Senior Level Learning Development Manager Jobs
Senior level learning development manager jobs place experienced professionals in charge of enterprise-wide learning strategy, program design, and the teams and initiatives that deliver measurable workforce outcomes. Roles are concentrated across Technology & Software, Healthcare & Medical Services, and Manufacturing, with a 16% remote or hybrid mix, and employers like ADP, Aspen Dental, and Intuit hiring at this level now.
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POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
- Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
- Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.
Deployment of Talent & Capability Solutions
- Use talent review and business insights to identify development needs and translate into actions that address those needs.
- Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
- Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.
Leader Enablement & Adoption
- Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
- Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
- Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.
Talent System Integration & Change Support
- Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
- Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
- Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.
Program Planning, Measurement & Training Support
- Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
- Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
- Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
- Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
- Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
- Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
- Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.
QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
- Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
- Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
- Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
- Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
- Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
- Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.
McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.
POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
- Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
- Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.
Deployment of Talent & Capability Solutions
- Use talent review and business insights to identify development needs and translate into actions that address those needs.
- Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
- Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.
Leader Enablement & Adoption
- Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
- Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
- Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.
Talent System Integration & Change Support
- Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
- Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
- Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.
Program Planning, Measurement & Training Support
- Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
- Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
- Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
- Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
- Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
- Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
- Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.
QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
- Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
- Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
- Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
- Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
- Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
- Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.
McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.
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Find JobsSenior Level Learning Development Manager Job Market
Who's Hiring
- ADP7
- Aspen Dental5
- Intuit4
- PubMatic2
- CoreCivic2
Top Industries Hiring
- Technology & Software22
- Healthcare & Medical Services8
- Manufacturing4
- Banking & Financial Services4
- Consulting & Professional Services4
Senior Level Learning Development Manager Jobs: Frequently Asked Questions
How do I get a senior level learning development manager job?
Employers at this level want candidates who have owned end-to-end learning programs, not just contributed to them. Demonstrating that you have aligned L&D strategy to business outcomes, led instructional design teams, and measured program impact through data will set you apart. A portfolio showing scalable solutions, cross-functional stakeholder management, and a coaching or mentoring track with more junior designers is the clearest signal of senior-level readiness.
Which companies hire senior level learning development managers?
Companies hiring senior level learning development managers right now include ADP, Aspen Dental, and Intuit, based on current listings on Migrate Mate as of July 2026. Hiring at this level tends to come from large enterprises, consulting firms, and technology companies that run formal learning functions and need experienced professionals to lead them.
Are there remote senior level learning development manager jobs?
Yes, remote and hybrid options are common at this level given the strategic and often digital-first nature of the work. About 16% of senior level learning development manager openings are remote or hybrid as of July 2026, reflecting how many organizations manage distributed workforces and centralize their L&D function independently of geography.
What makes a learning development manager role senior level?
Senior level roles are defined by scope, ownership, and influence. You are expected to set the learning strategy for an organization or business unit, not just execute tasks assigned to you. That means owning the full program lifecycle, leading or mentoring a team of instructional designers or facilitators, managing vendor relationships, and presenting outcomes directly to senior leadership rather than reporting through a manager.
Which industries hire the most senior level learning development managers?
Senior level learning development manager roles concentrate in Technology & Software, Healthcare & Medical Services, and Manufacturing, based on current listings on Migrate Mate as of July 2026. These sectors tend to invest heavily in structured learning functions because they face ongoing compliance requirements, rapid skill evolution, or large workforces that require coordinated onboarding and professional development at scale.