Workforce Development Manager

USA DeBusk•Deer Park, TX

4d•Hybrid

About The Position

The Workforce Development Manager is a hands-on, highly collaborative and analytical data-driven Human Resources professional who will support the business through overseeing advanced sourcing and recruitment, training development and execution, and development of career framework, pathways and development. The Workforce Development Manager will exhibit excellent influence, negotiation and problem-solving skills with a deep understanding of employee development, and the ability to multitask and adapt in a fast-paced environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
Demonstrated ability to work independently and manage high workloads with tight deadlines.
Strong written and verbal communication skills; ability to document complex cases clearly.
Demonstrated ability to leverage technology (Microsoft Office Suite, advanced skills in Excel) including HRIS systems (ADP workforce (WFN) preferably) and AI.
Experience supporting multi-state operations.
Strong influence, interpersonal, communication, and conflict resolution skills.
Demonstrated ability to build trust and credibility with employees at all levels.

Nice To Haves

SHRM-SCP or SPHR certification.
Working knowledge of U.S. employment laws (e.g., Title VII, ADA, FMLA, FLSA, etc.).
5+ years of progressive HR management experience, with a strong focus on employee relations.
Demonstrated expertise in organizational development, leadership development, culture, employee engagement, change management and organizational effectiveness.

Responsibilities

Utilize Indeed as the primary tool for sourcing, resume searching, and candidate outreach, supported by LinkedIn Recruiter, social media platforms, trade-specific boards, and networking events.
Develop and maintain pipelines of active and passive candidates, with a core focus on drivers, hydroblasters, and field technicians, while also supporting office and management roles as needed.
Continuously refine sourcing strategies using innovative and non-traditional approaches, including trade schools, alumni networks, local community partnerships, and industry events.
Screen resumes and applications to assess driver and trade-specific qualifications, certifications, and relevant experience.
Deliver prepared candidate profiles to hiring managers with a clear rationale for fit.
Coordinate and schedule interviews by aligning candidate availability with hiring managers’ schedules, ensuring efficiency and minimal disruption to managers’ workflows.
Maintain organized records of sourcing activity and candidate progress in the ATS and internal tracking tools.
Act as a brand ambassador for USA DeBusk, promoting company culture and career opportunities to skilled and unskilled trades candidates.
Ensure a professional and positive candidate experience from initial contact through offer acceptance.
Collaborate with HR teammates to align job postings and outreach messaging with the company’s brand and values.
Develop, implement and oversee trainings, including supervisory development, employee development and any workforce and HR-related trainings.
Support training matrix updates and role-based competency tracking.
Partner with HR, Operations, and EHS teams to support training needs and scheduling.
Modify existing and develop new and engaging LMS-based online courses, modules, computer-based training (CBT) in collaboration with subject matter experts.
Assist with the development of career framework including job structures, leveling guides, competency models to ensure consistent job architecture across all branches and business groups.
Partner with branch managers and HR leadership to assist defining clear career pathways withing each job family, mapping the skills, experience and competencies required to progress from entry level to advanced roles.
Develop and implement career development tools and resources (e.g., individual development plans, skills assessment, internal mobility guidelines) that support employee growth and succession planning at the branch level.
Establish governance processes for maintaining the career framework over time, ensuring job levels, titles and pathways stay accurate and aligned as the organization evolves.