Workforce Development Manager

Austal Usa, LLC; Mobile (AL); On-site; USD 120,000 - 170,000; Full time

Job summary

Austal USA, LLC is seeking a seasoned leader to direct Talent Acquisition & Workforce Development (Technical) across the organization. You will forecast demand, develop skills pipelines, and partner with HR and business leaders to align training with strategic goals.

This role drives global workforce planning, analyzes trends, and delivers actionable insights to close staffing gaps over 1–5 years. Strong ethics, negotiation, and stakeholder management are essential.

Qualifications

• Bachelor's degree in HR, business, economics, statistics or related field.
• Minimum five years of management experience in workforce planning initiatives.
• Experience with benchmarking, predictive modeling, forecasting and data analysis.
• Experience collaborating with senior leadership to set strategic goals.
• Proven ability to lead cross-functional teams and influence stakeholders.

Responsibilities

• Serve as primary contact for all workforce development initiatives company-wide.
• Identify, develop, and execute new skilled trades workforce strategies.
• Collaborate with external agencies to build training programs for hiring needs.
• Forecast workforce demand 1–5 years ahead and quantify gaps/risks.
• Lead global workforce planning and align projects with organizational goals.
• Prepare reports on headcount, forecasts, and action plans to close gaps.

Skills

Workforce Planning

Forecasting

Data Analysis

Leadership

Cross-functional Teams

Stakeholder Communication

Ethics & Negotiation

Education

Bachelor's Degree in Human Resources, Business, Economics, Statistics, or related field

Tools

Microsoft Word

Microsoft Excel

PowerPoint

Microsoft Project

Job description

REPORTS TO: Director of Talent Acquisition & Workforce Development (Technical)

SUPERVISES: N/AA

AUTHORITIES / RESPONSIBILITIES:

Serve as primary agency point of contact for all workforce development initiatives throughout the organization. Identify, develop, and execute new strategies and initiatives for all skilled trades workforce development. Work with outside agencies and service providers, both public and private, to develop training and educational programs to support hiring demands. Analyze employee data and key labor trends to provide insight into the workforce needed in the future. This includes forecasting and quantifying the workforce impact and needs. Forecast and quantify the workforce gaps/risks that will need to be managed within each department to ensure the appropriate steps are taken to prepare for future staffing needs. Build and analyze models to project capacity and demand over a 1 to 5 year horizon, providing workforce planning research and insight to help identify the most optimal sources of needed talent that have the available skills to meet workforce planning goals. Ensure the strategic direction of workforce projects are aligned with the pursuit and attainment of organizational workforce goals. Analyze trends, hiring plans and reporting as well as strategic planning to recommend solutions based on business needs. Compile and mine data from a variety of sources to prepare, update, and create reports. Reporting regularly on long term resource plans, potential risks, forecasts and trends, staffing projections, accuracy and deviation of the forecast to actual, as well as action plans to close gaps. Lead the global workforce planning process, identify strategic issues and generate action plans to address key elements impacting the Company's talent acquisition strategy. Lead strategic discussion with HR partners and business leaders to continually align training objectives with evolving business objectives. Partner and consult with a broad range of constituents, including managers and HR leaders to develop strategies to assess, evaluate and address issues that impact workforce needs (technology changes, regulatory changes, re-skilling, corporate initiatives that impact jobs and staffing). Provide ongoing information, assessment and interpretation of current workforce - analyze trends and forecasts; monitor results of headcount growth in terms of operational volume and efficiency. Assist with the deployment of organization, leadership and employee development efforts related to business plans focused on key talent, identified successors and critical technical staff. Attend meetings with outside agencies. Assists in forming partnerships with outside agencies and in leveraging resources to secure maximum services to support workforce planning initiatives. Responsible for developing recruitment strategies for colleges, universities and other experienced professional candidate pools.

QUALIFICATIONS / KNOWLEDGE / EXPERIENCE:

Bachelor's Degree in Human Resources, Business, Economics, Statistics, or a related field or an equivalent combination of education, training, and experience. Possess five or more years of management experience. Demonstrated experience managing corporate Workforce Planning initiatives. Demonstrated experience with benchmarking, strategic data analysis, predictive modeling, and forecasting. Demonstrated experience collaborating with leadership on setting strategic goals and tracking reporting progress against those goals. Demonstrated experience developing and implementing strategic workforce development plans. Demonstrated experience collaborating across all levels of an organization including analyzing information, identifying needs, developing actions plans, identifying deliverables, and presenting recommendations/results. Demonstrated experience leading cross-functional teams. Must demonstrate strong ethics, influence and negotiation, leadership, interpersonal skills, communication, and the ability to effectively manage stress and engage in continuous learning. Demonstrated proficiency with Microsoft Word, Excel, PowerPoint, and Project suite of reporting and analytic tools.

TOOLS:

None

DIRECTION EXERCISED:

Full discretionary authority to assign work.

DISCRETION EXERCISED:

Full discretionary authority to correct and discipline, recommend pay increase, transfers, promotions, and discharges.

LIASES WITH:

Liaise with all levels of Austal organization, Navy Program Office, community organizations and leaders, suppliers and external contractors.

ADDITIONAL GUIDELINES:

Candidates must meet the following employment eligibility guidelines to be considered for employment with Austal USA:18 years of age or older at time of applicationAble to provide proof of US Person StatusNo felony convictions of Theft/Deception or Violent crimes within seven years from disposition dateNo felony convictions of Drug crimes within three years from disposition dateWilling to submit to a drug screenWilling to submit to a background checkEqual Employment CommitmentAny qualified individual with a disability who is having difficulty in completing an application because of incompatible technology or other disability-related application issues may contact us at the following phone number for assistance: 251-445-1932.

Austal shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity or nationality.

Austal's commitment to equal employment opportunity applies at all levels of employment, in all job titles, including the executive level, and to all employment actions, including but not limited to decisions concerning recruitment, hiring, training, and promotion.