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Workforce Development Jobs in Webster, NY (NOW HIRING)

onsemi

Post Fab Manufacturing Director

Hopewell, NY · On-site

Establish clear expectations for operational performance, workforce development, and employee engagement. * Develop future leaders through coaching, accountability, and structured development plans.

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How much do workforce development jobs pay per year?

As of Aug 7, 2026, the average yearly pay for workforce development in Webster, NY is $60,599.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,000.00 and $78,500.00 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 Webster, NY look for? The top searched job categories for Workforce Development jobs in Webster, NY are:
What cities near Webster, NY are hiring for Workforce Development jobs? Cities near Webster, NY with the most Workforce Development job openings:
Workforce Development jobs near you
Infographic showing various Workforce Development job openings in Webster, NY as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $60,599 per year, or $29.1 per hour.

Post Fab Manufacturing Director

onsemi

Hopewell, NY • On-site

Full-time

Posted 10 days ago

Onsemi rating

8.3

Company rating: 8.3 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

Job description


Job Summary
The Manager, Post-Fab Operations is responsible for leading and managing all aspects of Post-Fab manufacturing operations within the East Fishkill manufacturing site. This role ensures that Post-Fab performance meets the company's safety, quality, delivery, cycle time, and cost objectives while driving continuous improvement in operational efficiency, workforce capability, training effectiveness, and manufacturing execution.
The Manager will lead a team of Shift Managers responsible for technicians and operators across a 24x7 manufacturing environment. This role is accountable for establishing and sustaining an operating model that mirrors the discipline, rigor, and execution standards of a high-performing semiconductor wafer fabrication facility. The successful candidate will ensure every shift operates with clear priorities, robust standard work, effective communication, strong training systems, and a relentless focus on output attainment, safety, and operational excellence.
Other than machine-to-machine transport, Post-Fab is expected to operate with the same core manufacturing model as the fab: clear shift ownership, measurable output plans, defined escalation paths, disciplined pass-downs, documented standard work, robust training and certification, safety rigor, and data-driven problem solving.
This position is based in East Fishkill, NY and requires full-time on-site presence.
Responsibilities
Key Responsibilities Leadership and Management
  • Lead and develop a team of Shift Managers responsible for Post-Fab operations across all shifts.
  • Build a strong culture of safety, accountability, teamwork, and continuous improvement.
  • Establish clear expectations for operational performance, workforce development, and employee engagement.
  • Develop future leaders through coaching, accountability, and structured development plans.
  • Drive ownership and urgency throughout the organization to ensure issues are resolved quickly and effectively.

Manufacturing Operations Ownership
  • Own day-to-day Post-Fab manufacturing execution across all shifts.
  • Ensure consistent achievement of output, quality, cycle time, and productivity objectives.
  • Establish a true 24x7 operating model with strong shift-to-shift communication and seamless execution across crews.
  • Drive rapid response and recovery actions when performance deviates from plan.
  • Ensure staffing, skill coverage, and workforce readiness align with business requirements.
  • Lead daily management systems that provide visibility to operational performance and enable rapid problem resolution.

Fab-Like Operating Model
  • Implement and sustain the same operating discipline expected in the fab, adapted to Post-Fab process flow and equipment constraints.
  • Ensure each shift runs with clear priorities, measurable output plans, trained staffing, and accountable ownership of results.
  • Drive standard shift reviews, visual management, escalation discipline, action tracking, and performance recovery routines.
  • Reduce shift-to-shift variation in execution, decision making, pass-down quality, and issue closure.
  • Strengthen operational rigor around starts, moves, holds, dispatching, batching, staffing, and recovery planning.
  • Create a manufacturing culture where every shift owns output, safety, quality, staffing, training, and execution.

Output and Shift Performance
  • Ensure every shift operates to a defined output plan with clear performance expectations.
  • Drive disciplined management of WIP movement, bottlenecks, batching opportunities, and operational constraints.
  • Minimize avoidable holds, waiting time, idle time, missed moves, and execution losses.
  • Improve operational predictability through effective dispatching, staffing, and shift execution practices.
  • Establish accountability for meeting daily, weekly, and monthly production commitments.
  • Drive recovery plans whenever shift output is projected to miss commitment.

Training and Workforce Development
  • Own and continuously improve training, certification, and qualification systems for technicians and operators.
  • Establish workforce skills matrices and development plans to ensure capability depth across all shifts.
  • Drive cross-training initiatives that improve flexibility and operational resilience.
  • Ensure training requirements are clearly defined, tracked, and maintained.
  • Develop workforce continuity and succession plans to support long-term business needs.
  • Develop Shift Managers into strong operational leaders capable of coaching teams, reinforcing standards, and driving results.

Standard Work and Documentation
  • Ensure all operational activities are supported by documented and controlled procedures.
  • Drive compliance with standard work and operational best practices.
  • Establish systems for procedure development, revision control, training linkage, and periodic review.
  • Ensure lessons learned and corrective actions are incorporated into operational procedures.
  • Reduce shift-to-shift variation through standardized execution methods and documentation.
  • Ensure all operational procedures remain current, effective, and audit ready.

Safety and Compliance
  • Maintain a strong safety culture with full adherence to environmental, health, and safety requirements.
  • Ensure operational procedures clearly define safety requirements and risk controls.
  • Lead investigations and corrective actions related to safety incidents, near misses, and procedural deviations.
  • Drive proactive identification and elimination of safety risks.
  • Reinforce personal ownership and accountability for safe operations across all shifts.

Quality and Operational Excellence
  • Ensure manufacturing activities comply with company quality standards and customer requirements.
  • Drive reduction of operational scrap, rework, and process escapes.
  • Lead structured problem-solving activities to address recurring operational issues.
  • Champion continuous improvement initiatives focused on productivity, cycle time, and operational efficiency.
  • Utilize data-driven decision making to improve operational performance.
  • Create systems that deliver sustainable performance rather than relying on individual heroics.

5S, Cleanliness, and Audit Readiness
  • Implement and sustain 5S principles throughout all Post-Fab operating areas.
  • Ensure operational areas are maintained in a clean, organized, and audit-ready condition.
  • Drive compliance with cleanliness standards and contamination control requirements.
  • Maintain operational documentation and records necessary to support internal and external audits.
  • Ensure continuous readiness for customer, regulatory, and corporate audits.

Project Management
  • Lead cross-functional operational projects that improve output, cycle time, staffing effectiveness, training systems, documentation, safety, and productivity.
  • Support new product introductions, technology transfers, manufacturing ramps, equipment changes, and capacity-related initiatives from an operations readiness perspective.
  • Coordinate action plans with clear owners, due dates, deliverables, and escalation paths to ensure execution commitments are met.
  • Ensure project outcomes are embedded into standard work, training plans, procedures, and daily management routines.

Strategic Planning
  • Develop long-term strategies to improve operational capability, workforce readiness, and manufacturing productivity.
  • Identify opportunities to improve capacity utilization, staffing effectiveness, cycle time, output predictability, and operational efficiency.
  • Lead initiatives that strengthen workforce capability, shift coverage, succession readiness, and organizational resilience.
  • Support site objectives for cost reduction, productivity improvement, and sustainable output growth.
  • Develop operating systems that sustain improvements and reduce reliance on firefighting.

Cross-Functional Execution
  • Partner effectively with Engineering, Maintenance, Planning, Quality, Industrial Engineering, Facilities, and EHS organizations.
  • Ensure support organizations understand operational priorities and manufacturing requirements.
  • Lead cross-functional actions required to remove barriers to output and operational performance.
  • Support new product introductions, technology transfers, and manufacturing ramp activities.
  • Drive closure of operational issues through clear ownership, accountability, and follow-through.

Communication and Reporting
  • Provide regular updates to senior leadership on operational performance, workforce capability, and improvement initiatives.
  • Lead operational reviews focused on safety, output, quality, staffing, training, documentation, 5S, and productivity.
  • Ensure effective communication between shifts and across functional organizations.
  • Establish clear escalation processes that drive rapid issue resolution.
  • Communicate performance gaps with facts, recovery plans, owners, actions, and expected timing.

Qualifications
Education
  • Bachelor's degree in Engineering, Operations Management, Business, Manufacturing, or related field.

Experience
  • 10+ years of manufacturing operations experience.
  • 5+ years of leadership experience managing front-line leaders and manufacturing organizations.
  • Demonstrated success leading 24x7 manufacturing operations in a high-volume environment.
  • Experience managing technician and operator populations.
  • Experience implementing training systems, certification programs, and operational management systems.
  • Experience driving output attainment, operational discipline, standard work, and workforce capability across multiple shifts.

Salary: onsemi is excited to share the base salary range for this position is$164,800 to $296,600 exclusive of fringe benefits or potential bonuses.The final pay rate for the successful candidate will depend on geographic location, skills, education, experience, and/or consideration of the internal equity of our current team members. We also offer a competitive benefits package. https://www.onsemi.com/site/pdf/Benefits-Summary-USA.pdf
About Us
onsemi (Nasdaq: ON) is driving disruptive innovations to help build a better future. With a focus on automotive and industrial end-markets, the company is accelerating change in megatrends such as vehicle electrification and safety, sustainable energy grids, industrial automation, and 5G and cloud infrastructure. With a highly differentiated and innovative product portfolio, onsemi creates intelligent power and sensing technologies that solve the world's most complex challenges and leads the way in creating a safer, cleaner, and smarter world.
More details about our company benefits can be found here:
https://www.onsemi.com/careers/career-benefits
About the Team
We are committed to sourcing, attracting, and hiring high-performance innovators, while providing all candidates a positive recruitment experience that builds our brand as a great place to work.
onsemi is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, ancestry, national origin, age, marital status, pregnancy, sex, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, gender identity, gender expression, or any other protected category under applicable federal, state, or local laws.
If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Talent.acquisition@onsemi.com for assistance.

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