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Workforce Development Jobs in Indianapolis, IN (NOW HIRING)

State of Indiana

Compliance Specialist

Indianapolis, IN · On-site

$47K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Indiana Department of Workforce Development (DWD): Our mission is to develop a premier workforce that will allow Indiana employers to flourish and entice businesses from outside our state ...

State of Indiana

Compliance Specialist

Indianapolis, IN

$47K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Indiana Department of Workforce Development (DWD): Our mission is to develop a premier workforce that will allow Indiana employers to flourish and entice businesses from outside our state ...

Ivy Tech

Associate Director, Heartland BioWorks

Indianapolis, IN · On-site

$51K - $58K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Workforce & Training Program Development * Demonstrated ability to design, implement, and scale skills-based training programs aligned with industry-defined competencies. * Experience integrating ...

Ivy Tech

Associate Director, Heartland BioWorks

Indianapolis, IN · On-site

$51K - $58K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Workforce & Training Program Development * Demonstrated ability to design, implement, and scale skills-based training programs aligned with industry-defined competencies. * Experience integrating ...

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Showing results 41-60

All JobsWorkforce Development JobsWorkforce Development Jobs in Indianapolis, IN

Workforce Development information

See Indianapolis, IN salary details

$27.7K

$63.1K

$124.7K

How much do workforce development jobs pay per year?

As of Aug 13, 2026, the average yearly pay for workforce development in Indianapolis, IN is $63,086.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,600.00 and $81,700.00 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 Indianapolis, IN? The most popular types of Workforce Development jobs in Indianapolis, IN are:
What are popular job titles related to Workforce Development jobs in Indianapolis, IN? For Workforce Development jobs in Indianapolis, IN, the most frequently searched job titles are:
What job categories do people searching Workforce Development jobs in Indianapolis, IN look for? The top searched job categories for Workforce Development jobs in Indianapolis, IN are:
What cities near Indianapolis, IN are hiring for Workforce Development jobs? Cities near Indianapolis, IN with the most Workforce Development job openings:
Workforce Development jobs near you
Infographic showing various Workforce Development job openings in Indianapolis, IN as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $59,181 per year, or $28.5 per hour.

Human Resources Manager

Kimball Electronics

Indianapolis, IN • On-site

Full-time

Medical, Retirement

Posted 21 days ago

Job description

We are committed to providing reasonable accommodations for individuals with disabilities in our job application process. If you need assistance or an accommodation during the application or recruitment process due to a disability, you may contact us at KEIrecruiting@kmbl.com. We will treat all requests for accommodations discreetly.
*Note: There is no Visa sponsorship being offered for this position.
Kimball Solutions does not accept agency resumes. Please do not forward resumes to any recruiting alias or employee. Kimball Solutions is not responsible for any fees related to unsolicited resumes.
About
This onsite, leadership position will report to the General Manager. This is a strategic HR leadership position supporting our regulated contract medical device manufacturing site in Indianapolis. You will serve as a key member of the plant leadership team aligning people strategies with business objectives while fostering a culture focused on engagement, accountability, continuous improvement, and operational excellence.
Your benefits start day 1 as we offer excellent health coverage, 401K with company match and other ancillary coverages to fit your needs.
Position Overview
The HR Manager will serve as a trusted advisor to leaders and employees, driving talent acquisition, employee relations, leadership development, workforce planning, organizational effectiveness, compensation programs, succession planning, and employee engagement initiatives across the Indianapolis facility.
Key Responsibilities
Strategic HR Leadership
  • Partner with plant leadership to develop and execute workforce strategies that support business growth.
  • Lead talent management, succession planning, and organizational development initiatives.
  • Develop and implement workforce planning strategies to meet future staffing and capability needs.
  • Serve as a strategic advisor to leaders on people-related decisions.

Employee Relations & Culture
  • Foster a positive, high-performance work environment aligned with Kimball Solutions Guiding Principles.
  • Coach leaders in performance management, employee development, conflict resolution, and engagement.
  • Lead investigations and resolution of employee relations matters.
  • Champion employee engagement and culture-building initiatives.

Talent Acquisition & Workforce Development
  • Develop recruiting strategies to attract high-quality talent.
  • Build partnerships with schools, workforce development organizations, and community resources.
  • Oversee onboarding programs that support successful employee integration and retention.
  • Lead leadership development and career growth initiatives.

Compensation, Benefits & HR Operations
  • Manage compensation planning, salary administration, and market benchmarking activities.
  • Support benefits administration and employee communication efforts.
  • Utilize HR analytics and workforce data to drive informed business decisions.
  • Ensure effective utilization of HR systems and processes.

Compliance & Risk Management
  • Ensure compliance with all applicable employment laws and regulations.
  • Maintain HR policies, procedures, and employment practices.
  • Support audits, inspections, and regulatory requirements as needed.
  • Promote workplace safety and foster a culture of accountability and compliance.

Leadership & Team Development
  • Lead and develop site HR staff.
  • Build strong cross-functional relationships throughout the organization.
  • Drive continuous improvement efforts within HR processes and services.

Basic Background Requirements
  • 7+ years of progressive HR experience within a manufacturing environment, including leadership responsibilities.
  • Proven experience partnering with senior leaders on business and workforce strategies.
  • Experience with talent acquisition, employee relations, compensation, and organizational development.
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
  • Strong knowledge of employment laws and HR best practices.
  • Exceptional leadership, coaching, and relationship-building skills.
  • Strong analytical and problem-solving capabilities.
  • Experience using HRIS systems (Workday), workforce analytics, and Microsoft Office applications.
  • Ability to influence at all levels of the organization.

Key Performance Objectives
Short Term: (0 to 3 months)
  • Learn about Kimball Vision and Guiding Principles.
  • Build strong partnerships with leaders and community organizations.
  • Learn KEIND Quality System and SOP requirements.

Midterm: (3 to 6 months)
  • Strengthen leadership development and succession planning programs.
  • Improve workforce planning and recruiting effectiveness.
  • Utilize data-driven decision-making to support organizational growth.

Long Term: 6-12 months +
  • Implement changes or enhancements.
  • Expand teamwork; maximize Kimball as the employer of choice.
  • Execute on the training and development opportunities for the site.

Don't meet every single requirement? Studies have shown underrepresented groups are less likely to apply to jobs unless they meet every single qualification. At Kimball Solutions we are dedicated to building a diverse and inclusive work environment. If you think you might be a good fit for a role but don't necessarily meet every requirement, we encourage you to apply. You may be the right candidate for this role or other roles!
We're proud to be an equal opportunity employer and consider qualified applicants without regard to race, color, religion, sex, national origin, ancestry, age, genetic information, sexual orientation, gender identity, marital or family status, veteran status, medical condition or disability or any other characteristic protected by applicable federal, state, or local law.We will consider for employment qualified candidates with arrest and conviction records, consistent with applicable law (including, for example, the San Francisco Fair Chance Ordinance for roles based in San Francisco).

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