Sr. Manager Workforce Development

CPG Beyond•Ashburn, VA

5d•$113,752 - $170,661•Onsite

About The Position

The Senior Manager, Workforce Development, is responsible for designing, governing, and sustaining the workforce development systems that accelerate employee proficiency, safety, and readiness across all CPG Beyond sites. This role owns the architecture, standards, and integrity of skills matrices, standard work, and training systems to ensure they remain consistent, execution‑ready, and aligned with operational and safety requirements as the company scales. This role serves as the system owner for workforce development and provides clear decision authority, disciplined version control, and leadership for Workforce Development staff while partnering closely with Operations, Safety, and HR.

Requirements

Bachelor’s degree in Education, Business, Operations, or a related field; or equivalent practical experience.
Minimum of 7–10 years of experience in workforce development, training systems, learning & development, or operations‑aligned skill building.
Proficiency with Microsoft Office applications (Excel, Word, Outlook).
Experience working with Learning Management Systems (Paycor LMS or similar preferred).

Nice To Haves

Experience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred.

Responsibilities

Own the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.
Ensure workforce development systems are execution‑ready, with accurate, current SOPs, training assets, and skills matrices maintained through disciplined version control, including clear decision authority for updates, approvals, and retirement of materials.
Establish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.
Lead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.
Define proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.
Facilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.
Gather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.
Build and sustain role‑based standard work frameworks aligned to operational execution and training expectations.
Partner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.
Establish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.
Conduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.
Translate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work.
Prioritize system improvements based on operational impact, safety risk, and workforce readiness.
Define and govern standards for training content readiness, quality, and usability.
Ensure training assets meet established standards for LMS deployment and field use.
Maintain focus on system readiness and standards rather than training logistics or scheduling.
Partner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations.
Clearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.
Maintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators.
Use metrics to identify system gaps, inform prioritization, and guide continuous improvement.
Provide regular updates to the VP of Workforce Development & Safety on system performance, risks, and improvement efforts.