Workforce Development Jobs Jobs in Usa

Why This Role Matters-

At Emery Sapp & Sons (ESS), building a strong workforce doesn’t start on the jobsite—it starts long before. The Workforce Development Coordinator plays a critical role in introducing the next generation of builders to ESS and the heavy civil construction industry.

This role is on the front lines of workforce recruitment and outreach—showing up in schools, classrooms, career fairs, and communities to spark interest, build relationships, and create early connections to ESS careers. By maintaining a consistent, professional, and engaging presence in targeted talent markets, this role helps ensure ESS has a healthy pipeline of future employee-owners ready to grow with the company.

Position Overview-

Reporting to the Workforce & Industry Outreach Manager, the Workforce Development Coordinator executes ESS’ recruitment outreach and pipeline development efforts across schools, community organizations, and workforce partners. Working in a merit shop heavy civil construction environment, this role partners closely with Talent Acquisition, Human Resources, Marketing, Operations, and Safety to align outreach activity with current and future hiring needs.

This position serves as the FACE of ESS at external workforce events—delivering presentations, attending career fairs, coordinating site tours, and maintaining consistent partner communication to maintain positive industry relationships and generate qualified candidate interest and warm leads.

Helpful insight: This role is focused on external recruitment outreach and talent pipeline development. Technical recruiting or delivery of internal employee training programs sits outside of the scope of this role.

What You’ll Own-

School & Community Outreach

· Serve as the primary ESS representative at high schools, trade schools, technical colleges, universities, and community events.

· Deliver engaging presentations on heavy civil construction careers, career paths, internships, and entry-level opportunities.

· Build and maintain relationships with counselors, instructors, program directors, and community leaders to support long-term workforce pipelines.

· Coordinate and support jobsite tours, classroom visits, and experiential learning opportunities when appropriate.

Talent Pipeline & Partnership Support

· Support and maintain partnerships with schools, workforce boards, industry associations, and community organizations.

· Manage ongoing communication with partners, including event planning, follow-ups, and next-step coordination.

· Identify new outreach opportunities aligned with geographic priorities and workforce needs.

· Serve as a consistent point of contact to ensure ESS remains visible, responsive, and reliable to partners.

Recruiting Events & Candidate Engagement

· Plan and support recruiting activities such as career fairs, hiring events, school visits, and community programs.

· Collect candidate leads, conduct basic interest and fit screening, and coordinate warm handoffs to Talent Acquisition.

· Ensure timely follow-up with candidates and partners to maintain engagement and momentum.

· Support internship and early-career pipeline activity as directed.

Internship Program Sourcing & Support

· Support internship recruiting efforts by collecting, organizing, and tracking intern applications and resumes.

· Assist with initial candidate screening, interview scheduling, and coordination with hiring managers.

· Maintain accurate intern candidate pipelines and status updates across operations and regions.

· Coordinate logistics for intern interviews, onboarding touchpoints, and communications.

· Serve as a point of contact for intern candidates throughout the recruiting process, ensuring a professional and engaging experience.

· Partner closely with the Workforce & Industry Outreach Manager to ensure timelines, documentation, and operational leadership needs are met.

Coordination, Tracking & Reporting

· Track outreach activity and results, including events attended, contacts made, leads generated, and conversion outcomes.

· Maintain organized records of partner contacts, event calendars, presentations, and outreach materials.

· Provide regular updates and insights to the Workforce & Industry Outreach Manager to support planning and resource allocation.

Employer Brand & Communication

· Partner with Marketing to support recruitment messaging, presentations, and materials used for outreach and events.

· Ensure all public-facing communication reflects ESS values, safety standards, culture, and employee-owner mindset.

· Help deliver engaging, on-brand activations at workforce events that represent ESS professionally and authentically.

What Success Looks Like-

· ESS maintains a consistent, professional presence in priority schools and communities.

· Strong relationships exist with counselors, instructors, and workforce partners.

· Candidate leads are generated regularly and handed off smoothly to Talent Acquisition.

· Outreach activity is well-organized, tracked, and communicated.

· Intern candidates experience a smooth, organized recruiting process.

· ESS’ employment brand is represented accurately, consistently, and engagingly.

· Internal teams view this role as dependable, proactive, and well-aligned with hiring needs.

What You’ll Bring to the Role-

· 3+ years of experience in recruiting, workforce outreach, campus recruiting, community engagement, or a related field.

· Preferred exposure to construction, skilled trades, manufacturing, or industrial environments.

· Strong public speaking and presentation skills; comfortable engaging students, educators, and community groups.

· Proven ability to build relationships and maintain partnerships over time.

· Highly organized with strong follow-through and attention to detail.

· Ability to manage multiple events, schedules, and stakeholders simultaneously.

· Proficiency with Microsoft Office; familiarity with HRIS or ATS tools is a plus.

· Willingness to travel regionally and work occasional evenings or weekends for events.

· A professional, approachable, field-first mindset.

* MUST BE ABLE TO TRAVEL*

Work Environment-

· Office-based with frequent travel to schools, community organizations, and recruiting events.

· Fast-paced, field-driven environment requiring collaboration across HR, Marketing, Operations, and Safety.

· Flexible schedule based on event and outreach needs.

Why ESS?

Emery Sapp & Sons is 100% employee owned. When we win, everyone wins. We build critical infrastructure—and we invest just as intentionally in the people who build it.

At ESS, you’ll find:

· Employee ownership from day one. · A company committed to safety, development, and long-term careers. · Help introduce the next generation to meaningful, hands-on work in the heavy civil industry. · Make a direct impact on the future workforce of ESS.

We don’t just build projects—we build careers, strengthen communities, and invest in the next generation of builders.

Licensed Clinical Social Worker (LCSW)

New York City (Multiple Locations) | Full-Time

Salary: $85,000 – $92,000

A respected New York City nonprofit healthcare organization is seeking a Licensed Clinical Social Worker (LCSW) to support youth and young adults participating in workforce development programs focused on careers in healthcare.

This role provides trauma-informed support, counseling, and workshops to program participants while collaborating with staff to ensure individuals receive the support needed to succeed in training and employment programs.

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  Facilitate trauma-informed workshops and group sessions

  
  
  
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  Provide one-on-one support and referrals to social services

  
  
  
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  Collaborate with program staff to support participant success

  
  
  
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  Conduct community outreach and track program outcomes

  
  
  
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  Maintain documentation and reporting requirements

  
  
  

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  NYS Licensed Clinical Social Worker (LCSW)

  
  
  
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  Master’s degree in Social Work

  
  
  
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  Experience working with youth or underserved populations preferred

  
  
  
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  Strong communication and organizational skills

  
  
  
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  Ability to travel to multiple NYC program sites

  
  
  
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  Flexibility for some evening or weekend hours

  
  
  

Salary Range: $85,000 – $92,000

This is an opportunity to make a meaningful impact supporting young adults pursuing careers in healthcare while promoting mental health and community development.

#AC1

#ACP

 

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
 

The Nursing Workforce Program Manager leads and coordinates nursing workforce initiatives that strengthen recruitment, pipeline development, and retention through strategy, data-driven execution, and cross-functional partnership. The role serves as a key liaison between Nursing and Talent Acquisition, providing nursing subject-matter expertise to calibrate screening criteria and routinely review applicant pools/resumes to ensure qualified candidates are advanced. The position supports high-quality selection practices by guiding nursing leaders on interviewing standards, consistent evaluation processes, and candidate experience. The role also partners closely with Marketing and Communications, HR, and Nursing and Patient Care Services (NPCS) leaders to develop and execute recruitment messaging, campaigns, and event strategy; builds external relationships (including schools of nursing); represents Nursing at recruiting events; and tracks hiring/retention outcomes and ROI to continuously improve workforce strategies.

Primary Duties and Responsibilities:

Nursing workforce strategy and planning:
• Partner with Nursing leadership and Talent Acquisition (TA) to define nursing workforce priorities (e.g., specialty areas, hard-to-fill roles, growth plans) and translate them into an integrated recruitment and retention plan aligned to operational needs and institutional policies.
TA partnership and applicant review:
• Provide nursing subject matter expertise across the recruitment lifecycle through role/intake calibration, clarification of required licensure/specialty experience, and ongoing alignment on screening criteria. Routinely review applicant pools and resumes with TA to assess nursing qualifications, calibrate quality of candidate slates, and support timely advancement of appropriate candidates.
Selection process quality and hiring manager enablement:
• Guide nursing leaders/managers on interviewing best practices and consistent selection processes (e.g., structured interviews, equitable evaluation, documentation expectations). Support development and adoption of interview guides and selection criteria, and help remove process barriers that impact candidate flow, timeliness, and decision quality.
Recruitment strategy, events, and Nursing representation:
• Co-develop nursing recruitment strategies with TA and collaborate with Marketing/Communications, HR, and NPCS to plan and execute recruitment events and outreach (e.g., job fairs, conferences, open houses, targeted campaigns). Attend and represent Nursing at key internal/external recruiting events, ensuring coordinated nursing participation, consistent messaging, and effective post-event follow-up.
Pipeline development and academic partnerships:
• Build and maintain relationships with schools of nursing, internal partners (e.g. workforce development) and external workforce partners to strengthen early-career and specialty pipelines (e.g., student placements, externships, residencies/transition programs in coordination with Nursing education partners). Track pipeline outcomes and conversion and recommend adjustments based on performance and workforce demand.
Retention integration and career pathways:
• Collaborate with Nursing leaders and HR partners to inform and strengthen nursing career pathways, internal mobility, and advancement supports. Ensure retention insights inform recruitment messaging, pipeline focus, and targeted retention interventions.
Workforce analytics, metrics, and ROI:
In collaboration with HR/TA analytics as applicable, develop and monitor dashboards and report for hiring and retention outcomes (e.g., applicant-to-interview conversion, offer acceptance, time-to-fill trends by specialty, early turnover, event outcomes). Evaluate the effectiveness and ROI of workforce initiatives, remain current on multigenerational workforce and labor market trends, and recommend evidence-informed improvements.

Knowledge, Skills and Abilities:

• Knowledge of nursing roles, specialty practice areas, and common qualification requirements that affect nurse hiring (e.g., licensure, acute care experience, oncology/infusion experience, scheduling models, shift coverage needs).
• Demonstrated ability to evaluate nursing resumes/applicant profiles and distinguish required vs. preferred experience; ability to calibrate screening criteria with TA and hiring leaders.
• Working knowledge of recruitment process standards and selection best practices, including structured interviewing, equitable evaluation, and candidate dispositioning/documentation expectations.
• Ability to coach and influence nursing managers and TA partners to improve process quality, timeliness, and consistency without direct authority.
• Demonstrated ability to build, nurture, and sustain productive relationships across disciplines and levels, both internally and externally (e.g., Nursing, Talent Acquisition, HR, Marketing/Communications, academic partners, and professional associations), serving as an effective representative of the Nursing department and modeling Dana-Farber’s core values in all interactions.
• Strong program/project management skills, including planning, execution, stakeholder alignment, and managing multiple concurrent priorities.
• Ability to plan and execute recruitment events and outreach, including coordinating logistics, nursing participation, materials, and post-event tracking/follow-up.
• Strong analytical skills, including defining and monitoring metrics, interpreting trends, and translating insights into actionable recommendations; ability to assess program effectiveness and ROI.
• Excellent written and verbal communication skills, including the ability to synthesize information for leaders and create clear guidance for diverse stakeholders.
• High degree of discretion and integrity in handling sensitive applicant and workforce information.
• Proficiency with common business tools (e.g., Excel, PowerPoint) and comfort working with Applicant Tracking System outputs and HR/workforce data sources.

Minimum Job Qualifications:

Bachelor's degree in Nursing required.  Master's degree in Nursing preferred.   5 years of progressive experience in nursing workforce initiatives, recruitment strategy/program management, and talent programs required.  Experience with retention programs and partnering with Talent Acquisition is preferred. Management experience preferred. 

License/Certification/Registration Required:

Licensed as a Registered Nurse in the Commonwealth of Massachusetts, or the State of New Hampshire, as appropriate required.  Professional nursing or human resources certification preferred.

Supervisory Responsibilities:

None

Patient Contact:

None

Special Working Conditions:

• This position operates in a hybrid work environment, with a combination of on-site and remote work (On-site two to three days per week). On-site presence is expected based on operational needs, including participation in meetings, recruitment events, and other Nursing and HR stakeholder activities.
• Periodic travel is required to attend and support recruiting, outreach, and exhibiting events, which may occur outside of standard business hours.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.  

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).

About Volta Foundation

Join us at Volta Foundation, a pioneering nonprofit organization at the forefront of the global battery and energy storage ecosystem. With a vibrant network of 75,000 professionals, we are a nexus for thought leadership, collaboration, and growth in the industry. Through our diverse array of open-access events, publications, industry reports, and collaboration platforms, we offer an unparalleled stage for stakeholders to unite, communicate, collaborate, and shape the future of our industry.

The Role

The Director, Education & Workforce will lead the design, development, and execution of workforce education and training initiatives at Volta Foundation.

This role has a strong focus on curriculum and training program development and strategic partnerships across industry, academia, and government. The Director will drive workforce readiness by building scalable education programs, managing multi-stakeholder initiatives, and aligning objectives and outcomes with evolving industry needs.

This role is a full-time, remote contract position with an initial two-year agreement, with the possibility of extension based on performance, funding, and organizational needs.

Key Responsibilities

Education & Training Program Leadership

• Lead the development of workforce training programs and curricula for professionals across the energy storage value chain.
• Design scalable learning pathways, including workshops, short courses, certifications, and professional training programs.
• Ensure all training and curriculum offerings align with current and emerging industry standards, technologies, and workforce needs.

Industry-Government-Academia Partnership Growth

• Collaborate with industry leaders, educational institutions, workforce organizations, and government agencies to develop workforce initiatives.
• Support and expand apprenticeship, internship, and experiential learning programs that connect education to employment.
• Liaison with institutions and form strong partnerships across industry, government and academia, with key oversight into Volta Foundation academia partnerships.
• Act as a convener across stakeholders to align workforce supply with industry demand.

Educational Resource Center Management

• Oversee the operations and strategic growth of an educational resource center focused on energy storage technologies, workforce development, and training
• Create accessible and effective mediums to aggregate learning resources
• Manage partnerships with educational institutions, training providers, and workforce organizations to expand and enhance offerings.

Curriculum Development & Credentialing

• Lead the creation and continuous improvement of curriculum, training materials, and instructional content.
• Partner with subject matter experts to ensure technical accuracy and relevance.
• Develop and oversee credentialing, certification, or badge programs related to battery technologies and workforce skills.

Program Management

• Serve as the primary owner of multiple concurrent education and workforce initiatives, managing scope, timelines, budgets, deliverables, and outcomes.
• Develop program frameworks, metrics, and reporting to track impact, participation, and workforce outcomes.
• Coordinate cross-functional teams and external partners to deliver programs on time and at high quality.

Funding & Grant Support

• Identify workforce funding opportunities, including public and private grants.
• Support or lead grant writing, proposal development, and reporting in collaboration with partners.
• Ensure funded programs meet grant requirements and deliver stated outcomes

Qualifications

• Bachelor’s or Master’s degree in Education, Business, Engineering, or a related field.
• 10+ years of experience in workforce development, curriculum design, or education program management.
• Demonstrated experience managing complex, multi-stakeholder programs
• Experience in the energy, battery, or advanced manufacturing sectors is required
• Strong leadership, project management, and stakeholder engagement skills.
• Excellent communication and strategic planning abilities.

Preferred Qualifications

• Experience managing education or workforce training portfolios at scale.
• Experience in manufacturing operations, in particular battery and energy storage.
• Grant writing experience and familiarity with workforce funding opportunities (public or private).
• Knowledge of emerging trends in battery technology, energy storage, or clean energy workforce needs.

Compensation

We offer competitive salary and on-target earnings package commensurate with the candidate’s job-related knowledge, skills, experience, and location.

• $110,000 - $140,000 USD per year depending on qualifications and experience
• This role is a full-time remote contract position with an initial two-year agreement
• Unlimited PTO: We emphasize the importance of work-life balance. We offer unlimited paid time off, allowing our staff to take the time they need to recharge and rejuvenate.

Workforce Planning & Development Leader

Field Talent Superintendent | Mechanical, Electrical & Plumbing Construction

Location: Richmond, VA

Reports To: Director of Operations, Construction

Position Overview

Our client is seeking an experienced Workforce Planning & Development Leader (Field Talent Superintendent) to support large-scale Mechanical, Electrical, and Plumbing (MEP) construction operations across multiple job sites in the Richmond, VA market.

This role plays a critical part in construction workforce planning, skilled trades deployment, and craft workforce optimization, ensuring the right field professionals are assigned to the right commercial and industrial construction projects. The position directly impacts safety performance, labor productivity, quality control, and schedule execution across complex job sites, including data centers and mission-critical facilities.

The ideal candidate brings 10+ years of Superintendent experience in large-scale MEP construction, strong leadership judgment in evaluating skilled trades talent, and a passion for building high-performing field teams.

Key Responsibilities

Workforce Planning & Craft Deployment

• Evaluate skilled trades professionals through interviews, field observation, and performance history

• Assign plumbers, pipefitters, electricians, HVAC technicians, and sheet metal mechanics based on project scope, skill level, and certifications

• Develop 3-, 6-, and 12-month labor forecasts aligned with construction schedules

• Translate project schedules into labor demand curves by trade and skill level

• Identify workforce gaps and support proactive construction recruiting strategies

Field Operations & Leadership Support

• Partner with the Director of Operations, Superintendents, and Project Managers to align manpower planning with active and upcoming projects

• Support staffing strategies for large-scale commercial construction and data center projects

• Maintain deep knowledge of self-perform MEP trades and jobsite performance standards

• Promote safety, craftsmanship, accountability, and operational excellence across all job sites

• Ensure fairness and consistency in workforce placement decisions

Talent Development & Succession Planning

• Identify high-potential craft professionals for leadership development

• Support succession planning for Superintendent and field leadership roles

• Partner with training teams to close technical skill gaps

• Build relationships with trade schools, apprenticeship programs, and workforce development partners

• Support hiring events and long-term craft pipeline development

Trades Supported

• Mechanical

• Electrical

• Plumbing

Including:

• Plumbers

• Pipefitters

• Pipe Welders

• Electricians

• HVAC Technicians

• Sheet Metal Mechanics / Installers

Qualifications

• 10+ years of experience as a Superintendent on large, complex commercial or industrial construction projects

• Strong background in Mechanical, Electrical, and/or Plumbing (MEP) construction

• Experience managing and supporting large craft workforces

• Data center or mission-critical construction experience strongly preferred

• Proven ability to evaluate trade skill levels, leadership potential, and job readiness

• Strong knowledge of construction manpower planning and labor forecasting

• Excellent communication skills across field and executive leadership levels

• Strong decision-making and organizational abilities

• Bilingual (English/Spanish) required

• Demonstrated commitment to jobsite safety, quality, and productivity

• Ability to work in Richmond, VA and travel between regional job sites as needed

About Our Client

Our client is a leading specialty contractor with expertise in self-perform Mechanical, Electrical, and Plumbing construction across commercial, healthcare, industrial, and data center projects. The organization prioritizes safety, workforce development, and long-term career growth while delivering high-quality results for clients.

About the Company

This role is ideal for a hands-on learning leader who understands the realities of the plant floor and is equally passionate about developing professional staff, building early-career pipelines, apprenticeship programs, and confident frontline leaders.

About the Role

What You’ll Do

• Lead manufacturing, safety, quality, and operational training
• Design & develop professional leadership development Programs
• Design and oversee apprenticeship and workforce development programs
• Build structured onboarding and early-career development pathways
• Develop first-time supervisors and frontline leaders
• Partner closely with leadership to close skill gaps and improve performance
• Create practical, on-the-floor learning that drives real results

Responsibilities

• Experience supporting manufacturing or industrial environments
• Proven success designing training for hourly, technical, and leadership populations
• Strong facilitation and stakeholder partnership skills
• Passion for developing people and building sustainable internal talent pipelines

Qualifications

Required:

• Bachelor’s degree in Human Resources, Organizational Development, Education, Business, Engineering, or related field
• 7+ years of experience in training, learning & development, or workforce development
• Experience supporting manufacturing, operations, or industrial environments
• Experience with learning management systems (LMS) and training documentation
• Proven ability to design and facilitate training for hourly, frontline, and leadership populations
• Strong facilitation, communication, and stakeholder management skills

Preferred:

• Experience supporting safety, quality, or continuous improvement initiatives
• Familiarity with OSHA, GMP, ISO, or similar manufacturing standards
• Experience training first-time supervisors or team leads
• Lean, Six Sigma, or adult learning certifications

Why This Role Matters

This is a high-impact role with direct influence on safety, productivity, leadership readiness, and retention. You won’t just deliver training—you’ll help shape the future workforce.

If this sounds like a role where you could make a difference—or if someone comes to mind—feel free to reach out or apply directly.

Join our Wisconsin Team!

Director – Organizational Development & Leadership Development

Salary Range: $131,000 – $171,000 annually + potential sign-on bonus

Requirements to Apply

• Master’s Degree in Organizational Development, Human Resources, Adult Education, Business Administration, or related field
• 10+ years of progressive experience in leadership development, organizational development, or human resources
• Experience designing and implementing enterprise learning and leadership development programs
• Demonstrated ability to partner with executive leaders and guide organizational change initiatives
• Experience developing leadership pipelines, succession planning strategies, and workforce capability programs

Preferred

• Experience supporting complex healthcare systems or multi-site healthcare organizations
• SPHR or SHRM-SCP certification
• Experience implementing learning technologies or learning management systems
• Background leading large-scale change management initiatives

Director – Organizational Development & Leadership Development Job in Wisconsin – $131K–$171K + Bonus – Full-Time Leadership Role – System Learning & Leadership Strategy

Job Overview

This system-level leadership role focuses on strengthening leadership capability and workforce development across a regional healthcare system. The Director partners closely with executive leadership, HR teams, and physician leaders to design and implement enterprise learning strategies that support leadership growth, succession planning, and organizational transformation.

The role oversees leadership development programs, talent review processes, and organizational effectiveness initiatives across hospitals, physician groups, and corporate service areas. This leader will also guide change management efforts, support executive leadership with organizational design initiatives, and ensure leadership development programs produce measurable improvements in engagement, performance, and leadership readiness.

What Are the Benefits?

• Competitive executive-level salary ($131K–$171K annually)
• Sign-on bonus potential
• Relocation assistance available
• Comprehensive medical, dental, and vision coverage
• Retirement plans with employer contributions
• Paid time off and holidays
• Professional development and leadership training opportunities

Where?

Wisconsin offers an exceptional balance of professional opportunity and lifestyle. Known for its welcoming communities, scenic landscapes, and strong healthcare systems, the state provides access to lakes, outdoor recreation, and year-round activities. Residents enjoy a lower cost of living than many major metro areas while still having access to excellent schools, healthcare, and cultural amenities. With convenient travel access to major Midwestern cities such as Minneapolis, Chicago, and Milwaukee, Wisconsin offers both connectivity and an outstanding quality of life.

Who Are We?

This regional healthcare system serves communities through a network of hospitals, clinics, and specialty care services. The organization is committed to developing strong leaders, building a high-performing workforce, and fostering a culture focused on collaboration, engagement, and continuous improvement. Leaders are empowered to innovate, strengthen teams, and support the mission of delivering high-quality care to the communities they serve.

Company Description

THE COMMUNITY OUTREACH COALITION is a 501(c) nonprofit organization dedicated to educating and empowering the community. Through various programs and initiatives, the organization focuses on fostering community development and providing opportunities for individuals to achieve personal and professional growth. With a commitment to creating a positive impact, THE COMMUNITY OUTREACH COALITION believes in the power of collaboration and meaningful outreach. By addressing social and economic challenges, the organization works to bring about long-lasting change and empowerment within the community.

Role Description

This full-time, on-site role is located in Hampton, VA. The Workforce Accreditation Manager will oversee the accreditation processes, ensuring compliance with policies and standards. Day-to-day responsibilities include managing workforce development programs, collaborating with accreditation bodies, monitoring ongoing compliance, and serving as a liaison between regulatory agencies and program staff. The role also involves regularly evaluating program success, preparing compliance reports, and developing strategies to maintain standards that support the organization's mission.

Qualifications

• Experience and skills in program management, workforce development, and accreditation
• Proficiency in compliance monitoring, data analysis, and reporting
• Strong communication, organizational, and leadership skills
• Ability to work collaboratively and manage relationships with regulatory bodies and program stakeholders
• Attention to detail, problem-solving skills, and a results-driven approach
• Familiarity with nonprofit operations and accreditation standards is a plus
• Bachelor's degree in Education, Business Administration, Public Administration, or a related field is preferred; equivalent experience will be considered

Organization: YBI

Location: Youngstown, Ohio 

Employment Type: Full-time

Reports To: Chief Manufacturing Officer

Position Overview

YBI is seeking a highly motivated Technical Fellow of Research and Business Development to support YBI’s advanced manufacturing and additive manufacturing initiatives, with a primary focus on supporting the activities of the Youngstown Innovation Hub for Defense and Aerospace.

This position will report directly to YBI while playing a key role in advancing the Innovation Hub’s mission to accelerate additive and advanced manufacturing technologies for defense, aerospace, and industrial applications. The role bridges applied research, federal program development, regional supply-chain engagement, and the development of shared-use, fee-for-service technical services that support manufacturers across Northeast Ohio and the broader Midwest.

Key Responsibilities

Business Development, Commercialization & Innovation Hub Support

• Identify, pursue, and develop business development opportunities aligned with YBI’s advanced manufacturing strategy and the Youngstown Innovation Hub’s defense and aerospace focus.

• Support commercialization and technology transition efforts that move innovations from TRL/MRL development into pilot and production environments.

• Engage OEMs, tier suppliers, foundries, tooling and mold shops, and additive manufacturing service providers throughout Northeast Ohio and the Midwest.

• Represent YBI in engagements with industry partners, government agencies, academic institutions, and regional economic development organizations.

Shared-Use & Fee-for-Service Program Development

• Lead the design, launch, and expansion of YBI’s internal fee-for-service and shared-use technical services, in coordination with Innovation Hub activities.

• Develop service offerings, engagement models, and pricing strategies for reverse engineering, 3D scanning and metrology, rapid prototyping, additive manufacturing, and mold/tooling design.

• Align service capabilities with regional manufacturing needs, workforce development priorities, and defense supply-chain requirements.

• Support utilization of YBI and Innovation Hub equipment and facilities by industry partners, small businesses, and startups.

Grant Writing & Federal Program Development

• Lead and support competitive proposals for SBIR/STTR, Department of Defense, and manufacturing-focused federal funding programs.

• Integrate YBI capabilities, Innovation Hub assets, and sustainable revenue models into grant proposals and long-term program strategies.

• Coordinate proposal development across YBI staff, technical teams, academic partners, and administrative stakeholders.

Research, Technical & Market Analysis

• Conduct applied research and market analysis related to additive manufacturing, advanced materials, and hybrid manufacturing processes.

• Support applied R&D, demonstration projects, and pilot programs in metal and ceramic additive manufacturing.

• Evaluate manufacturability, scalability, cost, and quality considerations for transitioning technologies into production.

• Prepare technical reports, white papers, and sponsor-facing deliverables.

Required Qualifications

• PhD preferred (Master’s degree with significant relevant experience will be considered).

• Demonstrated experience in federal grant writing, particularly SBIR/STTR programs.

• Strong applied research and technical analysis capabilities.

• Working knowledge of additive manufacturing and 3D printing technologies.

• Excellent written and verbal communication skills.

Preferred / Bonus Qualifications

• Experience working with or supporting programs for the U.S. Department of War

• Experience building or managing shared-use, fee-for-service, or applied research service models.

• Familiarity with Northeast Ohio and Midwest manufacturing supply chains, including metal additive manufacturing, 3D-printed ceramics, castings, foundry operations, mold design, tooling, and hybrid manufacturing.

• Experience supporting technology transition, scale-up, or manufacturing readiness initiatives.

Why Join YBI

• Opportunity to work directly for YBI, a national leader in advanced manufacturing innovation.

• Direct role in supporting the Youngstown Innovation Hub for Defense and Aerospace.

• Access to state-of-the-art additive manufacturing, scanning, and prototyping capabilities.

• Collaborative environment connecting startups, manufacturers, academia, government, and workforce partners.

• Meaningful impact on defense, aerospace, and industrial supply chains in Northeast Ohio and the Midwest.

SUMMARY

The Economic Development & Government Affairs Associate is responsible for identifying, evaluating, and advancing real estate economic development tools and assets covered by these tools to leverage expertise in public-private partnerships, incentives, market intelligence, and strategic relationships. This role focuses on maximizing project feasibility, long-term value, and community alignment while supporting the company’s growth and development objectives.

ESSENTIAL DUTIES:

• Develops, assists, and helps with negotiating long-term strategies for deploying economic development tools to assist with development and construction growth plans
• Lead business recruitment and development efforts for the company across different industry sectors.
• Identify existing industries with expansion efforts and manage relationships with local businesses.
• Research community impact on development efforts to ensure business goals are accomplished.
• Support economic research to advance business growth.
• Negotiate business development grants, loans, and investment packages with local, state, or federal government.
• Engage with stakeholders, including government officials, educators, and community leaders to align regional interests.
• Build and maintain relationships with governmental, community, and business leaders to facilitate development projects.
• Utilize economic data, GIS mapping, and market trends to identify prime locations and economic opportunities.
• Oversee, direct, and monitor real estate and site development programs to ensure compliance with company goals.
• Collaborate with internal departments on economic development projects.
• Manage current and future Tax Increment Reinvestment Zone (TIRZ) agreements.
• Lead Municipal Management Districts (MMD) partnerships and Municipal Utility Districts (MUD) and any other special districts or economic development tools
• Actively seek new business opportunities through networking and outreach.
• Participate in town hall meetings, City Council, Planning and Zoning, MPO, State and Federal meetings, non-profits, conferences, workshops and community development events to establish and build business networks.
• Work collaboratively with team members and across departments.
• Other Duties as Assigned.

EDUCATION:

Bachelor’s degree required, with master’s degree (MBA, Economics, Public Policy) preferred. Certified Economic Developer (CEcD) preferred.

EXPERIENCE:

Must have at least ten (10) years in economic development, corporate real estate, business finance, or related roles.

SKILLS:

Must have the following skills and/or abilities:

• Proficient in Windows operating systems and associated software
• High level negotiation skills
• Ability to lead, present to executives or public boards, and manage complex projects
• Experience working with city, county, state, and federal agencies
• Strong oral and written communication skills
• Ability to work with community and governmental leaders effectively
• Knowledge of trends, developments, and techniques in the field of economic development

LICENSES/CERTIFICATIONS:

Must have a current driver’s license and a satisfactory driving record.

PHYSICAL REQUIREMENTS:

Must be able to perform the following physical activity on a frequent to constant basis:

• Sit for long periods of time while gathering, updating, and validating vendor or supplier cost information or performing other related activities.
• Lift 10–20 lbs. of files, plans, office supplies, or similar items.
• Constantly uses fingers and hands when dialing/answering the telephone and operating a computer or other office machinery, such as a copy machine, scanner, and computer printer.
• Ability to hear average or normal conversations and receive ordinary information through verbal communications in person or detect objects in and around job site over the telephone.
• Average, ordinary visual acuity necessary to prepare or inspect documents; operate a computer or other office machinery; or.
• Walk short distances on slippery, even, and/or uneven surfaces.
• Stand, bend, stoop, kneel, crouch, twist, turn, or crawl.

WORKING CONDITIONS:

• Majority of work is performed in an office atmosphere located inside a building, with building inspections as needed.
• May require infrequent job site visits involve performing work in outdoor weather conditions with exposure to extreme cold, heat, and noise depending upon project site.
• Travel locally and between cities where development is in progress will be expected.

OTHER REQUIREMENTS:

Must be able to:

• Adhere to the highest standards of ethics, integrity, professionalism, and discretion.
• Project a courteous, professional and positive approach with clients, subcontractors, employees, and authorizing agencies while providing prompt, efficient, and accurate assistance.
• Follow and exchange basic instructions, information, and guidelines.
• Direct and instructs Sub-Contractors effectively with a leadership style that is firm, fair, consistent, and goal oriented.
• Nurture a working environment which encourages employee loyalty, longevity, and satisfaction.
• Creates a culture of customer satisfaction.
• Make independent decisions based on experience or knowledge with minimal supervision.
• Participate in training and development opportunities offered to maintain construction-related software and safety knowledge.
• Communicate and comprehend instructions/directions in accordance with safety requirements, which necessitate no language barriers exist between employees and supervisors.
• Adhere to and perform functions according to company and OSHA safety guidelines.
• Wear personal protective equipment as required such as steel toed shoes, gloves, safety glasses, hearing protection, hard hat, vest, and the like while conducting job site visits.
• Maintain regular, timely, and predictable attendance.

SouthEast Effective Development (SEED) is a nonprofit organization founded in 1975. SEED’s mission is to improve the quality of life in Southeast Seattle by creating partnerships and inspiring investments in housing, arts, and economic development - with a special focus on residents with fewer opportunities and resources. SEED works in three key areas: affordable housing, arts and culture (SEEDArts), and economic development. Visit our website for more information. 

SEED owns nearly 1,100 affordable apartments and is an active developer of new buildings, helping to meet the need for affordable homes throughout Southeast Seattle. Award-winning SEEDArts manages Rainier Arts Center, Columbia City Gallery, SEEDArts Studios, and a public art program. Through economic development, SEED works to equitably build economic opportunities. 

2026 is a dynamic time at SEED, building on our recent successes. In the past two years, SEED has raised over $5 million to acquire and preserve both affordable housing and arts space. Last year we launched an annual fundraiser, celebrated our 50th anniversary, and expanded programs to serve low-income residents. Our 2023-2027 strategic plan, grounded in race and social justice, informs the long-term strategies and day-to-day tactics of SEED’s work, including fund development.

The Community

Southeast Seattle is a thriving, complex, and diverse community. SEED is proudly headquartered in zip code 98118, which the US Census Bureau previously named the most racially diverse zip code in the nation. It is home to 40 ethnic groups and 60 languages are spoken in the community. SEED was instrumental in the revival of the Columbia City Historic District and has been deeply involved in community issues. The staff and board of SEED are majority BIPOC.

Position Summary

The Fund Development Director works with the Executive Director, department Directors, and Board of Directors for all aspects of fund development for both SEED and SEEDArts. The Fund Development Director provides leadership on fundraising initiatives including grants, government contracts, donations, corporate sponsorships, and special events. They will identify, organize, and manage fundraising activities with a focus on new opportunities to obtain increased support from individuals, corporations, and foundations.  

The Organization and Leadership

SEED generates approximately $12 Million in annual revenue and has a diverse portfolio of affordable apartment buildings and arts programs. SEED approaches our work with a seasoned team of senior leaders. We are a passionate, collegial group who find joy in our work and are committed to justice in our community. The Fund Development Director will serve on the staff leadership team, alongside the Executive Director, Director of Real Estate Development, Director of Asset and Property Management, Director of Finance, and SEEDArts Director.

SEED embraces hybrid and flexible work environments. This hybrid position is expected to work out of SEED’s offices in Southeast Seattle at least three days a week.

Essential Duties and Responsibilities 

Planning: Develop and implement a comprehensive long- and short-term fund development plan for both SEED and SEEDArts; Provide monthly reports to the Executive Director and the board that measure progress towards goals; Broaden SEED’s fundraising by developing approaches such as planned giving, solicitation of bequests, and endowment programs. 

Grants: Manage SEED’s overall grant seeking and reporting process; Build and maintain relationships with government funders and private foundations; Solicit or coordinate the solicitation by other staff and board for grant proposals; Lead grant writing and submission process; Administer all grant contracts and fulfill reporting and invoicing requirements.  

Individual and Corporate Giving: Create and implement strategies for donor development and cultivation to provide a sustainable funding base for SEED; Keep up-to-date on current fundraising programs and procedures used in the nonprofit sector; Develop strategies for solicitation, and solicit or coordinate the solicitation by other staff and board members as appropriate; Develop and implement all aspects of direct donor mailings, appeal letters, and other communications; Manage gift acknowledgements and maintain donor database; Grow SEED’s corporate sponsorship program.

Events: Plan and execute fall fundraiser, Envision, which raises vital unrestricted donations to support SEED’s overall mission, as well as smaller events throughout the year.

Minimum Qualifications

·      Five or more years’ fundraising experience, with a demonstrated track record of fund development growth. Experience with fund development for housing, economic development, arts, and/or in Southeast Seattle preferred. 

·      Demonstrated track record of crafting winning private and public funding proposals. 

·      Proficiency in Microsoft Office Suite and cloud-based donor databases (CRM). Experience with Little Green Light a plus. 

·      Demonstrated strong written and verbal communication skills. 

·      Demonstrated track record of managing fundraising events. 

·      Desire to work as part of a team and willingness to promote SEED’s work.  

·      Willingness to work out of SEED’s headquarters in the vibrant Columbia City neighborhood. 

·      Commitment to racial justice and equity. 

Desired Qualifications

• Experience with public funding and financing sources. 
• Experience working with a volunteer Board of Directors. 
• Passion for strengthening communities. 
• BA/BS degree in related field.  
• Ability to work with minimal supervision – self-motivated and confident.  
• Ability to handle multiple projects simultaneously.  
• Ability to work well with people from all backgrounds including high level government executives, local community organizations, funders, and Southeast Seattle residents. 

Compensation

SEED offers a competitive benefits package, including health, dental and vision insurance, as well as an organizational retirement plan. The salary range is $90,000 – $110,000 depending on experience. 

To Apply

Send a cover letter, resume, and a relevant writing sample in a single PDF to:   Please put “Fund Development Director” in the subject line. This position is open until filled; applications are reviewed on a rolling basis. 

SEED is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. People of color, Native and Indigenous people, LGBTQIA people, people with disabilities, and other individuals who bring critical perspectives from historically marginalized communities are strongly encouraged to apply. SEED sees the hiring of this position, and all positions, as an opportunity to be a more equitable and racially just organization.

Urban Planner / Architect / Engineer Project Manager

Real Estate Development

Company Overview:

We are a small but prominent real estate development company based in New York City, specializing in the conversion of office buildings into residential condos and rentals, as well as the construction of new ground-up rental and condo buildings in both New York City and nearby New Jersey. With a strong commitment to excellence and innovation, we take pride in transforming urban landscapes and creating spaces that enhance communities.

Position: Project Manager

Location: New York City, NY

Responsibilities:

• Provide comprehensive administrative support to the project manager in overseeing various real estate development projects.
• Coordinate project timelines, schedules, and deliverables to ensure timely completion.
• Assist in managing project budgets, expenses, and financial documentation.
• Conduct research and analysis related to architectural design, engineering, real estate finance, or construction as needed.
• Collaborate with cross-functional teams including architects, engineers, contractors, and financial analysts.
• Prepare and distribute reports, presentations, and correspondence as required.
• Maintain accurate project records and documentation.

Requirements:

• Bachelor's degree in Architecture, Engineering, or Real Estate Development.
• 3+ years of experience in real estate development, architecture, engineering, or finance.
• Strong organizational skills with the ability to prioritize tasks and manage multiple projects simultaneously.
• Excellent communication and interpersonal skills, with the ability to collaborate effectively across teams.
• Proficiency in Microsoft Office Suite and project management software.
• Detail-oriented with a commitment to accuracy and quality.

Preferred Qualifications:

• Experience in architecture, engineering, or real estate development.
• Knowledge of zoning regulations, building codes, and permit processes in New York City and New Jersey.
• Familiarity with financial modeling, budgeting, and forecasting in real estate development.
• Understanding of architectural and engineering design principles and the software utilized to bring those designs to life.

Benefits:

• Competitive salary commensurate with experience.
• Comprehensive health, dental, and vision insurance plans.
• Paid time off and holidays.
• Professional development opportunities and career advancement potential.

Experience level:

• 3 year minimum

Shift:

• 8 hour shift

Weekly day range:

• Monday to Friday

Ability to Relocate:

• Manhattan, NY: Relocate before starting work (Required)

Work Location: In person

Job Type: Full-time

Salary: $125,000

Benefits:

• Dental Insurance
• Health insurance
• 401k with match
• Paid time off
• Professional development assistance
• Tuition reimbursement
• Vision insurance

Ability to Relocate:

• Manhattan, NY: Relocate before starting work (Required)

The Director of Workforce Planning reports directly to the CPO and is responsible for leading strategic workforce planning initiatives that align hiring strategies with organizational growth objectives. This role partners closely with executive leadership, talent acquisition, HR business partners, finance, procurement, and operations to forecast workforce needs, develop hiring capacity models, optimize recruiting resource allocation, and ensure proactive talent readiness for both permanent and contingent workforce demands.

Essential Functions:

• Lead enterprise workforce planning cycles, including quarterly and annual workforce forecasting.
• Partner closely with operations, talent acquisition, and finance to translate contractual and client demands into clear staffing, budget, and operational decisions.
• Forecast short- and long-term talent needs based on business growth and contract awards.
• Identify critical skill gaps and partner with HR to create mitigation plans, including reskilling, upskilling, and succession planning.
• Utilize workforce analytics, labor market trends, and predictive modeling to inform staffing strategies.
• Provide actionable insights and dashboards to senior leadership for decision-making.
• Monitor and report on workforce metrics, including headcount, attrition, and capacity planning.
• Ensure workforce planning practices comply with federal regulations, security clearance requirements, and defense industry standards.
• Partner closely with business leaders and talent acquisition to develop contingency plans for workforce disruptions and critical skill shortages.
• Drive adoption of workforce planning tools and systems to enhance forecasting accuracy and efficiency.
• Continuously improve processes to support agile workforce planning in a dynamic defense environment.
• Evolve WFM tools, processes, and planning cadences, driving improvements in forecast accuracy, model quality, and reporting standards
• Build strong cross-functional relationships and act as a trusted partner who brings clarity, insight, and strategic thinking to complex operational problems
• Develop hiring demand forecasts, scenario modeling, and capacity planning frameworks.
• Identify gaps in internal recruiting capacity and recommend solutions including contracting or external agency utilization.
• Lead strategy in selection and governance of external staffing agencies and contract recruiting partners as needed.
• Evaluate agency performance metrics and ensure compliance with contracting requirements.
• Establish preferred vendor frameworks and agency engagement models.
• Support system enhancements and reporting improvements within ATS, HRIS platforms, and other systems as they relate to workforce planning.
• Perform other duties as required.
• Regular and reliable attendance on a full time basis [or in accordance with posted schedule].
• Responsible for exhibiting professional behavior with both internal and external business associates that reflects positively on the company and is consistent with the company's policies and practices.
• Embodies AEVEX’s cultural values and aligns daily actions with department goals and company culture.

Qualifications and Competencies:

• Security Clearance- Ability to obtain/maintain a Secret DoD clearance, U.S. Citizenship required.
• Strong analytical and data visualization skills (Excel, Power BI, Tableau, or similar tools).
• Strong communication skills with ability to present insights to senior leadership.
• Knowledge of ATS platforms (experience with Greenhouse highly preferred).
• Advanced analytics or modeling experience.
• Proven ability to design workforce capacity models and agency utilization strategies
• Advanced proficiency in Excel, workforce analytics tools, and ATS/HRIS reporting systems
• Demonstrated ability to influence senior stakeholders through data-driven insights
• Directs and provides expert knowledge in the strategic function of the department.
• Develops short and long-term people and organizational strategy in alignment with AEVEX goals and direction.
• Leads with impact & influence. Establishes credibility, effectively persuades and develops others, and achieves important objectives collaboratively.
• Identifies, recruits, and retains top-notch talent.
• Champions AEVEX’s culture and empowers employees to take responsibility for their jobs and goals.
• Sets performance standards and encourages employee engagement and results through delegation, continuous feedback, goal setting, and performance management.
• Maintains transparent communication. Appropriately communicates organization information through department meetings, one-on-one meetings, and appropriate email, and regular interpersonal communication.

Education / Certifications:

• Bachelor’s degree in Human Resources, Business, Finance, Analytics, or related field.

Experience:

• 10+ years of experience in Talent Acquisition, Workforce Planning, Recruiting Operations, or HR Analytics.
• Experience building capacity models and hiring forecasts.
• Experience working cross-functionally with HR/TA, Finance, operations, and business leaders.
• Experience in high-growth or large-scale hiring environments.
• Experience in workforce management software or capacity planning tools.
• Demonstrated experience negotiating staffing agency agreements and vendor contracts
• Strong experience partnering with external recruiting agencies and contingent workforce vendors
• Experience supporting both permanent and contingent workforce planning at scale preferred
• Experience working closely with Procurement and Legal on vendor governance preferred

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties the employee is: Physical Requirements Constantly required to sit, and to reach to use computers and other office equipment Note: For the purpose of this summary, occasionally is used to represent up to 1/3 of the time given to the work day, frequently represents 1/3 to 2/3 of the time and constantly represents 2/3 or more of the time.

About AEVEX

AEVEX, headquartered in Solana Beach, California, supports the U.S. national security mission and partner nation needs around the world by providing full-spectrum aviation, remote sensing, and analysis solutions. The company's capabilities include custom design and engineering; rapid prototyping; sensor integration and sustainment; aircraft modification and certification; flight test instrumentation and support; mission operations service; advanced intelligence data processing, exploitation, and dissemination solutions; and tailored hardware and software mission-system tools. AEVEX uses agile and customized approaches to rapidly define, develop, and deliver specialized solutions for airborne special mission needs for the U.S. Government, partner nations, and commercial businesses. AEVEX has major offices in California, Florida, North Carolina, Ohio, and Virginia.

AEVEX provides a full suite of comprehensive benefits, including a 401(k)-retirement plan, comprehensive Medical, Dental, Vision, Disability and Life insurance group coverage with a portion of the premiums paid by the company, professional development funds, and an Employee Assistance Plan (EAP) with counseling, legal help, child and elder care support, among other benefits for qualified employees.

Equal Employment Opportunity:

AEVEX is an Equal Opportunity employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, religious creed, color, sex (including pregnancy, breast feeding and related medical conditions), gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship status, military and veteran status, marital status, age, protected medical condition, genetic information, physical disability, mental disability, or any other protected status in accordance with all applicable federal, state and local laws.

• 
  
• Federal and state employment compliance requirements
  
• Internal HR policies, plan documents, and programs
  
• Common core HR processes (hire, job changes, leave, time eligibility, employee data)
  

• 
  
• Documented, repeatable compliance programs with clear ownership
  
• Audit-ready evidence for regulated workforce requirements
  
• Clear visibility into system-enforced vs manual controls
  
• Reduced reliance on institutional knowledge
  
• Clean handoff to internal HR Compliance governance
  

• 
  
• Re-establish and make process improvement recommendations for Federal and state compliance workplace obligations (EEO-1 reporting, VETS-4212, Affirmative Action plan requirements, Federal and state labor law posters, I-9, etc.) for a complex, matrixed enterprise with multiple HCM systems
  
• Develop a compliance requirements inventory (federal, state, and local)
  
• Define ownership, evidence standards, review cadence, and escalation paths
  
• Revise related process documentation (e.g., SOPs, desktop procedures, flow diagrams)
  
• Create a compliance calendar with deadlines, triggers, and dependencies
  

• 
  
• Map regulated requirements and internal policies to HCM system controls
  
• Identify where system configurations are fully or partially automated and where excessive reliance on manual processes or workarounds
  
• Document policy-system-process alignment for core HR domains (total rewards, staffing, job data, employee classifications, policy adherence, etc.)
  
• Establish audit-ready documentation for system-based controls
  

• 
  
• Design lightweight system control validation approaches (sampling, evidence review)
  
• Define configuration attestation expectations for system owners
  
• Identify and document control gaps and risk exposures
  
• Support internal audit readiness (without performing audit activities)
  

• 
  
• Integrate compliance programs into a committee-style operating model
  
• Establish a sustainable handoff model to internal HR Compliance ownership including a review schedule and RACI
  

• 
  
• Legal interpretation of employment law
  
• Policy drafting or legal language development
  
• Payroll processing or payroll system controls
  
• Employee relations case management
  
• Training delivery or change management execution
  

• 
  
• 5+ years in HR compliance, workforce compliance, or employment-related governance
  
• Hands-on experience with:
  
  • 
    
  • Employer filings (EEO-1, VETS 4212, CA Pay Filing)
    
  • Federal employer requirements
    
  • Multi-state employment compliance operations
    
  
  
  
• Demonstrated experience building or re-establishing compliance programs, not just running tasks
  
• Experience working with HRIS/HCM systems in a compliance or controls capacity
  
• Experience in regulated environments (healthcare, insurance, financial services, or similar)
  

• 
  
• Strong understanding of:
  
  • 
    
  • Federal workforce compliance requirements
    
  • State employment law variability and tracking
    
  • HR data dependencies for regulatory filings
    
  
  
  
• Ability to translate regulatory requirements into process and system controls
  
• Comfortable documenting gaps, risks, and manual dependencies
  
• Strong documentation and process design skills
  
• Able to work cross-functionally with HR, Legal, IT, Internal Audit, and Compliance
  

• 
  
• Oracle HCM, Peoplesoft or similar enterprise HCM experience
  
• Prior partnership with Internal Audit or Compliance functions
  
• Experience supporting system implementations or post-go-live stabilization
  

• 
  
• Employment Compliance Manager (former or contract)
  
• HR Compliance Program Manager
  
• Workforce Compliance Lead
  
• HRIS Controls / Governance Specialist
  
• Internal Audit professional with HR compliance exposure
  

• 
  
• ER specialists
  
• Payroll managers
  
• Policy analysts without regulatory filing experience
  
• Change management consultants
  

Envision yourself here!

Betterworks is on a journey to transform how HR technology buyers think about goal setting, performance management, and employee engagement. We support some of the world’s largest enterprises in goal setting and performance enablement, and we’ve only just begun.

About Betterworks

Betterworks is HR software to align, develop, and activate your workforce for business growth. Organizations are able to replace outdated, ineffective, universally loathed annual review processes with powerful Continuous Performance Management programs that help managers be better at the conversations, coaching, and development necessary to inspire and motivate the entire workforce to achieve an organization's top priorities today and be ready for tomorrow's challenges.

This is a hybrid role based in Austin, TX, with 3 days in the office per week.

This role offers a $60K base with $30K in variable compensation and company stock.

About the Role

Our growth has created an exciting opportunity for a Sales Development Representative in Austin, TX.

You will play a pivotal role in generating new business opportunities. With the primary goal of setting up qualified meetings, you’ll be on the frontline, engaging prospective clients and paving the way for our sales team’s success. Your exceptional communication skills, dedication, and proven business development track record will be essential in generating leads and nurturing prospects. You will have the opportunity to grow with us!

This is a chance to sell and deploy software performance management, powering organizations that want to use an innovative way to connect with their employees.

As an SDR, you will be crucial in identifying and generating new business opportunities for our company. Your primary responsibility will be to prospect and qualify potential leads and engage them through various channels to generate interest in our products or services. The ideal candidate will have excellent communication skills, a strong sales mindset, and a passion for driving business growth.

Prospecting And Lead Generation

• Conduct research to identify potential prospects within target industries or markets.
• Utilize various channels (email, phone calls, social media, etc.) to initiate contact and establish relationships with prospects.
• Qualify leads by assessing their needs, budget, timeline, and decision-making process.
• Collaborate with marketing and sales teams to develop effective lead-generation strategies.

Qualification And Pipeline Management

• Engage with prospects to understand their pain points and educate them on how our products or services can address their needs.
• Conduct discovery calls or meetings to gather information and qualify prospects as potential opportunities.
• Assess the prospect's level of interest and ability to make purchasing decisions.
• Effectively manage and update prospect data and activities in CRM software.

Collaboration And Sales Enablement

• Collaborate closely with the sales team to hand off qualified leads and provide necessary information for the sales process.
• Assist in the development and optimization of sales strategies and processes.
• Stay up-to-date with industry trends, market conditions, and competitors to provide valuable insights and recommendations.
• Share feedback and insights from prospect interactions to help improve marketing and product strategies.

Continuous Learning And Improvement

• Proactively seek professional development opportunities to enhance sales skills and product knowledge.
• Stay informed about our products or services, industry trends, and best practices through ongoing training and self-study.
• Implement feedback from sales managers or team leaders to improve performance and achieve sales targets.

What We Look For

• Minimum of one year of experience in sales development or a comparable role at a SaaS company.
• Bachelor's degree in Business Administration, Marketing, or a related field (or equivalent work experience).
• Experience conducting outbound sales across mediums such as cold calling, email outreach, LinkedIn prospecting, etc
• Experience generating sales-ready meetings and opportunities for Account Executives.
• Strong verbal and written communication skills, with the ability to effectively engage prospects and build relationships.
• Excellent interpersonal and negotiation skills to handle objections and overcome challenges in the sales process.
• Self-motivated and goal-oriented, able to work independently and as part of a team.
• Familiarity with CRM software and sales enablement tools.
• Knowledge of sales and marketing techniques, including lead generation strategies, is a plus.
• A strong propensity to learn is necessary, along with critical thinking skills.
• A proven track record of meeting or exceeding sales targets is an advantage.
• Ability to thrive in a fast-paced environment where agility and quick adaptation are critical.

What We All Do

• All employees share the responsibility of being aware of information security risks and adhering to information security policies and procedures.
• All employees are required to participate in information security awareness and training programs.
• All employees are responsible for handling data in accordance with data classification and handling guidelines. Employees should be aware of the sensitivity of the data they interact with and follow appropriate security measures.
• All employees have a responsibility for reporting information security incidents in accordance with information security policies and procedures.

What Makes Betterworks Unique

At Betterworks, we prioritize our people. In that spirit, we’ve put together a great benefits program to support our employees’ health and wellness that includes the following:

» Leadership: CEO Doug Dennerline is truly a mission-driven leader. He has been a sales leader for over 25 years and has a direct impact on the work people do every day.

» Funding: $129 million, Serious B with top-tier investors, including Kleiners Perkins, Emergence Capital, and 8VC.

» Board of Directors: Since the beginning of Betterworks, our board includes industry icons such as John Doerr (who introduced OKRs to Google), Bruce Felt (Founder of Renaissance Software and a trusted advisor to numerous private and public companies), Bing Gordon (Renowned Technology Venture Capitalist with experience on boards like Amazon, Duolingo and Zynga) and Jason Green (Founder of Emergence Capital and Greenbridge Foundation) and Gaby Toledano (seasoned executive with nearly three decades of strategic HR and operations leadership at premier enterprise and consumer organizations).

» Perks: 100% paid Medical/Vision/Dental for employees, Flexible time off, Parental Paid Leave policy, monthly internet stipend, flex days, and more.

» Product: Selected by Lighthouse Research & Advisory and UNLEASH America, Betterworks has officially been named a 2025 HR Tech Award winner for Best Comprehensive Talent Management Solution. Also, Betterworks wins Newsweek's AI Impact Award for Best Outcomes in HR, 2025.

» Mission Driven: Our mission is to provide the expertise and technology that companies need to inspire, develop, and activate their workforce to meet today’s goals and be ready for tomorrow’s challenges.

We are an equal-opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We are committed to an inclusive and diverse BetterWorks. We believe that different perspectives lead to better ideas, and better ideas allow us to better understand the needs and interests of our diverse, global BetterWorks Community. We welcome people of different backgrounds, experiences, abilities, and perspectives and are an equal-opportunity employer.

Founded in 1908, AnMed is an independent, not-for-profit health system serving Upstate South Carolina and northeast Georgia. Named one of the nation’s “Great Community Hospitals” by Becker’s Hospital Review, AnMed has 740 physicians on medical staff and over 4,000 teammates. AnMed is licensed for 648 beds and anchored by AnMed Medical Center, a 495-bed acute-care hospital that’s earned the prestigious Magnet designation from the American Nurses Credentialing Center.

The Director of Organizational Development leads the design, implementation, and evaluation of enterprise-wide learning, leadership development, and organizational effectiveness initiatives across a healthcare system. This role ensures the workforce is equipped with the competencies, behaviors, and culture required to deliver high-quality, patient-centered care while meeting regulatory, accreditation, and strategic goals. The Director partners with executive leaders, clinical and non-clinical stakeholders, and external partners to drive continuous learning, performance improvement, and change management.

Specific Duties and Responsibilities

Strategic Leadership & Organizational Development

• Develop and execute a comprehensive training and organizational development strategy aligned with the healthcare organization’s mission, values, and strategic plan.
• Lead organizational assessments (e.g., culture, engagement, capability gaps) and recommend interventions to improve effectiveness and performance.
• Design and support change management strategies for major initiatives such as clinical transformation, technology implementations, mergers, and process redesign.
• Serve as a trusted advisor to executive and senior leaders on leadership effectiveness, team dynamics, and organizational health.
• Lead culture initiatives around shaping, protecting, modeling the shared values, behaviors, and norms of AnMed.

Learning& Training Programs

• Oversee the design, delivery, and evaluation of clinical, operational, leadership, and compliance
• training programs.
• Ensure training programs meet regulatory, accreditation, and compliance requirements (e.g.,
• Joint Commission, CMS, OSHA, HIPAA).
• Implement evidence-based adult learning principles and innovative learning modalities (e.g., blended learning, simulation, e-learning, coaching).
• Establish competency frameworks and career development pathways for clinical and nonclinical roles.

Leadership & Talent Development

• Design and lead leadership development programs for emerging leaders, managers, and executives.
• Partner with Talent Management and HR leaders to support succession planning, high-potential development, and workforce readiness.
• Coach leaders and teams to improve performance, engagement, and accountability.

Measurement & Continuous Improvement

• Define metrics and KPIs to measure the effectiveness and ROI of training and organizational development initiatives.
• Use data and analytics (e.g., engagement surveys, performance metrics, patient outcomes) to inform decisions and improve programs.
• Continuously evaluate and refine programs based on feedback, outcomes, and best practices in healthcare and learning sciences.

Collaboration & Teammate Engagement

• Partner with clinical leaders, nursing education, quality, safety, IT, and operations to ensure alignment and integration of learning initiatives.
• Co-lead the Teammate Engagement Committee and support leaders in successful completion of annual engagement action plans.
• Coordination and execution of monthly teammate and leadership recognition events.
• Manage relationships with external vendors, consultants, and academic partners.
• Facilitate cross-functional teams and committees focused on learning, teammate engagement, culture, and organizational effectiveness.

Team & Budget Management

• Lead, mentor, and develop a team of training and organizational development professionals.
• Manage the department budget, ensuring cost-effective use of resources and strong vendor performance.
• Establish standards, processes, and governance for training and OD activities across the organization.

Ideal Candidate Experience:

• Master’s degree required in Organizational Development, Human Resources, Education, Psychology, or Clinical Field.
• Strong knowledge of contemporary adult learning theory and principles.
• 7–10 years of progressive experience in training, organizational development, or leadership development, in healthcare.
• Demonstrated experience leading enterprise-wide learning and cultural initiatives.
• Strong knowledge of organizational development principles and change management methodologies.
• Data-driven decision-making and evaluation skills, with experience using HRIS-based learning, performance management, and succession planning tools.

Ideal Leadership Characteristics:

• Strategic thinking with a strong systems-level perspective.
• Executive presence with ability to influence at all levels.
• Expertise in change management, facilitation and organizational development.
• Creative and innovative approach to designing and delivering learning programs.
• Data-driven decision-making and evaluation skills with strong experience using HRIS based learning, performance management and succession planning tools.
• Excellent communication and presentation skills.
• Collective leadership style grounded in relationships across HR and operational leaders.
• Ability to balance effective execution with financial and operational constraints.