Job brief
We are seeking a strategic Learning and Development Manager to lead our corporate training initiatives and drive workforce capability enhancement across our growing organization. In this role, you will design and implement comprehensive learning programs that span new hire onboarding, technical skills development, leadership advancement, and compliance training for over 1,500 employees. You will manage our learning technology stack, partner with subject matter experts to create engaging content, and use data-driven approaches to demonstrate training impact on business performance. If you are passionate about adult learning theory, thrive on measuring training effectiveness, and want to shape the future of workplace education in a collaborative environment, this opportunity is perfect for you.
Key highlights
- Design comprehensive learning curricula using ADDIE methodology and adult learning principles to address identified skill gaps across technical, leadership, and compliance domains
- Implement and optimize learning management systems such as Cornerstone OnDemand, Workday Learning, or Moodle to deliver scalable training experiences
- Measure training effectiveness through Kirkpatrick Level 1-4 evaluations, analyzing behavior change metrics and business impact correlation
- Create succession planning programs and individual development plans that align employee career aspirations with organizational talent pipeline needs
What is a Learning and Development Manager?
A Learning and Development Manager is a talent development professional who architects and delivers comprehensive training programs that enhance employee skills, performance, and career progression within organizations. Specializing in instructional design frameworks like ADDIE and Kirkpatrick's Four-Level Training Evaluation Model, Learning and Development Managers leverage learning management systems such as Cornerstone OnDemand, Workday Learning, or Articulate 360 to create engaging educational experiences. Their expertise spans needs assessment methodologies, competency mapping, and training ROI measurement, ensuring that workforce development initiatives directly support business objectives and drive organizational capability building.
What does a Learning and Development Manager do?
A Learning and Development Manager conducts training needs analyses through employee surveys, performance gap assessments, and stakeholder interviews to identify skill development priorities across departments. They design blended learning curricula combining instructor-led workshops, e-learning modules created in Articulate Storyline or Adobe Captivate, and virtual reality simulations for complex technical training. Daily activities include facilitating leadership development cohorts, managing vendor relationships with external training providers, and analyzing learning analytics from LMS dashboards to measure program effectiveness through Level 1-4 Kirkpatrick evaluations. They collaborate closely with HR business partners, department heads, and C-suite executives to align talent development strategies with succession planning and organizational change initiatives.
Key responsibilities
- Design comprehensive learning curricula using ADDIE methodology and adult learning principles to address identified skill gaps across technical, leadership, and compliance domains
- Implement and optimize learning management systems such as Cornerstone OnDemand, Workday Learning, or Moodle to deliver scalable training experiences
- Develop interactive e-learning content using Articulate Storyline 360, Adobe Captivate, or Camtasia for asynchronous learning delivery
- Conduct training needs assessments through competency gap analyses, 360-degree feedback reviews, and performance data correlation studies
- Facilitate instructor-led training sessions including new manager bootcamps, technical skills workshops, and executive leadership development programs
- Measure training effectiveness through Kirkpatrick Level 1-4 evaluations, analyzing behavior change metrics and business impact correlation
- Manage external training vendor relationships and negotiate contracts for specialized programs such as Six Sigma certification or technical certifications
- Create succession planning programs and individual development plans that align employee career aspirations with organizational talent pipeline needs
Requirements and skills
- Bachelor's degree in Human Resources, Organizational Psychology, Education, Instructional Design, or related field with CPTD or CPLP certification preferred
- 5+ years of experience in corporate learning and development with demonstrated expertise in instructional design and adult learning theory application
- Proficiency in learning management systems such as Cornerstone OnDemand, Workday Learning, SAP SuccessFactors, or Blackboard Learn for program delivery
- Advanced skills in e-learning authoring tools including Articulate Storyline 360, Adobe Captivate, Lectora, or similar content development platforms
- Experience with training evaluation methodologies including Kirkpatrick Four-Level Model, Phillips ROI methodology, and learning analytics interpretation
- Strong facilitation and presentation skills with ability to engage diverse audiences from entry-level employees to senior executives
- Knowledge of project management principles and tools such as Microsoft Project or Asana for managing complex training program implementations
- Ability to analyze learning data and present ROI metrics to stakeholders using data visualization tools such as Tableau or Power BI
FAQs
What does a Learning and Development Manager do on a daily basis?
A Learning and Development Manager spends their days conducting training needs assessments, designing instructional content using tools like Articulate Storyline, and facilitating workshops for various employee groups. They analyze learning data from LMS platforms to measure program effectiveness, collaborate with department heads to identify skill gaps, and manage relationships with external training vendors. Daily tasks also include reviewing and updating training materials, conducting one-on-one coaching sessions with high-potential employees, and preparing ROI reports that demonstrate the business impact of learning initiatives to senior leadership.
What skills and certifications are most important for Learning and Development Managers?
Essential skills include expertise in instructional design methodologies like ADDIE and SAM, proficiency with learning management systems such as Cornerstone OnDemand or Workday Learning, and advanced knowledge of e-learning authoring tools like Articulate 360. Professional certifications such as CPTD (Certified Professional in Talent Development) from ATD or CPLP (Certified Learning and Performance Professional) are highly valued. Strong analytical skills for measuring training ROI using Kirkpatrick evaluation models, project management capabilities, and excellent facilitation skills for delivering engaging workshops are also critical for success in this role.
Who does a Learning and Development Manager typically work with?
Learning and Development Managers collaborate extensively with HR business partners to align training with talent strategy, department managers to identify skill development needs, and C-suite executives to demonstrate learning program ROI. They work closely with subject matter experts across the organization to develop technical training content, external training vendors for specialized programs, and IT teams to implement and maintain learning technology platforms. They also partner with recruitment teams for onboarding program design and work directly with employees at all levels through coaching sessions and career development planning.
What is the career outlook and salary range for Learning and Development Managers?
Learning and Development Managers typically earn between $75,000 to $130,000 annually, with senior-level positions and those in major metropolitan areas commanding higher salaries. The career outlook is strong due to increased focus on employee retention, digital transformation training needs, and the growing emphasis on continuous learning in the workplace. Career advancement opportunities include Senior L&D Manager, Director of Talent Development, Chief Learning Officer, or transitioning to organizational development consulting. Many professionals also advance by specializing in areas like leadership development, technical training, or learning technology implementation.