Learning And Development Manager Jobs in New York
Learning And Development Manager jobs in New York represent one of the most active markets in the country, concentrated in financial services, healthcare, technology, and media across New York City, Buffalo, and Albany. Major employers with lasting L&D hiring include JPMorgan Chase, NYU Langone Health, and IBM, each maintaining sizable learning functions tied to large workforces. The most in-demand specialties are leadership development, compliance training, and digital learning design. Find a role that fits below and apply directly.
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Showing 5 of 13+ Learning And Development Manager jobs
About the Role:
This is a hands-on enablement role focused on execution, not theory.
You will take unstructured inputs from across the business and turn them into usable programs, content, and training that drive adoption and performance. Inputs will not always be structured. You are expected to bring clarity, move quickly, and deliver outcomes.
This role sits within PubMatic University (Learning & Development) and supports enablement across global go-to-market teams. You will partner with Sales, PMM, HR, and cross-functional leaders to build and run enablement that scales across both sales effectiveness and leadership development.
A core focus of this role is enabling managers to act as force multipliers for learning. Managers should be equipped to identify gaps, access the right tools and resources, coach their teams effectively, and drive adoption of enablement programs that impact both revenue performance and professional development.
This role requires a balance of stakeholder leadership and hands-on execution. You are expected to personally build and deliver enablement assets and programs, not just oversee them.
What You'll Do:
Own and execute enablement programs
- Personally create and deliver enablement content (training modules, decks, playbooks), not just manage or delegate program work
- Take ownership of key programs such as Pitch Practice, onboarding, and manager enablement initiatives
- Manage timelines, deliverables, and iteration cycles
- Run programs end-to-end, including personally building core content and materials required for delivery
Translate inputs into usable enablement
- Partner with Sales, PMM, HR, and business leaders to gather inputs
- Convert inputs into:
- Training modules (Seismic, Synthesia)
- Sales content (playbooks, decks, guides)
- Manager enablement materials and facilitator guides
- Move work forward even when inputs are incomplete
- Challenge unclear or low-quality inputs and shape them into usable outputs
Build and deliver sales & manager enablement programs
- Develop product and sales training in partnership with PMM
- Design programs that equip managers to identify performance gaps and coach their teams using available tools, resources, and data
- Build manager-focused assets such as coaching guides, reinforcement plans, and team-based learning activities
- Enable managers to drive adoption of enablement programs within their teams, not rely on centralized training alone
- Design and deliver leadership development programs for managers using frameworks such as:
- SBI (Situation–Behavior–Impact)
- ACE (Action–Coaching–Effect)
- Or similar coaching and feedback models
- Contribute to programs such as the Hunter framework
- Reuse and adapt existing content instead of starting from scratch
Standardize and scale programs
- Design programs that can be replicated across regions and teams
- Build repeatable playbooks, templates, and frameworks to reduce one-off work
- Convert live training into scalable formats (on-demand, LMS, AI-driven content)
- Partner with global stakeholders to adapt and scale programs for regional needs, including building from scratch when needed
Partner across the business
- Work with multiple parts of the organization including but not limited to, Sales & Support, PMM, and HR
- Participate in stakeholder conversations early on, with opportunity to lead over time
- Align outputs to business needs and priorities
What Success Looks Like (First 90 Days)
Execution:
- Own and run at least one program end-to-end with defined deliverables
- Personally build and deliver at least one core enablement asset (training, playbook, or module) used by the business
- Deliver 1–2 training modules (LMS or Synthesia)
- Improve Pitch Practice structure and begin building a content repository
- Create onboarding standardization assets (RACI, playbooks)
- Contribute content to the Hunter sales program
Manager Enablement
- Launch and operationalize at least one manager enablement initiative that equips frontline managers to coach their teams, reinforce key behaviors, and drive adoption of enablement programs.
Scaling
- Convert at least one live or manual program into a repeatable format
- Create reusable templates or playbooks to reduce one-off work
- Support rollout of at least one program across multiple regions or functions
- Drive measurable adoption or usage of at least one enablement program
Who You Are:
- 7+ years of experience in sales enablement, learning & development, or related roles
- Demonstrated track record of personally building enablement content and training, not just leading or overseeing programs
- Experience supporting sales teams and enabling frontline managers to coach and develop their teams
- Familiarity with coaching and feedback frameworks (SBI, ACE, or similar)
- Comfortable working with ambiguous inputs and limited direction
- Strong bias toward execution and speed over perfection
- Willing to take ownership outside of defined scope and solve problems without being asked
- Able to operate with senior stakeholders while remaining hands-on
- Open to using and applying AI tools in day-to-day workflows
Skills and Experience
Required:
- Sales enablement experience (familiarity with Challenger, MEDDPICC, or similar)
- Experience building leadership development or manager training programs
- Experience creating training content and managing programs end-to-end
- Familiarity with LMS platforms and content development
- Strong project management skills and ability to manage multiple priorities
- Clear communication and ability to work across teams
- Comfortable working across systems such as LMS platforms, CRM (Salesforce), and enablement tools (Seismic)
Preferred:
- Experience with Seismic, Salesforce, Synthesia, Notion, and Microsoft Office Suite
- Exposure to onboarding or leadership development programs
- Experience working in fast-paced or scaling organizations
What This Role Is Not
- Not a strategy-only role
- Not a people-manager-only role focused on oversight and delegation
- Not limited to one function or vertical
- Not dependent on perfect inputs or detailed direction
You are expected to take ownership, build, and deliver outcomes.
Additional Information
Return to Office: PubMatic employees throughout the globe have returned to our offices via a hybrid work schedule (3 days "in office" and 2 days "working remotely") that is intended to maximize collaboration, innovation, and productivity among teams and across functions.
Benefits: Our benefits package includes the best of what leading organizations provide such as, paid leave programs, paid holidays, healthcare, dental and vision insurance, disability and life insurance, commuter benefits, physical and financial wellness programs, unlimited DTO in the US (that we actually require you to use!), reimbursement for mobile and fully stocked pantries plus in-office catered lunches 5 days per week.
Diversity and Inclusion: PubMatic is proud to be an equal opportunity employer; we don't just value diversity, we promote and celebrate it. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
About PubMatic
PubMatic is one of the world's leading scaled digital advertising platforms, offering more transparent advertising solutions to publishers, media buyers, commerce companies and data owners, allowing them to harness the power and potential of the open internet to drive better business outcomes.
Founded in 2006 with the vision that data-driven decisioning would be the future of digital advertising, we enable content creators to run a more profitable advertising business, which in turn allows them to invest back into the multi-screen and multi-format content that consumers demand.
LI-HYBRID
About the Role:
This is a hands-on enablement role focused on execution, not theory.
You will take unstructured inputs from across the business and turn them into usable programs, content, and training that drive adoption and performance. Inputs will not always be structured. You are expected to bring clarity, move quickly, and deliver outcomes.
This role sits within PubMatic University (Learning & Development) and supports enablement across global go-to-market teams. You will partner with Sales, PMM, HR, and cross-functional leaders to build and run enablement that scales across both sales effectiveness and leadership development.
A core focus of this role is enabling managers to act as force multipliers for learning. Managers should be equipped to identify gaps, access the right tools and resources, coach their teams effectively, and drive adoption of enablement programs that impact both revenue performance and professional development.
This role requires a balance of stakeholder leadership and hands-on execution. You are expected to personally build and deliver enablement assets and programs, not just oversee them.
What You'll Do:
Own and execute enablement programs
- Personally create and deliver enablement content (training modules, decks, playbooks), not just manage or delegate program work
- Take ownership of key programs such as Pitch Practice, onboarding, and manager enablement initiatives
- Manage timelines, deliverables, and iteration cycles
- Run programs end-to-end, including personally building core content and materials required for delivery
Translate inputs into usable enablement
- Partner with Sales, PMM, HR, and business leaders to gather inputs
- Convert inputs into:
- Training modules (Seismic, Synthesia)
- Sales content (playbooks, decks, guides)
- Manager enablement materials and facilitator guides
- Move work forward even when inputs are incomplete
- Challenge unclear or low-quality inputs and shape them into usable outputs
Build and deliver sales & manager enablement programs
- Develop product and sales training in partnership with PMM
- Design programs that equip managers to identify performance gaps and coach their teams using available tools, resources, and data
- Build manager-focused assets such as coaching guides, reinforcement plans, and team-based learning activities
- Enable managers to drive adoption of enablement programs within their teams, not rely on centralized training alone
- Design and deliver leadership development programs for managers using frameworks such as:
- SBI (Situation–Behavior–Impact)
- ACE (Action–Coaching–Effect)
- Or similar coaching and feedback models
- Contribute to programs such as the Hunter framework
- Reuse and adapt existing content instead of starting from scratch
Standardize and scale programs
- Design programs that can be replicated across regions and teams
- Build repeatable playbooks, templates, and frameworks to reduce one-off work
- Convert live training into scalable formats (on-demand, LMS, AI-driven content)
- Partner with global stakeholders to adapt and scale programs for regional needs, including building from scratch when needed
Partner across the business
- Work with multiple parts of the organization including but not limited to, Sales & Support, PMM, and HR
- Participate in stakeholder conversations early on, with opportunity to lead over time
- Align outputs to business needs and priorities
What Success Looks Like (First 90 Days)
Execution:
- Own and run at least one program end-to-end with defined deliverables
- Personally build and deliver at least one core enablement asset (training, playbook, or module) used by the business
- Deliver 1–2 training modules (LMS or Synthesia)
- Improve Pitch Practice structure and begin building a content repository
- Create onboarding standardization assets (RACI, playbooks)
- Contribute content to the Hunter sales program
Manager Enablement
- Launch and operationalize at least one manager enablement initiative that equips frontline managers to coach their teams, reinforce key behaviors, and drive adoption of enablement programs.
Scaling
- Convert at least one live or manual program into a repeatable format
- Create reusable templates or playbooks to reduce one-off work
- Support rollout of at least one program across multiple regions or functions
- Drive measurable adoption or usage of at least one enablement program
Who You Are:
- 7+ years of experience in sales enablement, learning & development, or related roles
- Demonstrated track record of personally building enablement content and training, not just leading or overseeing programs
- Experience supporting sales teams and enabling frontline managers to coach and develop their teams
- Familiarity with coaching and feedback frameworks (SBI, ACE, or similar)
- Comfortable working with ambiguous inputs and limited direction
- Strong bias toward execution and speed over perfection
- Willing to take ownership outside of defined scope and solve problems without being asked
- Able to operate with senior stakeholders while remaining hands-on
- Open to using and applying AI tools in day-to-day workflows
Skills and Experience
Required:
- Sales enablement experience (familiarity with Challenger, MEDDPICC, or similar)
- Experience building leadership development or manager training programs
- Experience creating training content and managing programs end-to-end
- Familiarity with LMS platforms and content development
- Strong project management skills and ability to manage multiple priorities
- Clear communication and ability to work across teams
- Comfortable working across systems such as LMS platforms, CRM (Salesforce), and enablement tools (Seismic)
Preferred:
- Experience with Seismic, Salesforce, Synthesia, Notion, and Microsoft Office Suite
- Exposure to onboarding or leadership development programs
- Experience working in fast-paced or scaling organizations
What This Role Is Not
- Not a strategy-only role
- Not a people-manager-only role focused on oversight and delegation
- Not limited to one function or vertical
- Not dependent on perfect inputs or detailed direction
You are expected to take ownership, build, and deliver outcomes.
Additional Information
Return to Office: PubMatic employees throughout the globe have returned to our offices via a hybrid work schedule (3 days "in office" and 2 days "working remotely") that is intended to maximize collaboration, innovation, and productivity among teams and across functions.
Benefits: Our benefits package includes the best of what leading organizations provide such as, paid leave programs, paid holidays, healthcare, dental and vision insurance, disability and life insurance, commuter benefits, physical and financial wellness programs, unlimited DTO in the US (that we actually require you to use!), reimbursement for mobile and fully stocked pantries plus in-office catered lunches 5 days per week.
Diversity and Inclusion: PubMatic is proud to be an equal opportunity employer; we don't just value diversity, we promote and celebrate it. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
About PubMatic
PubMatic is one of the world's leading scaled digital advertising platforms, offering more transparent advertising solutions to publishers, media buyers, commerce companies and data owners, allowing them to harness the power and potential of the open internet to drive better business outcomes.
Founded in 2006 with the vision that data-driven decisioning would be the future of digital advertising, we enable content creators to run a more profitable advertising business, which in turn allows them to invest back into the multi-screen and multi-format content that consumers demand.
LI-HYBRID
See All 13 Learning And Development Manager Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
Find JobsLearning And Development Manager Jobs by City in New York
Where New York roles are concentrated, by current openings.
Learning And Development Manager Job Market in New York
A snapshot from current New York openings, updated as new roles post.
Who's Hiring
- Albany Medical Center1
- Citrin Cooperman Advisors1
- Code And Theory1
- Dave & Buster's1
- Dream Trans1
Top Industries Hiring
- Consulting & Professional Services2
- Education2
- Insurance2
- Banking & Financial Services1
- Food & Beverage1
What New York Employers Look For
The qualifications that appear most often in learning and development manager jobs across New York.
- Bachelor's degree in human resources, education, organizational development, or a related field
- Five or more years of experience designing and delivering corporate learning programs
- Demonstrated ability to manage full training cycles from needs analysis through evaluation
- Proficiency with learning management systems such as Workday Learning, Cornerstone, or SAP SuccessFactors
- Professional certification such as ATD CPLP or SHRM-CP preferred by most New York employers
- Strong stakeholder management skills to partner with business leaders across complex organizations
Learning And Development Manager Jobs in New York: Frequently Asked Questions
How do you become a learning and development manager in New York?
New York does not require a state-issued license to work as a learning and development manager, so the path runs through education and experience. Most hiring managers in New York expect a bachelor's degree in human resources, education, or a related field, with a master's degree common in financial services and healthcare. Building experience through instructional design, HR generalist, or training coordinator roles at New York employers is the most direct route, and credentials from the Association for Talent Development strengthen candidacy.
How much do learning and development managers make in New York?
Learning and development managers in New York earn a median of about $171,400 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $103,590 for the lowest 10% to over $280,850 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire learning and development managers in New York?
Employers hiring learning and development managers in New York right now include Albany Medical Center, Citrin Cooperman Advisors, and Code And Theory, based on current listings on Migrate Mate as of June 2026. New York's dense concentration of large financial institutions, hospital systems, and global media companies means sustained L&D demand well beyond seasonal hiring cycles.
Which New York cities have the most learning and development manager jobs?
New York, Albany, and Bronx account for the most learning and development manager openings in New York. New York City dominates because it is home to the headquarters of major banks, law firms, and hospital networks that each maintain full-scale L&D departments, while Buffalo and Albany draw demand from regional healthcare systems, state agencies, and growing technology employers.
Are there remote learning and development manager jobs in New York?
Yes, and more than many management roles, since curriculum design, LMS administration, and virtual facilitation can be done fully off-site. About 31% of learning and development manager openings tied to New York are remote or hybrid as of June 2026, reflecting how much of the work has shifted to digital delivery. Roles focused on in-person facilitation or new-hire onboarding at physical locations remain predominantly on-site.
How can I get hired as a learning and development manager in New York with little or no experience?
The most realistic entry path is moving into a training coordinator or instructional designer role at a large New York employer, then building toward a manager title. Hospital systems such as NewYork-Presbyterian and NYC Health and Hospitals regularly bring in L&D associates through HR development programs, and financial firms often hire from their own analyst ranks into people-development roles. A portfolio of e-learning modules built in Articulate or Adobe Captivate, combined with an ATD certificate, gives candidates without formal management experience a concrete edge in New York interviews.
Where can I find and apply to learning and development manager jobs in New York?
You can find and apply to learning and development manager jobs in New York on Migrate Mate, which lists current openings across the state. Search the listings, find roles that match your experience and location, and apply directly to the employers posting them.
See All 13 Learning And Development Manager Jobs in New York
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