Learning Development Manager Jobs
Learning Development Manager jobs are open across healthcare, technology, financial services, and manufacturing, from associate to senior and director levels, with specializations in instructional design, leadership development, and organizational learning. 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 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 development manager jobs.
- Bachelor's degree in instructional design, organizational development, education, or a related field
- 3 to 7 years of experience designing and delivering learning programs in a corporate environment
- Proficiency with authoring tools such as Articulate 360, Adobe Captivate, or equivalent platforms
- Experience managing or administering a learning management system such as Cornerstone, Workday Learning, or SAP SuccessFactors
- Demonstrated ability to conduct needs assessments and align learning solutions to business goals
- Certified Professional in Learning and Performance (CPLP) or equivalent ATD certification preferred
Tips for Your Learning Development Manager Job Search
Quantify learning program outcomes on your resume
Hiring managers want to see impact, not just activity. Replace phrases like 'developed training materials' with metrics tied to completion rates, time-to-proficiency reductions, or employee retention improvements your programs directly influenced.
Tailor your portfolio to each company's L&D maturity
A company building its learning function from scratch needs a different portfolio than one optimizing an established program. Lead with work samples that match where the employer currently is, not where you want to take them.
Apply early to roles that fit
Migrate Mate lists learning 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 job postings that name your authoring tools
Job descriptions that specify Articulate 360, Cornerstone, or Workday Learning signal an environment where your existing tool fluency translates immediately. Prioritize these openings to reduce your ramp time and strengthen your application pitch.
Prepare a concrete needs-analysis example for interviews
Most panels will ask how you identify skill gaps before designing a program. Walk through a real situation where you gathered stakeholder input, defined learning objectives, and chose a delivery format based on that analysis, not instinct.
Negotiate scope alongside compensation in your offer stage
Learning development manager roles vary widely in budget authority, team size, and executive access. Before accepting, clarify whether you own program strategy or execute someone else's, and whether headcount growth is planned for the function.
Learning Development Manager Jobs: Frequently Asked Questions
Which companies are hiring the most learning development managers?
The companies hiring the most learning 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. Demand is particularly concentrated in large enterprises undergoing workforce transformation or rapid headcount growth.
How many learning development manager jobs are remote?
About 69% of learning development manager openings are fully remote or hybrid as of November 2026, making it one of the more location-flexible roles in the HR and talent development space. Fully remote options tend to cluster around digital-first companies and roles focused on e-learning or virtual facilitation rather than in-person classroom delivery.
How do you become a learning development manager?
Most learning development managers start in adjacent roles such as instructional designer, corporate trainer, or HR generalist, then move into a manager role after demonstrating program ownership. Building a portfolio of end-to-end projects, earning an ATD or similar credential, and gaining experience with at least one enterprise learning management system all strengthen your path into the role.
Can you get hired as a learning development manager with limited experience?
You can position yourself for a learning development manager role with limited formal experience by leading learning initiatives in your current job, even informally, and documenting the outcomes. Employers hiring for smaller or newly created L&D functions often accept candidates who show strong instructional design instincts, stakeholder management ability, and a clear portfolio over those with years in a formal manager title.
What does the learning development manager interview process look like?
The interview process typically begins with a recruiter screen focused on your background and tool experience, followed by a hiring manager conversation about your program design philosophy and how you measure learning effectiveness. A final panel often includes a presentation or case study where you walk through a needs assessment and proposed learning solution, and may involve stakeholders from HR leadership or the business unit you would support.
Where can I find and apply to learning development manager jobs?
You can find and apply to learning development manager jobs on Migrate Mate, which lists current openings from across the United States. Search the available roles, find the ones that match your experience and specialization, and apply directly to each listing without leaving the platform.
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