Sr. Manager Workforce Development at CPG Beyond Inc

Ashburn, Virginia, United States -

Full Time

Start Date

Immediate

Expiry Date

18 Aug, 26

Salary

170661.0

Posted On

20 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Workforce Development, Skills Matrix Design, Standard Work Frameworks, Learning Management Systems, Needs Analysis, Governance, Training Standards, Cross-Functional Alignment, Performance Metrics, SOP Development, Task Analysis, Operational Readiness, Version Control, Inter-rater Reliability, Microsoft Office, People Leadership

Industry

Information Technology & Services

Description

TITLE: Sr. Manager Workforce Development Location: Ashburn, VA POSITION SUMMARY: The 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. This role 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. ESSENTIAL DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Workforce Development System Ownership * Own the end‑to‑end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization. * Ensure 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. * Establish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows. Skills Matrix & Proficiency Frameworks * Lead the design, rollout, and ongoing control of skills matrices for core technical and operational roles. * Define proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness. * Facilitate inter‑rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions. * Gather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices. Standard Work & Learning Asset Governance * Build and sustain role‑based standard work frameworks aligned to operational execution and training expectations. * Partner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership. * Establish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices. Needs Analysis & Field Discovery * Conduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders. * Translate field insights into system‑level improvements, including updates to skills matrices, training requirements, and standard work. * Prioritize system improvements based on operational impact, safety risk, and workforce readiness. Training System Standards * Define and govern standards for training content readiness, quality, and usability. * Ensure training assets meet established standards for LMS deployment and field use. * Maintain focus on system readiness and standards rather than training logistics or scheduling. Cross‑Functional Alignment * Partner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people‑leadership expectations. * Clearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps. Metrics & Reporting * Maintain the Workforce Development scorecard, including time‑to‑proficiency, progression, and readiness indicators. * Use metrics to identify system gaps, inform prioritization, and guide continuous improvement. * Provide regular updates to the VP of Workforce Development & Safety on system performance, risks, and improvement efforts. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education/Experience: * Bachelor’s degree in Education, Business, Operations, or a related field; or equivalent practical experience. * Minimum of 7–10 years of experience in workforce development, training systems, learning & development, or operations‑aligned skill building. * Experience operating in safety‑sensitive, frontline, or operations‑heavy environments strongly preferred. Computer Skills: * Proficiency with Microsoft Office applications (Excel, Word, Outlook). * Experience working with Learning Management Systems (Paycor LMS or similar preferred). Certificates and Licenses: * No certificates or licenses required. Supervisory Responsibilities: * Supervises 1+ direct reports Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * While performing duties of this job, the employee is occasionally required to move objects 10 pounds; they are frequently required to stand, walk, stoop. Kneel, crouch, or crawl; Occasionally required to sit and climb and balance. Specific vision abilities required for this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus. The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. CPG 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. *We Utilize E-Verify #LI-TG1

Responsibilities

The role is responsible for designing and governing workforce development systems, including skills matrices and standard work, to accelerate employee proficiency and safety. It involves partnering with Operations, Safety, and HR to ensure training assets are consistent, scalable, and aligned with operational requirements.