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Workforce Development Jobs in Stamford, CT (NOW HIRING)

Per Scholas

Manager, Talent Solutions

New York, NY · On-site

Knowledge of workforce development * Experience with social media platforms * Data savvy and metrics orientation * Knowledge of Salesforce, learning management systems a plus Personal Characteristics

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All JobsWorkforce Development JobsWorkforce Development Jobs in Stamford, CT

Workforce Development information

See Stamford, CT salary details

$30.9K

$70.4K

$139.2K

How much do workforce development jobs pay per year?

As of Aug 8, 2026, the average yearly pay for workforce development in Stamford, CT is $70,402.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,300.00 and $91,200.00 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 job categories do people searching Workforce Development jobs in Stamford, CT look for? The top searched job categories for Workforce Development jobs in Stamford, CT are:
What cities near Stamford, CT are hiring for Workforce Development jobs? Cities near Stamford, CT with the most Workforce Development job openings:
Workforce Development jobs near you
Infographic showing various Workforce Development job openings in Stamford, CT as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 13% Part Time, 3% Temporary, and 5% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $70,402 per year, or $33.8 per hour.

Assistant Director of Training

Constructive Partnerships Unlimited

New York, NY • On-site

$100K/yr

Full-time

Posted 10 days ago

Job description

Job Brief
The Assistant Director of Training under the supervision of Director of Training is responsible for supporting the strategic planning, development, implementation, and evaluation of agency-wide training and workforce development initiatives.
Shift Worked:
Exempt 37.5
Weekly Hours:
37.5
FLSA Status:
Exempt
Pay range:
$100,000-$100,000
Position Summary
The Assistant Director of Training under the supervision of Director of Training is responsible for supporting the strategic planning, development, implementation, and evaluation of agency-wide training and workforce development initiatives. This position ensures compliance with all applicable federal, state, and local regulatory requirements while promoting organizational excellence, employee development, and person-centered service delivery.
The Assistant Director of Training collaborates with operational leadership across Intellectual and Developmental Disabilities (IDD), supportive housing, behavioral health, community-based services and other non-IDD programs to assess workforce training needs, develop competency-based learning programs, and maintain regulatory compliance.
The Assistant Director serves as a key member of the Learning and Development team and provides leadership in training operations, compliance monitoring, curriculum development, staff development initiatives, and training technology systems.
Essential Duties and Responsibilities
Training Administration and Leadership
  • Assist the Director of Training in developing, implementing, and evaluating the agency's comprehensive training and workforce development strategy.
  • Provide leadership, guidance, and supervision to Training Department personnel as assigned.
  • Assist in establishing departmental goals, objectives, and performance measures.
  • Coordinate agency-wide training initiatives to ensure consistency in instructional content and regulatory compliance.
  • Serve as a subject matter expert regarding training requirements, instructional methodologies, and adult learning principles.

Regulatory Compliance and Quality Assurance
  • Ensure training programs comply with applicable requirements of OPWDD, OMH, DHS, Justice Center, Medicaid, OSHA, and other applicable regulatory and funding agencies.
  • Monitor employee completion of mandatory training, certification requirements, and recertification deadlines.
  • Maintain systems for tracking regulatory compliance and workforce training requirements.
  • Participate in quality improvement initiatives related to staff competency, compliance outcomes, and service quality.
  • Collaborate with Quality Assurance and Compliance departments to identify trends and address areas of concern.

Learning and Development
  • Under the direction of the director - Design, develop, implement, and update curricula, instructional materials, online learning modules, and training resources.
  • Coordinate and facilitate new employee orientation programs.
  • Deliver instructor-led training programs for direct support professionals, supervisors, managers, and leadership staff.
  • Support organizational initiatives related to employee retention, workforce development, and culture building.

Learning Management System (LMS) Administration and electronic training records
  • Under the direction of the Director - Assist with administration, maintenance, and enhancement of the agency's Learning Management System (LMS).
  • Manage employee training records and electronic learning documentation.
  • Generate compliance and completion reports for operational leadership.
  • Collaborate with Information Technology to improve training technology solutions.

Non-IDD Program Responsibilities
  • Under the Direction of the Director -Partner with leadership of non-IDD programs, including DHS, behavioral health, Social Care Network, community outreach programs, and other human service programs, to identify workforce development needs.
  • Develop training curricula tailored to program-specific regulations and service delivery models.
  • Support staff development initiatives designed to improve quality outcomes and participant satisfaction across non-IDD programs.
  • Ensure training content reflects current regulations, industry standards, and organizational priorities.

Interdepartmental Collaboration
  • Partner with Human Resources to support onboarding, orientation, employee development, and performance improvement initiatives.
  • Collaborate with Program Operations, Clinical Services, Compliance, Quality Assurance, and Human Resources departments to identify and address training needs.
  • Participate in agency committees, strategic planning initiatives, and special projects.
  • Support agency growth, program expansion, accreditation efforts, and operational excellence initiatives.
  • All other related duties as assigned.

Qualifications
Education
Bachelor's degree in human services, Education, Organizational Development, Public Administration, Training and Development, Psychology, Social Work, or a closely related field required.
Master's degree preferred.
Experience
  • Minimum of 3 years of progressively responsible experience in staff development, workforce development, training, human services, healthcare, housing, or related fields.
  • Minimum of three (3) years' experience working within OPWDD /IDD certified programs ( required).
  • Experience with supportive housing, behavioral health, community-based services, or other non-IDD human service programs(preferred).
  • Experience/Exposure with Learning Management Systems and training data management (required).

Knowledge and Skills
  • Comprehensive knowledge of OPWDD regulations and service delivery systems.
  • Working knowledge of and human service regulatory environments.
  • Strong understanding of adult learning principles and instructional design.
  • Good presentation, facilitation, and public speaking abilities.
  • Strong project management and organizational skills.
  • Exceptional written, verbal, and interpersonal communication skills.
  • Advanced proficiency in Microsoft Office Suite and training management technologies.
  • Demonstrated ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Working Conditions
  • Occasional travel between residential programs, day services, supportive housing sites, community-based programs, and administrative locations (Within NYC).
  • Ability to conduct training in various program settings.
  • Not a remote position (occasional remote work-based on director's approval).

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