Workforce Development Manager

The-Ruhlin-Company; Sharon Center (OH); On-site; USD 70,000 - 110,000; Full time

Benefits offered by this job

ESOP

401k match

Medical insurance

Dental insurance

Vision insurance

Life insurance

Long-term disability

Tuition reimbursement

Paid time off

Job summary

The Ruhlin Company in Ohio is seeking a Workforce Development Manager to lead workforce development, learning programs, and talent development across the organization.

You will partner with management to assess needs, design and deliver training, oversee the budget, and build partnerships with educational institutions and community partners to support recruiting and career progression. This role reports to the HR Director and supports a culture of continuous learning.

Qualifications

• Bachelor’s degree in HR or related field.
• Minimum of 5 years in workforce development or HR.
• Construction industry experience preferred.
• Experience designing training programs and partnerships.
• HR certifications preferred.

Responsibilities

• Develop and manage the annual training and development budget.
• Design and improve training programs and learning resources.
• Coordinate, deliver, and facilitate engaging training programs.
• Assess training needs and measure effectiveness.
• Develop internship and workforce development partnerships.
• Support onboarding and division/department training initiatives.

Skills

Communication

Presentation

Interpersonal skills

Teamwork

HR knowledge

Education

Bachelor’s degree in HR, organizational development, education, business administration, engineering, construction management, or related field

CPTD

APTD

PHR

SHRM-CP

Tools

Microsoft 365

LMS

Job description

The Ruhlin Company

Workforce Development Manager

The Ruhlin Company seeks to hire a Workforce Development Manager for its Human Resources Department.

Summary: Manage the Company’s workforce development, employee learning, career advancement, and talent development initiatives to ensure employees have the skills needed to achieve business objectives. Partner with management to assess workforce needs, develop and coordinate learning programs, oversee internal recruiting and career development processes, and foster a culture of continuous learning and growth.

Responsibilities

Administration

• Assist the Director of Human Resources in developing and managing the annual training and development budget.


• Monitor training expenses and identify cost-effective learning solutions.


• Track program participation, evaluate outcomes, and prepare reports and recommendations regarding workforce development initiatives.


• Perform other duties as assigned by the Director of Human Resources.

Employee Engagement & Culture

• Support employee engagement initiatives and communication efforts that strengthen company culture, teamwork, morale, and the overall employee experience.


• Assist with the coordination of employee development events, recognition initiatives, and company-sponsored activities.


• Demonstrate positive and productive working relationships across all departments and divisions.

Learning Program Design & Development

• Design, develop, and continuously improve training programs, workshops, presentations, and on-the-job learning resources.


• Develop learning objectives and measurable outcomes for all training initiatives.


• Ensure learning programs align with company goals, industry best practices, and adult learning principles.


• Work with internal subject matter experts and external training providers to develop and enhance learning opportunities, including related training materials.

Training Delivery & Facilitation

• Coordinate, facilitate, and deliver engaging training programs using various learning methods.


• Manage training logistics, including scheduling, securing internal conference rooms or external venues, coordinating materials, tracking attendance, and participant communications.


• Support onboarding and division/department specific training initiatives as needed.


• Ensure employees have access to appropriate learning resources and development opportunities.

Training Needs Assessment & Program Evaluation

• Conduct annual and ongoing training needs assessments.


• Partner with management to identify skill gaps, operational needs, and future workforce requirements.


• Recommend training solutions that support business objectives and employee development.


• Measure the effectiveness of training and development initiatives through assessments, surveys, observations, and performance metrics.


• Conduct follow-up evaluations to determine knowledge retention and on-the-job application.


• Analyze results and continuously improve programs based on employee and management feedback.

Workforce Development & Talent Management

• Develop, coordinate, and manage the Company’s internship program.


• Develop and maintain partnerships with colleges, universities, technical schools, workforce development agencies, trade organizations, and community partners to support recruiting, internship opportunities, apprenticeship initiatives, and workforce development efforts.


• Design programs that support employee growth, career progression and leadership development.


• Partner with management to ensure workforce development initiatives support business needs.


• Meet regularly with the Director of HR to discuss priorities, workforce trends, and initiatives.


• Participate in HR, workforce development, and construction industry associations, conferences, events, and community partnerships.


• Develop and execute the company’s workforce development strategy to support employee growth, career progression, leadership development, and internal advancement.


• Partner with managers to develop career pathways and individual development plans that support employee growth, retention, and long-term organizational needs.

Essential Skills and Experience

• Bachelor’s degree in human resources, organizational development, education, business administration, engineering, construction management, or a related field.


• Minimum of 5 years progressively responsible experience in workforce development, learning and development, organizational development, human resources, or a related field.


• Construction industry experience is strongly preferred.


• Experience developing partnerships with educational institutions, workforce development agencies, community organizations, and construction industry associations preferred.


• Experience in designing, implementing, and evaluation employee training and development programs, including facilitating training for employees at various organizational levels.


• Experience with career development, leadership development, workforce planning, internship, apprenticeship, or workforce pipeline programs preferred.


• CPTD, APTD, PHR, SHRM-CP, or other HR certification is preferred.


• Proficient with Microsoft 365, training software and learning management systems (LMS).


• Excellent communication, presentation, and interpersonal skills.


• Team focused mindset to build strong working relationships.


• Commitment to Company values.

Direct Report(s): None

About The Ruhlin Company

The Ruhlin Company was founded on a corporate philosophy of partnership. For over 100 years we have created cooperative relationships with our clients by listening closely to their needs and successfully translating their visions into reality. Client satisfaction is the bedrock of our reputation, earned through innovative construction technology, experienced leadership and an unswerving commitment to quality. Today Ruhlin enjoys a national reputation as a construction services leader. From bridges to buildings, client success is built in. The Ruhlin Company offers a comprehensive benefits package to eligible employees which includes Employee Stock Ownership Program (ESOP), 401k match, Bonus, Medical, Dental, Vision, Life Insurance, Long Term Disability coverage, Tutition Reimbursement paid vacation and sick days.

The Ruhlin Company is an Equal Opportunity Employer and participates in Ohio's Drug Free Safety Program

The Ruhlin Company is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, sex, age (age 40 or older), color, disability or handicap, veteran/military status, national origin, genetic information, sexual orientation or gender identity, or any other characteristic protected by applicable law.