Workforce Development Director

Concurrent Technologies Corporation

4d•Remote

About The Position

Concurrent Technologies Corporation (CTC) is seeking a Workforce Development Director to lead strategic direction, execution, and growth of Department of War workforce development initiatives. This remote position involves developing strategies aligned with customer needs, establishing program goals, and ensuring successful delivery within budget and schedule. The role requires leading cross-functional teams, managing client engagement, and serving as a primary point of contact for government stakeholders. The director will translate complex requirements into practical solutions, prepare executive briefings, and support the development of various workforce program deliverables. Key areas of focus include career pathway development, upskilling/reskilling, leadership development, apprenticeships, credentialing, talent pipeline development, recruitment/retention, military transition support, and academic/industry partnerships. The position emphasizes accessible, customer-centered, and measurable program approaches, driving adoption of best practices in adult learning and talent development. Data analysis, performance measurement, and reporting are critical, as is partnering with growth teams to identify new opportunities. Maintaining awareness of federal workforce policy and representing the organization at industry events are also key. The role fosters a collaborative, inclusive culture and ensures compliance with all relevant policies.

Requirements

Bachelor’s degree in workforce development, instructional design, education, adult learning, human performance technology, organizational development, learning sciences, educational technology, or a related field.
At least 10 years of progressively responsible professional experience in workforce development, instructional design, curriculum development, or performance improvement.
At least 5 years of experience leading complex instructional design or workforce development programs, including responsibility for client engagement, deliverable quality, and team leadership.
Demonstrated experience conducting needs assessments and designing learning solutions for adult learners in a large, complex, or highly regulated organization.
Demonstrated proficiency with instructional design methodologies, adult learning theory, assessment design, curriculum architecture, and learning evaluation.
Experience developing blended learning solutions that may include eLearning, instructor-led training, virtual instructor-led training, simulations, performance support, and digital learning resources.
Experience working directly with senior stakeholders, subject-matter experts, and cross-functional teams to define requirements and deliver customer-ready solutions.
Strong written, verbal, facilitation, consultation, and executive presentation skills.
Ability to manage competing priorities, work across multiple projects, and deliver high-quality products under established deadlines.
Ability to obtain and maintain a government secret security clearance, if required by the contract or customer.
Willingness and ability to travel periodically to customer sites, meetings, and program locations.

Nice To Haves

Master’s degree in workforce development, instructional design, education, adult learning, human performance technology, organizational development, learning sciences, educational technology, or a related field.
At least 15 years of progressively responsible professional experience in workforce development, instructional design, curriculum development, or performance improvement.
Fifteen or more years of relevant workforce development, human-capital, education and training, or program-management experience.
Prior experience supporting Department of War workforce, human-capital, talent-management, training, readiness, or civilian personnel initiatives.
Experience supporting Department of War, Department of Defense, federal civilian, intelligence community, or other mission-critical government workforce development programs.
Active Secret clearance or higher, or a demonstrated history of successfully supporting cleared government programs.
Experience in federal contracting environments, including contract performance management, deliverable development, subcontractor coordination, and customer relationship management.
Professional certifications such as Project Management Professional, Certified Professional in Talent Development, Society for Human Resource Management certifications, Certified Workforce Development Professional, Lean Six Sigma, or comparable credentials.
Experience developing or administering registered apprenticeship programs, work-based learning programs, college or university partnerships, credentialing programs, or talent pipelines.
Experience with workforce analytics, labor-market intelligence, skills taxonomies, competency frameworks, data visualization, or workforce planning tools.
Experience developing learning strategies for technical, cyber, acquisition, logistics, readiness, leadership, or other mission-support workforces.
Experience with competency modeling, workforce planning, talent development frameworks, career-pathing, professional certification programs, or credentialing strategies.
Professional certifications such as Certified Professional in Talent Development (CPTD), Certified Professional in Training Management (CPTM), Project Management Professional (PMP), Certified ScrumMaster, or equivalent.
Knowledge of Section 508 accessibility requirements and experience designing accessible digital learning products.
Experience with SCORM, xAPI, cmi5, learning record stores, learning analytics, or learning management system implementation and optimization.
Proficiency with common instructional authoring and media-development tools, such as Articulate 360, Adobe Captivate, Adobe Creative Cloud, Camtasia, Vyond, or comparable platforms.
Experience applying agile, human-centered design, design thinking, or product-management practices to learning solution development.
Familiarity with defense industrial base workforce challenges, military-to-civilian transition programs, STEM workforce development, cyber workforce development, acquisition workforce development, or advanced manufacturing talent initiatives.
Demonstrated success securing follow-on work, expanding customer relationships, supporting capture efforts, or contributing to winning federal proposals.

Responsibilities

Lead the strategic direction, execution, and growth of a portfolio of Department of War workforce development initiatives.
Develop workforce development strategies aligned to customer mission requirements, workforce challenges, modernization priorities, and emerging skill needs.
Establish program goals, operating models, implementation roadmaps, performance measures, and continuous-improvement processes.
Ensure programs are delivered on schedule, within budget, and in accordance with contract requirements, customer expectations, and organizational quality standards.
Identify risks, dependencies, resource constraints, and implementation barriers; develop and execute mitigation strategies.
Lead cross-functional teams supporting program design, operations, data analysis, communications, stakeholder engagement, and customer delivery.
Evaluate proposals from subcontractors/partners against PWS requirements and established criteria.
Serve as a primary senior-level point of contact for Department of War customers and other government stakeholders.
Build trusted relationships with government program managers, contracting personnel, human-capital leaders, workforce planners, training organizations, and mission stakeholders.
Facilitate customer meetings, working groups, executive briefings, governance sessions, and program reviews.
Translate complex customer requirements into practical and scalable workforce development solutions.
Prepare and deliver clear, concise briefings, status reports, decision documents, and recommendations for government and organizational leadership.
Support development of customer-facing deliverables, including workforce strategies, implementation plans, program charters, operating procedures, and performance reports.
Direct the design and implementation of workforce development programs, which may include: Career pathway and competency-model development; Upskilling and reskilling initiatives; Leadership development; Apprenticeship, internship, fellowship, and work-based learning programs; Credentialing and certification pathways; Talent pipeline development; Recruitment and retention initiatives; Transition support for military members, veterans, and civilian personnel; and Partnerships with academic institutions, industry, community organizations, and workforce intermediaries.
Ensure program approaches are accessible, customer-centered, measurable, and responsive to changing mission and labor-market needs.
Drive adoption of effective practices in adult learning, talent development, competency-based education, workforce analytics, and program evaluation.
Oversee creation and maintenance of program materials, standard operating procedures, training content, communications, and participant support resources.
Define meaningful key performance indicators and outcome measures for workforce programs.
Oversee collection, analysis, and communication of workforce and program data, including participation, completion, credential attainment, placement, retention, skills progression, customer satisfaction, and return on investment.
Use quantitative and qualitative insights to inform program improvements, executive decision-making, and customer recommendations.
Establish data-governance and quality-assurance practices appropriate to contractual, organizational, and government requirements.
Develop dashboards, scorecards, and executive-ready reporting products that communicate program health, risks, achievements, and opportunities.
Partner with growth, capture, and proposal teams to identify workforce development opportunities across Department of War organizations and related government customers.
Contribute subject-matter expertise to proposals, oral presentations, solution development, technical writing, and pricing or staffing approaches, as appropriate.
Maintain awareness of federal workforce policy, defense workforce priorities, labor-market trends, education and credentialing developments, and emerging technologies affecting future skills.
Represent the organization at customer meetings, industry events, conferences, and partner engagements, as appropriate.
Develop and maintain relationships with strategic partners that expand workforce program capabilities and customer value.
Establish clear accountabilities, performance expectations, team processes, and professional-development opportunities.
Foster a collaborative, inclusive, mission-focused culture that values integrity, innovation, accountability, and customer service.
Ensure program teams comply with applicable security, privacy, ethics, contracting, and organizational policies.
Coordinate staffing, subcontractor performance, workload planning, and resource allocation across the program portfolio.