Learning And Development Manager Jobs in Connecticut
Learning And Development Manager jobs in Connecticut are open across New Haven, Storrs, and Fairfield and other Connecticut metros, with employers like Yale University, University of Connecticut, and Cintas hiring at every experience level. Find a role that fits below and apply directly.
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Showing 5 of 12+ Learning And Development Manager jobs
INTRODUCTION
Connecticut Children’s is the only health system in Connecticut that is 100% dedicated to children. Established on a legacy that spans more than 100 years, Connecticut Children’s offers personalized medical care in more than 30 pediatric specialties across Connecticut and in two other states. Our transformational growth establishes us as a destination for specialized medicine and enables us to reach more children in locations that are closer to home. Our breakthrough research, superior education and training, innovative community partnerships, and commitment to diversity, equity and inclusion provide a welcoming and inspiring environment for our patients, families and team members.
At Connecticut Children’s, treating children isn’t just our job – it’s our passion. As a leading children’s health system experiencing steady growth, we’re excited to expand our team with exceptional team members who share our vision of transforming children’s health and well-being as one team.
ROLE AND RESPONSIBILITIES
The Senior Organization Development & Learning (ODL) Consultant leads multi-disciplinary projects and strategic initiatives impacting the effectiveness of leaders, teams, and the organization. S/he accomplishes this by developing the capacity of leaders, individuals, and teams to meet business objectives, with an emphasis on both enterprise level and assigned client group initiatives. The role provides strategic thought-partnership and consultation to leaders on leadership development, talent management, culture building and change management, learning, and team effectiveness to solve complex organizational problems. S/he designs and delivers strategic roadmaps, learning, development, talent management initiatives and serves as a resource to team members and leaders to promote cultural change. S/he supports the organization’s efforts to adopt and deploy consistent learning and organization development best practices to build a high performance culture.
Leadership Development:
Assesses and builds leadership capability at all levels of the organization using a variety of evidence-based approaches. These include administering a wide range of assessments and programs as well as the design and delivery of processes (such as succession) and learning events. In addition to coaching leaders at all levels of the organization, the Senior Consultant uses his/her coaching skills to teach others how to coach individuals and teams.
Learning Design & Facilitation:
Designs, develops, facilitates, and evaluates learning solutions including alternatives to classroom instruction drawing from current technology and adult learning research. Takes the lead role and develops processes, infrastructure, and dashboards to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.
Talent Management:
Provide talent management expertise to leaders at all levels of the organization. Draws from OD theory, tools, and evidence-based best practices to drive talent management, leadership, team development, and organizational change. Identifies the barriers that prevent people and teams from achieving the desired performance and designs interventions that address those barriers. Partners with leaders to build succession plans by planning and facilitating talent calibration reviews with a horizontal view to address the future state of the organization.
Strategic Organization Development:
Provides distinctive subject matter expertise and thought partnership to senior leaders to shape strategies and decisions that develop the organization. Exercises initiative and latitude in assessing and building organizational capability at all levels of the organization. Drives the design and execution of organizational development frameworks and roadmaps that address complex organizational issues. Fluidly shifts between strategic and tactical to align work with business strategy and achieve desired results. Leads projects that improve or enhance organization effectiveness, identifying and partnering with key stakeholders for successful execution with a goal of improving operational indicators.
Culture Building & Change Management:
Serves as an expert consultant, coach and leader of organizational change to achieve desired culture. Builds capacity in leaders and teams to manage transition, while achieving desired business results. Change work includes use of consistent change framework, and deployment of aligned programs, communication, short- and long-range plans and assessments. Partners with senior leadership to deploy evidence-based change methodology to influence strategies that address business issues.
Analytics and Reporting:
Takes the lead role and develops processes, infrastructure and reports to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.
Coaching:
In addition to coaching employees at all levels of the organization, the Senior Consultant uses his/her coaching skills to help improve the coaching capability of leaders within the organization.
Performance/HR Consultant:
Draws from OD theory, tools, and processes to drive talent management, leadership, staff development, and organizational change. Identify the barriers that prevent people and teams from achieving the desired performance. Provide talent management expertise to HR Business Partners and other organization leaders.
Instructional Design & Delivery:
Designs, develops, implements and evaluates learning solutions including alternatives to classroom instruction utilizing advances in technology.
Change Management:
This position serves as an expert consultant, coach and leader of organizational change to build capacity to manage transition, while achieving desired business results. Change work includes design of programs, communication, short and long range plans and assessments.
Project Management:
S/he has responsibility to lead projects that improve or enhance HR functionalities as well as taking a lead position within the larger organization to do the same; partnering with key stakeholders. The Consultant drives the design and execution of the learning and organization development framework and roadmap.
Within Department:
Partners with all HR team members and serves as thought partner, influencer, and change champion while demonstrating both “what” and “how” as it relates to execution. Serves as role model for excellence in HR and Organization Development/Consulting. Work and partners with all HR team members and serves as informal influencer. This position is responsible for partnering with all roles and at all levels in the organization.
Position Specific Role Responsibilities:
- S/he must be proficient at two different skill sets from different bodies of knowledge – the consulting/coaching world and learning and development which includes both facilitation and instructional design.
- Projects delivered on time, on budget and according to established requirements with 100% accuracy and 90% customer satisfaction.
- Demonstrates support for the mission, values and goals of the organization through behaviors that are consistent with the CT. Children’s standards.
- Must actively and consistently demonstrate high levels of emotional intelligence.
EDUCATION AND/OR EXPERIENCE
- Education Required: Bachelors required, in field related to Organizational Psychology, Human Resources. Coaching certificate preferred.
- Education Preferred: Master’s degree preferred.
- Experience Required: Minimum 10 years of experience in Organization Development, Learning, Leadership Development, Performance Consulting or related field.
Demonstrated experience as a dynamic facilitator and as an internal consultant to executives, leadership, and staff.
Strong business acumen and project management experience.
- Experience Preferred: Health care experience a plus.
LICENSE AND OR/EXPERIENCE PREFERRED:
- Executive coaching certification preferred.
- Personality instruments (e.g. MBTI or DISC).
- Assessments such as 360 feedback, Hogan.
- Certification in off the shelf learning courses such as DDI or Vital Smarts.
- Certification in organization development, human capital strategy or other similar areas.
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge:
- Adult learning, organization dynamics, systems and instructional design, diversity and inclusion, systems thinking, appreciative inquiry.
Skills:
- Develop strategy; outstanding communication: oral and written; verbal and non-verbal, presentation and facilitation skills.
- Diplomacy, negotiation, collaboration and relationship building skills; honed influencing skills.
Ability:
- Consistently adheres to and demonstrates standards of excellence established by organization development and coaching profession.
- Think strategically and execute flawlessly.
- Build capacity for achieving results by keeping up-to-date on current industry and technology trends in Organization Development, Change Management, and Performance Coaching.
- Adapt style and work with all levels of employees.
- Self-directed and drive programs and change.
- Model resiliency and innovation in all interactions with leaders and staff.
- Establish clear courses of action to ensure that work is managed and completed effectively.
- Clearly conveys information and ideas through a variety of creative media to individuals and groups in a manner that engages the specific audience and helps them understand, learn and retain the message.
- Maintain effectiveness when experiencing changes in work tasks/situations; flexible and adaptable.
INTRODUCTION
Connecticut Children’s is the only health system in Connecticut that is 100% dedicated to children. Established on a legacy that spans more than 100 years, Connecticut Children’s offers personalized medical care in more than 30 pediatric specialties across Connecticut and in two other states. Our transformational growth establishes us as a destination for specialized medicine and enables us to reach more children in locations that are closer to home. Our breakthrough research, superior education and training, innovative community partnerships, and commitment to diversity, equity and inclusion provide a welcoming and inspiring environment for our patients, families and team members.
At Connecticut Children’s, treating children isn’t just our job – it’s our passion. As a leading children’s health system experiencing steady growth, we’re excited to expand our team with exceptional team members who share our vision of transforming children’s health and well-being as one team.
ROLE AND RESPONSIBILITIES
The Senior Organization Development & Learning (ODL) Consultant leads multi-disciplinary projects and strategic initiatives impacting the effectiveness of leaders, teams, and the organization. S/he accomplishes this by developing the capacity of leaders, individuals, and teams to meet business objectives, with an emphasis on both enterprise level and assigned client group initiatives. The role provides strategic thought-partnership and consultation to leaders on leadership development, talent management, culture building and change management, learning, and team effectiveness to solve complex organizational problems. S/he designs and delivers strategic roadmaps, learning, development, talent management initiatives and serves as a resource to team members and leaders to promote cultural change. S/he supports the organization’s efforts to adopt and deploy consistent learning and organization development best practices to build a high performance culture.
Leadership Development:
Assesses and builds leadership capability at all levels of the organization using a variety of evidence-based approaches. These include administering a wide range of assessments and programs as well as the design and delivery of processes (such as succession) and learning events. In addition to coaching leaders at all levels of the organization, the Senior Consultant uses his/her coaching skills to teach others how to coach individuals and teams.
Learning Design & Facilitation:
Designs, develops, facilitates, and evaluates learning solutions including alternatives to classroom instruction drawing from current technology and adult learning research. Takes the lead role and develops processes, infrastructure, and dashboards to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.
Talent Management:
Provide talent management expertise to leaders at all levels of the organization. Draws from OD theory, tools, and evidence-based best practices to drive talent management, leadership, team development, and organizational change. Identifies the barriers that prevent people and teams from achieving the desired performance and designs interventions that address those barriers. Partners with leaders to build succession plans by planning and facilitating talent calibration reviews with a horizontal view to address the future state of the organization.
Strategic Organization Development:
Provides distinctive subject matter expertise and thought partnership to senior leaders to shape strategies and decisions that develop the organization. Exercises initiative and latitude in assessing and building organizational capability at all levels of the organization. Drives the design and execution of organizational development frameworks and roadmaps that address complex organizational issues. Fluidly shifts between strategic and tactical to align work with business strategy and achieve desired results. Leads projects that improve or enhance organization effectiveness, identifying and partnering with key stakeholders for successful execution with a goal of improving operational indicators.
Culture Building & Change Management:
Serves as an expert consultant, coach and leader of organizational change to achieve desired culture. Builds capacity in leaders and teams to manage transition, while achieving desired business results. Change work includes use of consistent change framework, and deployment of aligned programs, communication, short- and long-range plans and assessments. Partners with senior leadership to deploy evidence-based change methodology to influence strategies that address business issues.
Analytics and Reporting:
Takes the lead role and develops processes, infrastructure and reports to ensure that the learning is applied and provides a measurable return on the investment tied to business results and engagement. Links plans with talent management and organization development.
Coaching:
In addition to coaching employees at all levels of the organization, the Senior Consultant uses his/her coaching skills to help improve the coaching capability of leaders within the organization.
Performance/HR Consultant:
Draws from OD theory, tools, and processes to drive talent management, leadership, staff development, and organizational change. Identify the barriers that prevent people and teams from achieving the desired performance. Provide talent management expertise to HR Business Partners and other organization leaders.
Instructional Design & Delivery:
Designs, develops, implements and evaluates learning solutions including alternatives to classroom instruction utilizing advances in technology.
Change Management:
This position serves as an expert consultant, coach and leader of organizational change to build capacity to manage transition, while achieving desired business results. Change work includes design of programs, communication, short and long range plans and assessments.
Project Management:
S/he has responsibility to lead projects that improve or enhance HR functionalities as well as taking a lead position within the larger organization to do the same; partnering with key stakeholders. The Consultant drives the design and execution of the learning and organization development framework and roadmap.
Within Department:
Partners with all HR team members and serves as thought partner, influencer, and change champion while demonstrating both “what” and “how” as it relates to execution. Serves as role model for excellence in HR and Organization Development/Consulting. Work and partners with all HR team members and serves as informal influencer. This position is responsible for partnering with all roles and at all levels in the organization.
Position Specific Role Responsibilities:
- S/he must be proficient at two different skill sets from different bodies of knowledge – the consulting/coaching world and learning and development which includes both facilitation and instructional design.
- Projects delivered on time, on budget and according to established requirements with 100% accuracy and 90% customer satisfaction.
- Demonstrates support for the mission, values and goals of the organization through behaviors that are consistent with the CT. Children’s standards.
- Must actively and consistently demonstrate high levels of emotional intelligence.
EDUCATION AND/OR EXPERIENCE
- Education Required: Bachelors required, in field related to Organizational Psychology, Human Resources. Coaching certificate preferred.
- Education Preferred: Master’s degree preferred.
- Experience Required: Minimum 10 years of experience in Organization Development, Learning, Leadership Development, Performance Consulting or related field.
Demonstrated experience as a dynamic facilitator and as an internal consultant to executives, leadership, and staff.
Strong business acumen and project management experience.
- Experience Preferred: Health care experience a plus.
LICENSE AND OR/EXPERIENCE PREFERRED:
- Executive coaching certification preferred.
- Personality instruments (e.g. MBTI or DISC).
- Assessments such as 360 feedback, Hogan.
- Certification in off the shelf learning courses such as DDI or Vital Smarts.
- Certification in organization development, human capital strategy or other similar areas.
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge:
- Adult learning, organization dynamics, systems and instructional design, diversity and inclusion, systems thinking, appreciative inquiry.
Skills:
- Develop strategy; outstanding communication: oral and written; verbal and non-verbal, presentation and facilitation skills.
- Diplomacy, negotiation, collaboration and relationship building skills; honed influencing skills.
Ability:
- Consistently adheres to and demonstrates standards of excellence established by organization development and coaching profession.
- Think strategically and execute flawlessly.
- Build capacity for achieving results by keeping up-to-date on current industry and technology trends in Organization Development, Change Management, and Performance Coaching.
- Adapt style and work with all levels of employees.
- Self-directed and drive programs and change.
- Model resiliency and innovation in all interactions with leaders and staff.
- Establish clear courses of action to ensure that work is managed and completed effectively.
- Clearly conveys information and ideas through a variety of creative media to individuals and groups in a manner that engages the specific audience and helps them understand, learn and retain the message.
- Maintain effectiveness when experiencing changes in work tasks/situations; flexible and adaptable.
See All 12 Learning And Development Manager Jobs in Connecticut
Find roles in Connecticut that match your experience and apply in just a few clicks.
Find JobsLearning And Development Manager Jobs by City in Connecticut
Where Connecticut roles are concentrated, by current openings.
Learning And Development Manager Job Market in Connecticut
A snapshot from current Connecticut openings, updated as new roles post.
Who's Hiring
- Yale University4
- University of Connecticut3
- Cintas1
- Connecticut Children's1
- Fairfield University1
Top Industries Hiring
- Education9
- Media & Entertainment4
- Electronics & Hardware1
- Healthcare & Medical Services1
What Connecticut Employers Look For
The qualifications that appear most often in learning and development manager jobs across Connecticut.
- 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
Learning And Development Manager Jobs in Connecticut: Frequently Asked Questions
How many learning and development manager jobs are there in Connecticut?
There are 12+ learning and development manager openings in Connecticut on Migrate Mate as of June 2026, with the most roles in New Haven, Storrs, and Fairfield. New positions post regularly as employers across Connecticut hire.
How much do learning and development managers make in Connecticut?
Learning and development managers in Connecticut earn a median of about $145,070 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $99,350 for the lowest 10% to over $238,310 for the top 10%. Pay rises with experience, specialty, and employer.
Which Connecticut cities have the most learning and development manager jobs?
New Haven, Storrs, and Fairfield have the most learning and development manager openings in Connecticut right now, with additional roles spread across smaller metros statewide.
Which companies hire learning and development managers in Connecticut?
Employers hiring learning and development managers in Connecticut include Yale University, University of Connecticut, and Cintas, based on current listings on Migrate Mate as of June 2026.
Are there remote learning and development manager jobs in Connecticut?
Yes. About 25% of learning and development manager openings tied to Connecticut are remote or hybrid as of June 2026. The rest are on-site roles based in Connecticut metros.
How do I apply for learning and development manager jobs in Connecticut?
You can apply to learning and development manager jobs in Connecticut directly on Migrate Mate. Search the listings above, find roles that match your experience and preferred Connecticut location, then apply to each one that fits.
See All 12 Learning And Development Manager Jobs in Connecticut
Find roles in Connecticut that match your experience and apply in just a few clicks.
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