Learning And Development Manager Jobs
Learning And Development Manager jobs are open across healthcare, financial services, technology, manufacturing, and professional services, from entry-level L&D coordinator to senior director, with specializations in instructional design, leadership development, and organizational effectiveness. Find a role that fits from the openings below and apply directly.
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Community Access was founded in 1974 to provide housing and support for people being discharged from psychiatric institutions. Today, we are one of the leading providers of supportive and affordable housing in New York City, and the originators of an integrated housing model which has become a best practice nationally: affordable housing where families live alongside people living with mental health concerns. Our staff work daily to support thousands of New Yorkers through supportive and affordable housing, peer-driven residential crisis support programs, training, advocacy, supported education, mobile treatment and other healing-focused services.
Program/Department Description
The Learning & Development Department builds the knowledge, skills, and leadership capabilities employees need to succeed and advance Community Access’s mission. Through inclusive, accessible, and mission-aligned learning experiences, the department leads agency-wide training, manager and leadership development, career growth, learning technology, and organizational development. Working in partnership with employees, managers, Human Resources, and organizational leaders, the team identifies capability needs, delivers effective learning solutions, and measures impact to strengthen employee performance, support continuous improvement, and promote high-quality services.
Position Overview
The Director of Learning & Development provides strategic leadership for Community Access’s agency-wide learning, professional development, leadership development, and organizational capability initiatives. Reporting to the Chief People Officer, the Director develops and implements a comprehensive learning and development strategy that strengthens employee effectiveness, manager capability, career growth, organizational performance, and the consistent application of Community Access’s mission, values, and practice approaches. The Director partners with executive leadership, Human Resources, program leadership, managers, employees, and subject-matter experts to identify organizational capability needs and translate those needs into effective learning and development solutions.
Key Performance Indicators
All key performance indicators below are expected to be met fully.
- Learning Strategy: Annual L&D plan developed and aligned with organizational priorities.
- Needs Assessment: Annual agency-wide assessment completed with priorities and action plan.
- Required Training: At least 90–95% completed by established deadlines, with defined escalation process.
- Manager Development: Defined percentage of managers complete required manager curriculum.
- New Manager Development: New managers complete foundational program within established timeframe.
- Employee Development: Participation and utilization of professional-development opportunities are tracked.
- Career Development: Career-development framework/pathways established for prioritized roles.
- Learning Effectiveness: Priority programs include defined learning and application measures.
- Stakeholder Partnership: Department learning plans established with major operational departments.
- LMS/Data: Quarterly executive L&D dashboard delivered with trends and actions.
- Internal Capacity: Internal trainer/SME network established and maintained.
- Continuous Improvement: Training evaluation and organizational data result in documented program improvements.
Job Qualifications
- Have an understanding, appreciation, and commitment to the mission, values and practice approach of Community Access,
- Minimum of a Bachelors in Learning Development, Organizational, Behavioral or Educational Psychology, or relevant field preferred.
- Proficiency in Learning Management Systems and learning technology strategy required; experience with Bridge LMS or comparable systems preferred.
- Five to seven years of progressive leadership experience in learning and organizational development, training strategy, leadership development, or related organizational capability-building work, preferably in a nonprofit or service-delivery organization using a rights-based or social-justice approach.
- Active affiliation with appropriate Learning and Development networks, associations or organizations and ongoing community involvement required, appropriate L&D certifications preferred.
- Lived experience utilizing public mental health systems, inpatient psychiatric hospitalization, and/or other life-impacting experiences with mental health that reflects the communities we serve, preferred
- Experience and skill in leading organizational change
- An expert collaborator who can solve complex challenges and support cross-functional teams across the organization.
- Skilled in understanding instructional design principles and adult learning theories to create and/or oversee impactful training programs, using various methods (didactic lecture, role-playing, experiential learning, team exercises, group discussions, multi-media, etc.)
- Able to exhibit cultural competence through understanding the diversity of the workforce and has the ability to create inclusive training programs that cater to varied learning styles and backgrounds.
- Exhibits cultural competence Excellent computer technical skills, such as MS Office Suite (Word, PowerPoint, Outlook, Excel, Teams), Zoom, Articulate, Bridge LMS, etc.
- Ability to travel to and work in the field.
- Strong Project Management, Meeting facilitation and Problem-Solving Skills
Bilingual candidates are encouraged to apply.
Interested candidates should apply on www.communityaccess.org/jobs.
Community Access is an Equal Opportunity Employer. M/F/D/V.
Women, People of Color and Members of the LGBT community are strongly encouraged to apply.
We are dedicated to a workforce where at least 51% of our employees identify as having a personal
experience using mental health services. www.communityaccess.org
Community Access was founded in 1974 to provide housing and support for people being discharged from psychiatric institutions. Today, we are one of the leading providers of supportive and affordable housing in New York City, and the originators of an integrated housing model which has become a best practice nationally: affordable housing where families live alongside people living with mental health concerns. Our staff work daily to support thousands of New Yorkers through supportive and affordable housing, peer-driven residential crisis support programs, training, advocacy, supported education, mobile treatment and other healing-focused services.
Program/Department Description
The Learning & Development Department builds the knowledge, skills, and leadership capabilities employees need to succeed and advance Community Access’s mission. Through inclusive, accessible, and mission-aligned learning experiences, the department leads agency-wide training, manager and leadership development, career growth, learning technology, and organizational development. Working in partnership with employees, managers, Human Resources, and organizational leaders, the team identifies capability needs, delivers effective learning solutions, and measures impact to strengthen employee performance, support continuous improvement, and promote high-quality services.
Position Overview
The Director of Learning & Development provides strategic leadership for Community Access’s agency-wide learning, professional development, leadership development, and organizational capability initiatives. Reporting to the Chief People Officer, the Director develops and implements a comprehensive learning and development strategy that strengthens employee effectiveness, manager capability, career growth, organizational performance, and the consistent application of Community Access’s mission, values, and practice approaches. The Director partners with executive leadership, Human Resources, program leadership, managers, employees, and subject-matter experts to identify organizational capability needs and translate those needs into effective learning and development solutions.
Key Performance Indicators
All key performance indicators below are expected to be met fully.
- Learning Strategy: Annual L&D plan developed and aligned with organizational priorities.
- Needs Assessment: Annual agency-wide assessment completed with priorities and action plan.
- Required Training: At least 90–95% completed by established deadlines, with defined escalation process.
- Manager Development: Defined percentage of managers complete required manager curriculum.
- New Manager Development: New managers complete foundational program within established timeframe.
- Employee Development: Participation and utilization of professional-development opportunities are tracked.
- Career Development: Career-development framework/pathways established for prioritized roles.
- Learning Effectiveness: Priority programs include defined learning and application measures.
- Stakeholder Partnership: Department learning plans established with major operational departments.
- LMS/Data: Quarterly executive L&D dashboard delivered with trends and actions.
- Internal Capacity: Internal trainer/SME network established and maintained.
- Continuous Improvement: Training evaluation and organizational data result in documented program improvements.
Job Qualifications
- Have an understanding, appreciation, and commitment to the mission, values and practice approach of Community Access,
- Minimum of a Bachelors in Learning Development, Organizational, Behavioral or Educational Psychology, or relevant field preferred.
- Proficiency in Learning Management Systems and learning technology strategy required; experience with Bridge LMS or comparable systems preferred.
- Five to seven years of progressive leadership experience in learning and organizational development, training strategy, leadership development, or related organizational capability-building work, preferably in a nonprofit or service-delivery organization using a rights-based or social-justice approach.
- Active affiliation with appropriate Learning and Development networks, associations or organizations and ongoing community involvement required, appropriate L&D certifications preferred.
- Lived experience utilizing public mental health systems, inpatient psychiatric hospitalization, and/or other life-impacting experiences with mental health that reflects the communities we serve, preferred
- Experience and skill in leading organizational change
- An expert collaborator who can solve complex challenges and support cross-functional teams across the organization.
- Skilled in understanding instructional design principles and adult learning theories to create and/or oversee impactful training programs, using various methods (didactic lecture, role-playing, experiential learning, team exercises, group discussions, multi-media, etc.)
- Able to exhibit cultural competence through understanding the diversity of the workforce and has the ability to create inclusive training programs that cater to varied learning styles and backgrounds.
- Exhibits cultural competence Excellent computer technical skills, such as MS Office Suite (Word, PowerPoint, Outlook, Excel, Teams), Zoom, Articulate, Bridge LMS, etc.
- Ability to travel to and work in the field.
- Strong Project Management, Meeting facilitation and Problem-Solving Skills
Bilingual candidates are encouraged to apply.
Interested candidates should apply on www.communityaccess.org/jobs.
Community Access is an Equal Opportunity Employer. M/F/D/V.
Women, People of Color and Members of the LGBT community are strongly encouraged to apply.
We are dedicated to a workforce where at least 51% of our employees identify as having a personal
experience using mental health services. www.communityaccess.org
Learning And Development Manager Jobs by Experience Level
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Who's Hiring
Top Industries Hiring
- Technology & Software
- Staffing & Recruiting
- Biotechnology & Pharmaceuticals
- Energy
- Manufacturing
What Employers Look For
The qualifications that appear most often in learning and development manager jobs.
- Bachelor's degree in human resources, education, organizational development, or a related field
- Experience designing and delivering training programs for adult learners in a corporate setting
- Proficiency with a learning management system such as Workday Learning, Cornerstone, or SAP SuccessFactors
- Ability to conduct training needs analyses and translate findings into curriculum plans
- ATD Certified Professional in Talent Development (CPTD) or equivalent credential preferred
- Familiarity with instructional design tools such as Articulate 360 or Adobe Captivate
Tips for Your Learning And Development Manager Job Search
Quantify learning outcomes on your resume
L&D manager resumes get more traction when you tie programs to measurable results. Replace 'developed onboarding curriculum' with specifics like completion rates, time-to-productivity improvements, or manager satisfaction scores from post-training surveys.
Align your credentials to the posting
Certifications like ATD's CPTD or a SHRM credential carry weight in different companies. Read each job description closely and lead with whichever credential the employer signals matters most, rather than listing every certificate you hold.
Apply early to roles that fit
Migrate Mate lists learning and development manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies by L&D maturity level
A startup building its first training function needs a generalist who can create from scratch. An enterprise with an existing L&D team wants a program specialist. Match your experience to the stage the company is actually at, not just the job title.
Prepare a portfolio of instructional samples
Hiring managers for L&D roles routinely ask for examples of course design, facilitator guides, or needs assessments. Bring at least two work samples to interviews, and be ready to walk through your design decisions, not just the finished product.
Negotiate scope alongside compensation
In L&D, your budget authority, headcount, and reporting line define your real influence. Before accepting an offer, clarify whether you'll own vendor relationships, the LMS, and program budgets, since those details shape your day-to-day leverage significantly.
Learning And Development Manager Jobs: Frequently Asked Questions
Which companies are hiring the most learning and development managers?
The companies hiring the most learning and development managers right now include Wider Circle, Ethos Veterinary Health, and Sanford Health, with the largest share of openings in California, Texas, and New York, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large financial institutions, and enterprise technology companies consistently post the highest volume of L&D manager roles.
How many learning and development manager jobs are remote?
About 69% of learning and development manager openings are fully remote or hybrid as of November 2026, making it one of the more flexible HR disciplines for remote work. Roles focused on e-learning design, LMS administration, and virtual facilitation tend to be the most remote-friendly, while positions that require in-person facilitation or new hire onboarding are more likely to be on-site.
How do you become a learning and development manager?
Most learning and development managers start in an instructional designer, training coordinator, or HR generalist role before moving into management. Building hands-on experience with needs assessments, curriculum design, and LMS platforms is essential. Earning a credential such as the ATD CPTD strengthens your candidacy, and volunteering to lead cross-functional training projects helps you demonstrate management readiness before you hold the title.
Can you get hired as a learning and development manager without direct management experience?
You can move into a learning and development manager role without previous direct reports if you've led projects, managed vendors, or coordinated a learning program end to end. Employers at smaller companies or those building an L&D function for the first time often prioritize deep instructional design or facilitation expertise over prior people management. Framing project leadership and cross-functional coordination as evidence of managerial capability strengthens your application significantly.
What does the learning and development manager interview process look like?
Most learning and development manager interviews involve an initial recruiter screen, a hiring manager conversation focused on past program outcomes, and a panel interview with HR and business stakeholders. Many employers add a practical component, such as a curriculum design case study, a sample facilitation, or a presentation of a previous program you built. Final rounds typically include a conversation with a senior HR leader or the CHRO.
Where can I find and apply to learning and development manager jobs?
You can find and apply to learning and development manager jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and location preferences, then apply directly to each listing from the page.
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