{"schemaVersion":"jobsearcher.job.v1","id":"dfb3db4279d285d4b4cfc1e6","url":"https://jobsearcher.com/jobs/dfb3db4279d285d4b4cfc1e6","canonicalUrl":"https://jobsearcher.com/jobs/dfb3db4279d285d4b4cfc1e6","title":"Sr. Manager Workforce Development","description":"Sr. Manager Workforce Development\n\nLocation: 19775 Belmont Executive Plaza, Suite 200, Ashburn, VA\n\nJob Id: 1136\n\n# of Openings: 1\n\nPosition Summary\nThe 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. It 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.\n\nEssential Duties and Responsibilities\nWorkforce Development System Ownership\n\nOwn the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.\n\nEnsure 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.\n\nEstablish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.\n\nSkills Matrix & Proficiency Frameworks\n\nLead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.\n\nDefine proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.\n\nFacilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.\n\nGather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.\n\nStandard Work & Learning Asset Governance\n\nBuild and sustain role‑based standard work frameworks aligned to operational execution and training expectations.\n\nPartner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.\n\nEstablish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.\n\nNeeds Analysis & Field Discovery\n\nConduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.\n\nTranslate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work.\n\nPrioritize system improvements based on operational impact, safety risk, and workforce readiness.\n\nTraining System Standards\n\nDefine and govern standards for training content readiness, quality, and usability.\n\nEnsure training assets meet established standards for LMS deployment and field use.\n\nMaintain focus on system readiness and standards rather than training logistics or scheduling.\n\nCross‑Functional Alignment\n\nPartner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations.\n\nClearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.\n\nMetrics & Reporting\n\nMaintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators.\n\nUse metrics to identify system gaps, inform prioritization, and guide continuous improvement.\n\nProvide regular updates to the VP of Workforce Development & Safety on system performance, risks, and improvement efforts.\n\nQualifications\nEducation / Experience\n\nBachelor's degree in Education, Business, Operations, or a related field; or equivalent practical experience.\n\nMinimum of 7–10 years of experience in workforce development, training systems, learning & development, or operations‑aligned skill building.\n\nExperience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred.\n\nComputer Skills\n\nProficiency with Microsoft Office applications (Excel, Word, Outlook).\n\nExperience working with Learning Management Systems (Paycor LMS or similar preferred).\n\nCertificates and Licenses\n\nNo certificates or licenses required.\n\nSupervisory Responsibilities\n\nSupervises 1+ direct reports.\n\nPhysical Demands\n\nOccasionally required to move objects 10 pounds; frequently required to stand, walk, stoop, kneel, crouch, or crawl; occasionally required to sit and climb and balance. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus.\n\nPre Employment Requirements\nEmployment is contingent upon successful completion of a pre‑employment background check, drug screening, and motor vehicle record (MVR) review, in accordance with applicable federal, state, and local laws. Positions requiring driving must have an MVR that meets company and insurance carrier standards.\n\nEqual Opportunity Employment\nCPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.\n\nPay Range\n$113,752 – $170,661 per year\n\nApplication\nApply for this Position\n\n#J-18808-Ljbffr","company":"Cpg","rawCompany":"cpg","city":"Chicago","state":"IL","isRemote":false,"isActive":false,"createdAt":"2026-07-17T03:19:28.196Z","occupations":[{"code":"11-3131.00","title":"Training and Development Managers","slug":"training-and-development-managers"},{"code":"13-1151.00","title":"Training and Development Specialists","slug":"training-and-development-specialists"},{"code":"25-9031.00","title":"Instructional Coordinators","slug":"instructional-coordinators"}],"industries":[{"code":"611430","title":"Professional and Management Development Training","slug":"professional-and-management-development-training"},{"code":"611710","title":"Educational Support Services","slug":"educational-support-services"},{"code":"624310","title":"Vocational Rehabilitation Services","slug":"vocational-rehabilitation-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Sr. Manager Workforce Development","description":"Sr. Manager Workforce Development\n\nLocation: 19775 Belmont Executive Plaza, Suite 200, Ashburn, VA\n\nJob Id: 1136\n\n# of Openings: 1\n\nPosition Summary\nThe 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. It 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.\n\nEssential Duties and Responsibilities\nWorkforce Development System Ownership\n\nOwn the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.\n\nEnsure 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.\n\nEstablish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.\n\nSkills Matrix & Proficiency Frameworks\n\nLead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.\n\nDefine proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.\n\nFacilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.\n\nGather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.\n\nStandard Work & Learning Asset Governance\n\nBuild and sustain role‑based standard work frameworks aligned to operational execution and training expectations.\n\nPartner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.\n\nEstablish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.\n\nNeeds Analysis & Field Discovery\n\nConduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.\n\nTranslate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work.\n\nPrioritize system improvements based on operational impact, safety risk, and workforce readiness.\n\nTraining System Standards\n\nDefine and govern standards for training content readiness, quality, and usability.\n\nEnsure training assets meet established standards for LMS deployment and field use.\n\nMaintain focus on system readiness and standards rather than training logistics or scheduling.\n\nCross‑Functional Alignment\n\nPartner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations.\n\nClearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.\n\nMetrics & Reporting\n\nMaintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators.\n\nUse metrics to identify system gaps, inform prioritization, and guide continuous improvement.\n\nProvide regular updates to the VP of Workforce Development & Safety on system performance, risks, and improvement efforts.\n\nQualifications\nEducation / Experience\n\nBachelor's degree in Education, Business, Operations, or a related field; or equivalent practical experience.\n\nMinimum of 7–10 years of experience in workforce development, training systems, learning & development, or operations‑aligned skill building.\n\nExperience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred.\n\nComputer Skills\n\nProficiency with Microsoft Office applications (Excel, Word, Outlook).\n\nExperience working with Learning Management Systems (Paycor LMS or similar preferred).\n\nCertificates and Licenses\n\nNo certificates or licenses required.\n\nSupervisory Responsibilities\n\nSupervises 1+ direct reports.\n\nPhysical Demands\n\nOccasionally required to move objects 10 pounds; frequently required to stand, walk, stoop, kneel, crouch, or crawl; occasionally required to sit and climb and balance. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus.\n\nPre Employment Requirements\nEmployment is contingent upon successful completion of a pre‑employment background check, drug screening, and motor vehicle record (MVR) review, in accordance with applicable federal, state, and local laws. Positions requiring driving must have an MVR that meets company and insurance carrier standards.\n\nEqual Opportunity Employment\nCPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.\n\nPay Range\n$113,752 – $170,661 per year\n\nApplication\nApply for this Position\n\n#J-18808-Ljbffr","datePosted":"2026-07-17T03:19:28.196Z","dateModified":"2026-07-17T03:19:28.196Z","hiringOrganization":{"@type":"Organization","name":"Cpg","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Chicago","addressRegion":"IL","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"dfb3db4279d285d4b4cfc1e6"},"url":"https://jobsearcher.com/jobs/dfb3db4279d285d4b4cfc1e6"}}