Workforce Placement, Retention, and Growth Manager; Internal

We’re creating a 21st-century humanitarian organization, and we’re looking for people who want to make real change in the world. Explore Alight's career opportunities worldwide.

Job Description

Job Family

US Enterprise

Job Function

Programs

Programs

Job Level

Level 3

Job Title

Workforce Placement, Retention, & Growth Manager

Pay Grade

Pay Grade BG-8

Reporting Line

Status

Full time, grant funded; continuation depends on funding. 40 hours a week. Weekday daytime hours, with regular evenings and some weekends, because classes run when participants can come.

Duty Station/Location

Minneapolis Hub

On-site, hybrid, remote

On-site, non-remote position (expected to work 80%
-100% in office , at community sites, or with employers )

Frequen t local travel to employer, training and community sites across the Twin Cities metro.

About Alight

Alight is a proximity-driven humanitarian organization that restores power and agency to people experiencing displacement. For nearly 50 years, we've walked alongside our customers, displaced communities, in some of the most challenging and complex places in the world. We center the choices, dignity and lived experience of the people we serve, even when it complicates the work.

Alight's purpose is to inspire and unleash abundance in every person. Our mission is to build a meaningful life for and with the displaced: not just meeting basic needs, but building lives filled with joy, dignity and connection. We co-create solutions hand in hand with the communities we serve, because they know best what they need.

About the U.S. Enterprise team

Alight U.S. connects New Americans in the Twin Cities to the networks, resources and knowledge they need to navigate employment, education and other U.S. systems. We serve all New Americans: anyone born outside the United States, and their children.

The Role

The Workforce Placement & Retention Manager is accountable for one journey: a New American job seeker completes a training that fits their goals, gets a job, and keeps it for at least 90 days.

The training can be short, like completing one digital literacy assessment and earning a certificate. It can be more involved, like earning a PCA certificate. Or it can be a training Alight hasn't started yet. Our trainings will keep changing, and the journey stays the same.

This manager leads a team of four Employment & Career Pathways Guides who do this work every day, and is a working manager. With a team this size, the manager also carries their own caseload, runs job readiness and hiring events, and works directly with job seekers and employers.

Alight's employment work is funded by several state and federal grants, and the mix will change over time. The team doesn't sort people by grant. For every job seeker, the manager makes sure the team knows:

• which programs the person qualifies for
• what enrollment paperwork to complete
• where to record case notes so every funder sees the person's progress

No New American job seeker is ever turned away because someone is unsure which program they fit.

• Own the team's targets for training completion, job placement and 90-day retention, as set with the Program Portfolio Lead. Turn them into monthly goals for the team and for each guide.
• Make sure every job seeker is connected to a training that fits their interest, and moves from training into job search without a gap.
• Run a weekly pipeline review with the team. Know who is in training, who is job-ready, who is interviewing, who was placed, and who is between day 1 and day 90 of a new job. Act when someone stalls.
• Build and maintain a working list of current job openings and hiring managers. Match job seekers to openings that fit their skills, schedule, transportation and childcare.
• Make sure placements meet job quality requirements (for example wage and hours), and that placement details are verified and documented.
• Make sure every placed participant is contacted at least monthly through day 90, and the employer too when possible. Step in early when a job is at risk, including culturally informed problem-solving between the new hire and their supervisor.
• Lead group job readiness and application events: applications, mock interviews and honest expectation-setting about the jobs people are applying for.
• Work with the Workforce Design & Implementation Lead (Track lead 2+4) when necessary to create and implement…