Workforce Development Manager

Salary: The salary range is $95,570 – $115,843.

The Workforce Development Manager leads initiatives across the employee lifecycle, from recruitment and onboarding to training, performance management, and retention. This role partners with managers and staff to ensure equitable hiring practices, smooth transitions, and clear development pathways. The Manager designs and delivers training programs, manages coaching and mentorship initiatives, oversees tuition reimbursement, and provides guidance on professional growth. Additionally, they monitor employee morale, conduct exit interviews, analyze feedback, and recommend improvements, while maintaining accurate records and ensuring compliance with organizational policies.

Include the following. Other duties may be assigned. This list is not exhaustive and may be supplemented.

• Collaborates with hiring committees to ensure recruitment and selection processes are equitable, efficient, and compliant with organizational policies.
• Conducts reference and background checks for prospective employees and communicates results to the Director of Human Resources.
• Oversees onboarding programs, partnering with managers to design onboarding plans for new hires and re-onboarding plans for employees who are promoted, transferred, or demoted. Ensures each employee has a clear development pathway and support during transitions.
• Organizes and facilitates new hire orientations.
• Supports supervisors in providing resources and guidance to new employees during their probationary period.
• Monitors probationary periods and ensures related forms and evaluations are submitted timely.
• Coordinates professional development trainings and programs by preparing materials, scheduling sessions, tracking participation, and evaluating effectiveness.
• Provides training to staff and management on human resources topics.
• Designs and manages the UFCW Managers’ Training Program.
• Manages coaching sessions and mentorship initiatives, offering guidance to employees and managers on professional growth and career development.
• Serves as a resource on professional development opportunities and escalates complex matters to the Director of Human Resources when appropriate.
• Develops and administers performance review processes for non-bargaining staff and assists managers in delivering constructive feedback and coaching.
• Oversees the tuition reimbursement program.
• Leads initiatives to monitor and improve employee morale, including conducting exit interviews and reviewing feedback to recommend organizational improvements.
• Researches the best practices in professional development, workforce morale, and employee learning, analyzing trends, evaluating effectiveness, and recommending improvements.
• Tracks and reports on staff development metrics and engagement program participation, preparing analyses for the Director of Human Resources.
• Maintains accurate records of onboarding, training, coaching, and engagement initiatives to ensure compliance and continuous improvement.
• Identifies critical positions and makes recommendations on appropriate succession planning.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills and/or abilities required. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Education and/or Experience

• At least seven years of progressively responsible experience in workforce development, training, or human resources; or five years of such experience combined with a bachelor’s degree.
• Experience coordinating training programs, recruitment and onboarding initiatives, and employee morale activities.
• Demonstrated ability to support staff development, coaching, and mentorship programs.
• Experience working in a unionized workplace preferred.

Computer/Software Skills

• Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
• Experience with HRIS or data management systems required. ADP proficiency preferred.
• Ability to analyze data, prepare…