The Manager of Workforce Development serves as a strategic leader supporting the mission of Metro’s Talent Management Team in HR. This role is primarily (but not exclusively) responsible for developing and executing innovative workforce development initiatives that strengthen Metro’s talent pipeline for key operational roles—including Bus Operators, Access Drivers (Paratransit), and Maintenance positions such as Mechanics, Hostlers, Bus Cleaners, and Facilities Maintenance Technicians.

By cultivating partnerships with local agencies, workforce boards, educational institutions, and community organizations, the Manager of Workforce Development will help expand access to career opportunities, promote inclusive hiring practices, and create sustainable pathways for underrepresented and unemployed individuals to join the transit workforce. This leader will play a pivotal role in shaping Metro’s long-term talent strategy and in reinforcing its commitment to mobility, opportunity, and economic growth across Greater Cincinnati.

ESSENTIAL FUNCTIONS

• Establish and maintain partnerships with local agencies, workforce boards, educational institutions, and community organizations to develop and nurture talent pipelines for Metro’s most critical roles.

• Lead community outreach and engagement efforts to connect underrepresented and unemployed populations with career and training opportunities at Metro.

• Represent Metro at workforce development events, job fairs, and community forums to promote transit careers and strengthen Metro's reputation as an inclusive, community-focused employer of choice.

• Collaborate with educational institutions to develop pre-apprenticeship, apprenticeship, and certification programs supporting Operator and Maintenance pipelines.

• Serve as Metro’s primary lisason with workforce development partners and funding entities.

• Design and manage workforce readiness and pre-employment programs that reduce barriers to entry (e.g., CDL preparation, English language training, interview readiness, and life skills).

• Partner with community organizations to provide wraparound supports—including transportation assistance, childcare connections, and career coaching—to improve retention and long-term success for new hires.

• Leverage Workforce Innovation and Opportunity Act (WIOA) and apprenticeship funding opportunities to offset training costs, provide on-the-job training reimbursement, and expand access to credential-based learning.

• Establish and monitor Key Performance Indicators (KPIs) to measure workforce development impact, including referral-to-hire conversion, retention rates, diversity representation, and partner performance.

• Collaborate cross-functionally with Talent Acquisition, Learning, and Operational leadership to align workforce programs with Metro’s business needs and service goals.

• Serve as a visible ambassador for Metro’s Talent Management Team, embodying the organization’s commitment to inclusion, growth, and community partnership.

POSITION QUALIFICATIONS

Competency Statement(s)

Communications - Excellent verbal, writing and non-verbal skills. Clear, concise, and persuasive. Excellent grammar and punctuation.

Customer Focus - Excellent problem-solving skills and a desire to exceed customer expectations.

Employee Development - Accurately identifies and measures own skills and knows when to ask for help in completion of tasks and projects.

Leadership - Energetic, takes initiative on projects, committed to continuous improvement. Professional Integrity - Accountable, honest, fiscally responsible, with the ability to maximize resources.

Education

• Bachelor’s degree (four-year college or university) required. Bachelor’s degree in Human Resources, Business Administration, Workforce Development, or a related field highly preferred. Master’s degree in a relevant field preferred

Experience

• At least 3 years of experience in workforce development, community engagement, or talent pipeline management.

• Demonstrated understanding of employment law, workforce development best practices, and community partnership management.

• Experience within the public transportation, logistics, or skilled trades sectors preferred.

• Proven success building partnerships with community-based organizations, workforce agencies, and education providers to drive equitable employment outcomes preferred.

SKILLS & ABILITIES

Computer Skills

• Proficiency in Microsoft 365

• Strategic thinking and data fluency to analyze workforce trends, identify talent gaps, and inform evidence-based decisions.

• Excellent communication and relationship-building skills to engage diverse community partners, educational institutions, and internal stakeholders.

• Leadership and collaboration abilities to coordinate cross-departmental initiatives and manage program outcomes effectively.

• Problem-solving and innovation to remove employment barriers, streamline program delivery, and expand candidate access.

• Project management and planning skills to design, implement, and evaluate workforce initiatives that align with Metro’s mission and operational priorities.

WORK ENVIRONMENT & SCHEDULE

• Office environment with in-office schedule with ability to work one day from home with management approval

SALARY / WAGE INFORMATION

• Salary is negotiable and based on experience

EEO STATEMENT

Metro provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

The company has reviewed this job description to ensure that essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.