Manager, Workforce Planning and Employee Development

Manager, Workforce Planning and Employee Development

Salary

$101,275.00 - $164,362.00 Annually

Location

Metro Plant - 2400 Childs Rd. St. Paul MN 55106, MN

Job Type

Full-Time

Job Number

2026-00265

Division

Environmental Services

Department

Training & Program Support

Opening Date

07/16/2026

Closing Date

8/2/2026 11:59 PM Central

• Description
• Benefits
• Questions

WHO WE ARE

We are the Metropolitan Council, the regional government for the seven-county Twin Cities metropolitan area. We plan 30 years ahead for the future of the metropolitan area and provide regional transportation, wastewater, and housing services. More information about us is on our website.

We are committed to supporting a diverse workforce that reflects the communities we serve.

Join an award-winning wastewater industry leader in protecting our environment! Environmental Services (ES) operates and maintains the wastewater collection and treatment system in the Twin Cities metropolitan region. It also provides coordinated long-range water resources and supply planning, and air and water quality monitoring to meet future needs. ES treatment plants consistently earn state and national awards for complete compliance with their environmental permits. ES received a Governor's Award as a Great Place to Work.

To find out more about the Environmental Services division, please click on the link for more information: https://metrocouncil.org/Wastewater-Water.aspx.

How your work would contribute to our organization and the Twin Cities region:

The Workforce Planning & Employee Development Manager manages Environmental Services workforce planning, employee development, technical training, workforce analytics, and related program administration activities that support the full employee lifecycle. Leads staff and cross-functional teams to develop, implement, monitor, and evaluate strategies that ensure a skilled, prepared, and sustainable Environmental Services workforce.

Partners with Environmental Services leadership, Human Resources, Learning and Organizational Development, Talent Acquisition, Labor Relations, Finance, Performance Excellence and Analytics, community organizations, learning institutions, industry partners, and other internal and external stakeholders. Work includes establishing workforce planning and training program governance, analyzing workforce and operational data, managing technical training and learning systems, developing actionable reports and dashboards, overseeing budgets and contracts, and providing consultation on workforce needs, skill development, career pathways, and knowledge transfer systems

This posting will create a six-month eligibility list for current and future openings.

What you would do in this job

1. Lead data-informed workforce planning and employee development strategies.

• Develop workforce strategies that support Environmental Services operational needs, recruitment support, technical skill development, employee development, and long-term workforce sustainability.
• Work with division leadership, managers, employees, partner departments, and community members to identify organizational strengths, workforce gaps, operational risks, and opportunities.
• Analyze internal data, marketplace trends, turnover data, regional demographics, recruitment-to-hire timelines, skill development needs, and operational workforce information to identify gaps and recommend solutions.
• Partner with Environmental Services business units to implement workforce strategies that align with business needs, operational priorities, equity and inclusion goals, and employee-centered outcomes.
• Provide advice and consultation to management on workforce recruitment, skill development, training needs, career pathways, and long-term workforce planning.
• Identify, develop, or procure training and development opportunities that grow employee skills, support performance, and respond to emerging shifts in the regional workforce.

2. Manage workforce technical training and learning systems.

• Provide direction to teams responsible for creating and maintaining Environmental Services workplace systems that grow technical skills, support job performance, and foster the division as a learning organization.
• Create and execute initiatives and divisional programs that provide staff with professional growth opportunities, including training for plant operators, operator trainees, and technical staff.
• Collaborate with internal departments to align employee skill development, onboarding, career pathway development, knowledge transfer, and knowledge retention systems.
• Ensure Environmental Services technical training programs are meaningful to employees, operate efficiently, and integrate with overall employee support and performance management systems.
• Oversee instructional design, learning management system activities, safety training coordination, training delivery methods, program evaluation, and continuous improvement of employee learning systems.
• Guide staff and subject matter experts in developing training materials, work instructions, standard operating procedures, and technical learning resources.

3. Manage workforce analytics, reporting, and actionable data tools.

• Work with Environmental Services management to develop and prioritize medium- and long-range operational workforce goals.
• Use water workforce trend data, regional demographics, turnover data, recruitment timelines, bias mitigation practices, workflow information, and operational systems information to support recommendations about future workforce needs.
• Lead collaboration on predictive analytics, modeling, dashboards, data visualization tools, and reports that communicate anticipated workforce needs and skill optimization opportunities.
• Deploy and continuously improve interactive modeling, dashboards, and visualization tools that translate analytical results into operationally actionable information.
• Recommend actions that consider the different factors, workflows, drivers, and planning horizons involved in industrial and non-industrial operations.
• Identify potential data bias, data limitations, and reporting gaps that may impact the accuracy or usefulness of workforce recommendations.
• Manage scope development and contract delivery when outside consultants are used for workforce analytics, program design, or related project work.

4. Build stakeholder partnerships and represent Environmental Services.

• Build and maintain relationships with Environmental Services executive leadership, division management teams, Finance, Performance Excellence and Analytics, Planning, Human Resources Business Partners, Learning and Organizational Development, Talent Acquisition, and other internal partners.
• Facilitate collaborative workforce planning sessions with industrial and non-industrial management teams and other stakeholders to ensure input on, and accountability for, operational, workforce, equity, inclusion, and employee development goals.
• Represent Environmental Services training, workforce planning, and employee development interests on division-wide or agency-wide committees and initiatives related to training, administrative programs, workforce development, and related initiatives.
• Develop and maintain relationships with external partners, including community organizations, learning institutions, workforce development partners, regional water industry groups, and public agencies to support workforce pipelines and career pathway programs.
• Communicate program information, progress, and outcomes to diverse internal and external audiences.

5. Oversee program management, governance, budgets, contracts, and continuous improvement.

• Align Environmental Services workforce practices, work instructions, training systems, and program activities with Council policies and procedures.
• Develop and oversee consistent workforce planning processes, templates, tools, governance practices, performance measures, key performance indicators, and reporting methods.
• Develop business cases, budget proposals, reports, and recommendations for workforce planning, training, and employee development programs and initiatives.
• Manage budgets, contracts, vendors, procurement-related activities, consultant scopes of work, and authorized expenditures within assigned program areas.
• Stay current on best practices, industry trends, business processes, workforce development models, and administrative systems to support continuous improvement and collaboration.
• Identify and lead process improvements to increase effectiveness, efficiency, accountability, and impact.

6. Supervise, coach, and develop assigned staff.

• Develop and implement staffing levels, staff capabilities, and work assignments needed to meet program goals.
• Hire employees; assign and direct work; set performance expectations; monitor progress; evaluate performance; and provide feedback, coaching, development, recognition, and discipline when appropriate.
• Ensure compliance with applicable Council policies, work rules, labor agreements, procedures, and state and federal requirements.
• Promote an equitable, positive, respectful, and inclusive work environment that values culture and diversity among all employees.
• Direct consultant staff and cross-functional project teams as needed.

What education and experience are required for this job (minimum qualifications)

Any of the following combinations of experience in workforce planning, employee development, adult education, instructional design, workforce analytics, human resources, organizational development, business administration, operations program management, or a related field and completed education (degree field of study in business administration, analytics, education, instructional design, human resources, industrial/organizational psychology, management, or a closely related field):

• A high school diploma/GED with ten (10) years of experience.
• An associate degree with eight (8) years of experience.
• A bachelors degree with six (6) years of experience.
• A masters degree or higher with four (4) years of experience.

Plus three (3) years of supervisory or management experience.

What additional skills and experience would be helpful in this job (desired qualifications):

• Experience working in a multi-union, operational public sector environment.
• Experience with water, wastewater, utility, industrial, or technical workforce development.
• Experience analyzing workforce trends, turnover data, recruitment timelines, training outcomes, skill gaps, or other workforce data to diagnose issues and measure progress.
• Experience designing or developing adult education sessions, technical training, online learning, blended learning, or performance-based instructional programs.
• Experience developing and maintaining community, industry, or educational partnerships to support workforce pipelines and career pathway programs.
• Experience implementing organizational change efforts in a public agency or complex organization.
• Experience analyzing equity and inclusion systems within a business or operational setting.
• Knowledge of water treatment, wastewater operations, or regional water workforce development.

What knowledge, skills and abilities you should have within the first six months on the job:

• Knowledge of workforce planning principles, employee development strategies, technical training systems, workforce analytics, organizational development, and program management practices.
• Knowledge of the relationship between workforce insights, business strategy, financial planning, operational needs, and long-term workforce sustainability.
• Knowledge of adult learning principles, instructional design, training delivery methods, learning management systems, training evaluation, and employee skill development practices.
• Knowledge of workforce data, forecasting, modeling, dashboards, data visualization, and methods for translating complex information into actionable recommendations.
• Knowledge of equity and inclusion principles and workforce practices in a multi-stakeholder environment.
• Knowledge of the different workforce needs, workflow drivers, planning horizons, and operational dynamics involved in industrial and non-industrial work environments.
• Skill in analyzing workforce data, identifying patterns, assessing risks and opportunities, and developing recommendations that support management decision-making.
• Skill in developing, implementing, monitoring, and evaluating complex programs, initiatives, performance indicators, business cases, budgets, contracts, and reports.
• Skill in communicating complex workforce, training, operational, and analytical information clearly to leaders, managers, employees, and external partners.
• Skill in facilitation, consultation, presentation, written and verbal communication, stakeholder engagement, and difficult conversations involving workforce planning or operational change.
• Skill in project management, contract management, consultant coordination, budget administration, program governance, and continuous improvement.
• Ability to develop and implement workforce strategies, training systems, processes, tools, and programs that support operational needs and measurable results.
• Ability to analyze problems, anticipate impacts, exercise independent judgment, manage multiple priorities, evaluate program effectiveness, and adjust strategies based on data, feedback, and changing business needs.
• Ability to lead, supervise, coach, develop, and evaluate employees while creating an equitable, accountable, and respectful work environment.
• Ability to influence leaders, build trust, guide change, and facilitate cross-functional collaboration in support of long-term workforce planning and employee development outcomes.
• Ability to collaborate with data analysts, human resources professionals, managers, business leaders, union representatives, learning institutions, community partners, and industry organizations.

Additional information

Supplemental Information

Union/Grade: MANA / Grade J

FLSA: Exempt

Safety Sensitive: No

Work Environment:

Work is regularly performed in a normal office environment and may require occasional in-state travel to different facilities.

The responsibilities listed are typical of the positions included in the job classification; however, not all duties are necessarily performed by each specific position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties of the position. Regular attendance is an essential responsibility.

What steps the recruitment process involve:

• We review your minimum qualifications.
• We rate your education and experience.
• We conduct a structured panel interview.
• We conduct a selection interview.

Once you have successfully completed the steps above, then:

If you are new to the Metropolitan Council, you must pass a background check which verifies education, employment, and criminal history. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor, and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.

If you are already an employee of the Metropolitan Council, you must pass a background check which verifies education and employment. A criminal background check will be completed if the job youre applying for is safety-sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers or transit fare cards.

IMPORTANT: If you make a false statement or withhold information, you may be barred from job consideration.

The Metropolitan Council is an Equal Opportunity, Affirmative Action, and veteran-friendly employer. The Council is committed to a workforce that reflects the diversity of the region and strongly encourages persons of color, members of the LGBTQ community, individuals with disabilities, women, and veterans to apply.

If you have a disability that requires accommodation during the selection process, please email HR-OCCHealth@metc.state.mn.us.

We believe our employees are a key to our agencys success! In order to attract and retain high quality employees, the Council provides a highly competitive benefits package both in choice and coverage levels. Some highlights about our benefits are listed below:

• Guaranteed monthly retirement income through Minnesota State Retirement System pension fund
• Opportunity to save additional funds for retirement on a tax-deferred basis through a voluntary deferred compensation (457) plan
• Two or more medical plans from which to choose, with employer contribution towards premiums over 80%
• Dental insurance, life insurance and vision insurance

The following benefits are provided to all employees as part of working for the Council. You will have access to free:

• Well@Work clinic
• bus/rail pass valued at over $1200 per year
• parking at many job locations
• fitness centers at many job locations
• Employee Assistance Program
• extensive health and wellness programs and resources

.

01

Applicant Instructions: It is important that your application shows all relevant education and experience you possess. The supplemental questions listed below are to further evaluate your education and experience and to determine your eligibility for this position. Answer each question completely, and please do not type "see resume." Otherwise, your application will be considered incomplete, and you will not receive further consideration for this position. The experience you indicate in your responses should also be consistent with the Work History section of this application. If you attach a resume and/or cover letter to your application, it will be reviewed at the education and experience review step. I have read and understand the above instructions regarding my application and supplemental questions.

• Yes
• No

02

How did you first hear about this job opening?

• CareerForce Center
• Community Event/Organization
• Employee Referral
• Facebook
• Glassdoor
• Indeed
• Job Fair
• LinkedIn
• Metro Transit Bus Advertisement
• X (formerly known as Twitter)
• Website: governmentjobs.com
• Website: metrocouncil.org
• Website: metrotransit.org
• Website: minnesotajobnetwork.com
• Other

03

If you selected Other, please describe where you first heard about this job. if you selected Employee Referral please enter the employees first and last name, ID number (if known), and job title. Type N/A if not applicable.

04

The Metropolitan Council recognizes that Artificial Intelligence (AI) and generative tools are increasingly used in application processes. While the Council permits the use of AI to assist in the preparation of application materials, all applicants must certify the following statement:

• I affirm that all information provided in my application including any uploaded documentation is true and accurate. I further affirm that I have personally reviewed, verified, and approved all content, including any content generated with the assistance of AI. I will provide all interview responses directly and in real-time without unauthorized assistance. I will not use AI avatars, external assistance in answering including computer-generated suggestions, or any recording and transcription tools during the interview process unless I have received prior approval from Human Resources for a disability-related reasonable accommodation.

05

Please select the option below that reflects your education and experience level.

• A high school diploma/GED AND ten or more years of experience
• An Associate degree in Business Administration or related field AND eight or more years of experience
• A Bachelors or higher degree in Business Administration or related field AND six or more years of experience
• A Masters degree or higher degree in Business Administration or related field AND four or more years of experience
• Some education in Business Administration or related field AND/OR some experience

06

Describe your lead data-informed workforce planning and employee development strategies experience.

• Less than 3 years
• 3-4 years
• 5-6 years
• 7-8 years
• 10 or more years

07

Describe your experience supervising staff. (team size, make up of team members, leadership style). If this does not apply to you, indicate "N/A."

08

Describe your experience managing workforce technical training and learning systems. If this does not apply to you, indicate "N/A."

09

Describe your experience managing workforce technical training and learning systems. If this does not apply to you, indicate "N/A."

10

Describe your experience managing workforce analytics, reporting, and actionable data tools. If this does not apply to you, indicate "N/A."

11

Describe your experience building stakeholder partnerships to support workforce planning. If this does not apply to you, indicate "N/A."

12

Which of the following do you have experience in? (Check all that apply.)

• Experience working in a multi-union, operational public sector environment.
• Experience with water, wastewater, utility, industrial, or technical workforce development.
• Experience analyzing workforce trends, turnover data, recruitment timelines, training outcomes, skill gaps, or other workforce data to diagnose issues and measure progress.
• Experience designing or developing adult education sessions, technical training, online learning, blended learning, or performance-based instructional programs.
• Experience developing and maintaining community, industry, or educational partnerships to support workforce pipelines and career pathway programs.
• Experience implementing organizational change efforts in a public agency or complex organization.
• Experience analyzing equity and inclusion systems within a business or operational setting.
• Knowledge of water treatment, wastewater operations, or regional water workforce development.

13

This position requires that you upload a cover letter. Did you upload a cover letter with your application?

• Yes
• No

Required Question

Employer Metropolitan Council

Address 390 Robert St. N.

St. Paul, Minnesota, 55101

Website https://metrocouncil.org