruiting events, orientations, field operations, and business demands.
Preferred
• Experience supporting construction, manufacturing, industrial, or other field-based workforces.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification, or willingness to obtain certification.
• Experience conducting workplace investigations, conflict resolution, and performance coaching.
• Strong critical thinking, problem-solving, and decision-making skills.
• Exceptional listening skills with the ability to navigate difficult conversations effectively.
• Proven ability to influence leaders, drive accountability, and support organizational objectives through HR partnership.
• Track record of developing recruiting, retention, and workforce planning strategies that support business growth.
• Bilingual (English/Spanish) proficiency preferred; candidates with demonstrated ability to communicate effectively with Spanish-speaking employees are highly encouraged to apply.
Working Conditions
• Office environment
• Work is primarily performed Monday through Friday with a consistent schedule; but may work some unusual hours as needed for travel and to attend events.
Physical Requirements
• Mostly sedentary, sitting at a desk within an office environment. Frequently required to reach with hands and arms, view a PC monitor, talk and hear. Occasionally required to stand, walk, stoop, or kneel.
• May at times lift and/or move up to 20 pounds.

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