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Workforce Development Jobs in Wilmington, NC (NOW HIRING)

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Workforce Development information

See Wilmington, NC salary details

$27K

$61.5K

$121.6K

How much do workforce development jobs pay per year?

As of Aug 15, 2026, the average yearly pay for workforce development in Wilmington, NC is $61,502.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,600.00 and $79,700.00 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 Wilmington, NC?

The most popular types of Workforce Development jobs in Wilmington, NC are:

What job categories do people searching Workforce Development jobs in Wilmington, NC look for?

The top searched job categories for Workforce Development jobs in Wilmington, NC are:

What cities near Wilmington, NC are hiring for Workforce Development jobs?

Cities near Wilmington, NC with the most Workforce Development job openings:

Workforce Development jobs near you
Infographic showing various Workforce Development job openings in Wilmington, NC as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $61,502 per year, or $29.6 per hour.

Dean of Career and Technical Education

Cape Fear Community College

Wilmington, NC • On-site

Full-time

Posted 15 days ago

Job description

Location : Castle Hayne - North Campus, NC
Job Type: Full Time Staff
Job Number: 26-00075
Division: Career & Technical Education
Opening Date: 07/31/2026
Closing Date: 8/16/2026 11:59 PM Eastern
Position Description
DEFINITION:
The Dean of Career and Technical Education (CTE) is accountable for the strategic leadership, innovation, faculty and staff development, and operational management of the College's Career and Technical Education Division. The Dean provides vision and direction for workforce-aligned academic programs that prepare students for high-demand careers and support the economic development needs of the region.
This position leads the development, growth, and continuous improvement of CTE programs through collaboration with faculty, staff, industry partners, K-12 leaders, economic development organizations, and other external stakeholders. The Dean serves as a catalyst for innovation and organizational change, fostering a culture of excellence, responsiveness, and continuous improvement that supports student success, workforce readiness, and institutional strategic priorities.
The Dean is responsible for supervision and evaluation of faculty, staff, and direct reports; coordination of course scheduling and management of instructional workloads; budget development and management; enrollment growth strategies; program assessment and improvement; accreditation and regulatory compliance; curriculum development; and the cultivation of strategic partnerships that strengthen career pathways and ensure alignment with current and emerging industry needs
SUPERVISION RECEIVED AND EXERCISED:
  • Receives general supervision from the Vice President of EWD and CTE.
  • Exercises supervision over department's department chairs, faculty, program chairs and/or directors, and support staff.

Duties & Responsibilities (Essential Functions)
ESSENTIAL AND OTHER IMPORTANT FUNCTIONS STATEMENTS:
Essential and other important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
Strategic Leadership and Workforce Development
  • Provide strategic leadership for all Career and Technical Education programs, departments, and initiatives.
  • Lead the development and execution of division goals that align with the College's mission, strategic plan, workforce priorities, and regional economic development needs.
  • Forecast workforce trends, labor market demands, and emerging industry needs to guide program development, expansion, modification, and resource allocation.

  • Partner with Continuing Education leadership to develop and implement an integrated workforce development strategy that aligns short-term workforce training, industry credentials, apprenticeships, and curriculum pathways.

  • Champion innovation and continuous improvement across the division to ensure programs remain responsive to evolving technologies, industry standards, and workforce expectations.

  • Foster collaboration across curriculum and Continuing Education programs to create stackable credentials, expanded access points for learners, and clear pathways to employment and further education.

  • Lead organizational change initiatives that promote adaptability, collaboration, and excellence among faculty and staff.
Industry Engagement and Partnerships
  • Develop, strengthen, and maintain strategic partnerships with business, industry, workforce development boards, economic development organizations, and community stakeholders.
  • Serve as a liaison between the College and regional employers to ensure programs align with workforce needs and talent pipeline demands.
  • Facilitate advisory committee engagement and leverage employer feedback to support program quality, curriculum relevance, and student employment outcomes.

  • Collaborate with Continuing Education, workforce development agencies, and industry partners to identify emerging workforce needs and develop responsive training and educational solutions for employers.

  • Expand apprenticeships opportunities in coordination with the Career Services Department.
  • Represent the College in workforce and industry forums to advance institutional priorities and regional workforce initiatives.
Academic and Operational Leadership
  • Provide leadership for the planning, implementation, management, and evaluation of CTE programs and services.
  • Supervise, support, develop, and evaluate faculty, staff, and direct reports in accordance with College policies and procedures.
  • Coordinate department-wide scheduling, instructional assignments, and faculty workloads to support student access, enrollment growth, and program effectiveness.
  • Ensure programs maintain compliance with accreditation standards, state and federal regulations, licensure requirements, and applicable workforce credentialing agencies.
  • Oversee curriculum development, program reviews, assessment activities, and continuous improvement processes.
Enrollment Growth and Student Success
  • Lead initiatives designed to increase enrollment, retention, completion, certification attainment, and employment outcomes across the division.
  • Collaborate with enrollment operations, student services, and K-12 partners to strengthen recruitment, outreach, and career pathway development.
  • Support Career and College Promise (CCP), Cooperative Innovative High Schools (CIHS), apprenticeships, dual enrollment opportunities, and other workforce pathway initiatives.
  • Promote innovative instructional delivery methods, including online, hybrid, simulation-based, and competency-based learning models.
Fiscal and Resource Management
  • Develop, administer, and monitor department budgets to ensure responsible stewardship of institutional resources.
  • Pursue and support external funding opportunities, grants, and partnerships that advance workforce development and program growth.
  • Oversee facilities, equipment planning, technology investments, and capital improvement initiatives necessary to support high-quality technical education programs.
Institutional Effectiveness
  • Develop and monitor key performance indicators, institutional effectiveness objectives, and department outcomes.
  • Lead assessment efforts that drive data-informed decision making and continuous improvement.
  • Oversee the development of faculty and staff goals that support division, workforce, and institutional priorities.
  • Analyze enrollment, completion, employment, credential attainment, and labor market data to guide strategic planning and resource allocation.
Leadership Expectations
The Dean of Career and Technical Education is expected to be a visionary, collaborative, and transformational leader who:
  • Builds consensus and leads through change.
  • Cultivates strong relationships across academic, workforce, and community sectors.
  • Champions innovation and entrepreneurial thinking.
  • Promotes a culture of accountability, continuous improvement, and high performance.
  • Balances strategic vision with operational excellence.
  • Advocates for student success, workforce readiness, and economic mobility.

Qualifications
QUALIFICATIONS:
Knowledge of:
  • Workforce education, talent pipeline development, labor market analysis, and regional economic development strategies.
  • Organizational and management practices as applied to the planning, analysis and evaluation of programs, policies, and operational needs.
  • Budget development, fiscal management, and resource allocation principles.
  • Employer engagement strategies and the development of partnerships with business, industry, workforce development agencies, and community organizations.
  • Pertinent Federal, State and local laws, codes and regulations.
  • Principles of data-driven decision-making and predictive analytics.
  • Data analysis, institutional effectiveness measures, and the use of data to support planning and decision-making.
  • Current and emerging technologies impacting workforce preparation, technical education, and industry sectors served by the College.

Ability To:
  • Analyze problems; identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals.
  • Select, supervise, train, motivate and evaluate assigned staff.
  • Prepare and analyze administrative and statistical reports, statements, and correspondence.
  • Utilize digital platforms such as Ellucian Colleague, Informer, Ad Astra, and Acalog, to increase divisional productivity.
  • Maintain working knowledge of college's LMS.
  • Establish and maintain cooperative working relationships with those contacted in the course of work.
  • Interpret and apply CFCC goals, objectives, policies, procedures, rules, and regulations.
  • Maintain effective audio-visual discrimination and perception needed for:
  • Making observations
  • Reading and writing
  • Communicating with others
  • Operating assigned equipment
  • Handling varied tasks simultaneously

  • Maintain physical condition appropriate to the performance of assigned duties and responsibilities, which may include the following:

  1. Standing or sitting for extended periods of time
  2. Operating assigned equipment
  3. Handling varied tasks simultaneously
  4. Bending, stooping, climbing, or lifting up to 50 pounds

  • Maintain mental capacity, which allow the capability of:

  1. Making sound decisions
  2. Responding to questions
  3. Demonstrating intellectual capabilities

EXPERIENCE AND TRAINING GUIDELINES:
Minimum Education/Training:
  • Bachelor's degree from a regionally accredited institution in education, business, public administration, workforce development, a technical field, or a related discipline.

Minimum Experience:
  • Five (5) years of progressively responsible leadership experience in higher education, workforce development, business, industry, economic development, advanced manufacturing, skilled trades, technology, or a related field.
  • Demonstrated experience leading teams, managing budgets, and implementing strategic initiatives.
  • Experience developing partnerships with employers, community organizations, educational institutions, or other external stakeholders.

Preferred Education/Training, Experience, Skills:
  • Experience leading organizational change or strategic growth initiatives.

Supplemental Information
Special Instructions to Applicants:
This position REQUIRES UNOFFICIAL TRANSCRIPTS AND/OR TRAINING CERTIFICATIONS be submitted in addition to the application. Please have these documents ready to upload when applying.
Candidates are required to submit OFFICIAL TRANSCRIPTS for all degrees obtained prior to their first day of work or hire date. If highest level of education is High School diploma or equivalent, proof of completion is required.
Candidates who have obtained their education outside of the US and its territories must have their academic degree(s) validated, at their own expense, by an outside credential evaluation service as equivalent to the Baccalaureate or Master's degree conferred by a regionally accredited college or university in the United States.
To claim veterans' preference, all eligible persons shall submit a DD Form 214, Certificate of Release or Discharge from Active Duty, to Human Resources during the application process. Human Resources will verify eligibility.
STATEMENT OF NON-DISCRIMINATION
Cape Fear Community College, its faculty and staff, and the Board of Trustees are fully committed to the principles and practice of equal employment and educational opportunities. The College does not discriminate against applicants, students, or employees in any programs and activities provided on the basis of race, color, national origin, sex (including pregnancy and sexual orientation), gender (including gender identity and status as a transgender or transsexual individual), disability, religion, age, genetic information, veteran status or any other protected status as required by Title IX of the Educational Amendments of 1972, Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964 and any other applicable statutes and CFCC policies.
State of NC benefits
https://cfcc.edu/human-resources/current-employees/benefits/state-health-plan/

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