Learning Development Manager Visa Sponsorship Jobs in Illinois
Illinois is a strong market for learning and development manager roles, with major employers across Chicago's corporate headquarters, healthcare systems like Northwestern Medicine and Advocate Health, and Fortune 500 companies including McDonald's, Motorola Solutions, and Caterpillar. Chicago's concentration of professional services firms and tech-adjacent industries creates consistent demand for L&D leaders who can drive workforce capability at scale.
Find Learning Development Manager JobsOverview
Showing 5 of 27+ Learning Development Manager Jobs in Illinois with Visa Sponsorship
See all Learning Development Manager Jobs in Illinois with Visa Sponsorship
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Learning Development Manager Jobs in Illinois with Visa Sponsorship.
Get Access To All JobsINTRODUCTION
Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future.
As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results.
Join our team and create your future.
We are seeking an innovative and forward-thinking Learning & Talent Development Leader to build the next generation of talent capabilities for our professional services organization. This leader will define and execute an integrated global learning, leadership development, talent management, succession readiness, workforce capability strategy and organizational capability agenda that cultivates exceptional client service, accelerates employee growth, and ensures workforce readiness for the rapidly evolving future of work.
The ideal candidate combines deep expertise in learning and talent development with a passion for emerging technologies, digital transformation, AI-enabled workforce solutions, and skills-based talent strategies. This leader will modernize how we develop our people, leveraging data, technology, and innovative learning experiences to drive business performance and competitive advantage. Working closely with executive and business leaders, this role will anticipate future workforce capabilities, support mergers and acquisitions (M&A), accelerate market expansion, and build organizational capability that enables sustainable growth and long-term business success.
KEY RESPONSIBILITIES
Enterprise Learning & Talent Strategy
- Develop and execute a comprehensive global learning and talent development strategy aligned with business objectives and growth priorities.
- Create a culture of continuous learning that supports professional excellence, leadership effectiveness, innovation, and career growth.
- Partner with business leaders to identify and anticipate future workforce capabilities and critical skill requirements across the organization.
- Translate business strategy into workforce and capability-building priorities that support growth, innovation, and evolving client demands.
- Enable organizational readiness for strategic growth initiatives, including market expansion, digital transformation, new service offerings, and M&A activity.
- Lead talent and capability strategies that support successful M&A transactions, including leadership assessment, talent retention, cultural integration, and workforce readiness.
- Establish talent development programs that strengthen employee engagement, retention, succession readiness, and internal mobility.
- Build enterprise organizational capability by aligning leadership development, workforce planning, skills development, and succession strategies with long-term business priorities.
Leadership Development
- Design and lead leadership development experiences for emerging, mid-level, and senior leaders.
- Build programs that enhance strategic thinking, coaching capability, inclusive leadership, change leadership, and business acumen.
- Develop succession planning frameworks and targeted development strategies for key talent pools.
Future Skills & Workforce Transformation
- Lead the organization's transition toward a skills-based talent model.
- Identify future-critical capabilities in areas such as AI, digital fluency, data literacy, consulting excellence, innovation, and client relationship management.
- Build workforce capability strategies that prepare employees for evolving client expectations and emerging market opportunities.
- Develop long-range workforce capability plans that support global growth strategies, geographic expansion, evolving client demands, and future business models.
- Partner with business leaders to identify capability gaps related to growth initiatives, acquisitions, and strategic investments, ensuring the organization is prepared to execute business priorities.
- Create scalable capability-building frameworks that accelerate organizational agility, innovation, and speed to market.
- Establish skills taxonomies, capability frameworks, and workforce planning insights to support strategic decision making, partnering closely with Resource Management to identify emerging skill needs and gaps, inform workforce planning priorities, and accelerate deployment of upskilling and reskilling strategies.
AI, Digital Learning & Innovation
- Champion the use of AI and emerging technologies to transform learning and talent development.
- Implement modern learning platforms, personalized learning pathways, AI-powered coaching tools, skills intelligence solutions, and digital learning ecosystems.
- Leverage analytics and AI-driven insights to identify capability gaps, predict future skill needs, and measure learning impact.
- Explore emerging technologies and learning innovations to continuously improve learner experience, scalability, and effectiveness.
Stakeholder Partnership
- Serve as a trusted advisor to executive leaders on workforce capability, leadership effectiveness, organizational readiness, growth strategy, market expansion, M&A integration, and enterprise talent planning.
- Partner closely with Talent Acquisition, Technology, Operations, business leadership teams, and Resource Management.
- Partner with business leaders globally to align talent, leadership, and workforce capability strategies with enterprise growth objectives and market opportunities.
- Manage relationships with external learning providers, universities, professional associations, and technology partners.
Measurement & Business Impact
- Establish meaningful metrics and dashboards to evaluate learning effectiveness and business outcomes.
- Use data and workforce analytics to continuously improve programs and investment decisions.
- Demonstrate measurable impact on workforce capability, leadership readiness, employee growth, retention, internal mobility, client satisfaction, and business growth, in partnership with broader talent and people programs.
Functional Leadership
- Lead and develop a high-performing Learning & Talent Development organization responsible for enterprise learning, leadership development, talent management, succession planning, coaching, talent systems, workforce insights, and related talent initiatives.
- Establish a clear strategic vision, operating model, and priorities for the Learning & Talent Development function, ensuring alignment with business objectives and workforce needs.
- Build organizational capability through effective team leadership, talent development, succession planning, and resource allocation across the function.
- Lead enterprise-wide initiatives that strengthen organizational capability, leadership effectiveness, change agility, innovation, collaboration, and culture.
- Foster collaboration across HR, Resource Management, Talent Acquisition, business leadership, and other key stakeholders to deliver integrated talent solutions.
- Drive operational excellence through effective governance, measurement, technology enablement, and continuous improvement of talent and learning processes.
QUALIFICATIONS
Required
- Bachelor's degree in Human Resources, Organizational Development, Education, Business, Psychology, or related field.
- 10+ years of progressive leadership experience in learning, leadership development, talent management, or organizational development.
- Experience leading enterprise-wide learning and talent strategies in a professional services, consulting, financial services, technology, or similarly knowledge-intensive environment.
- Experience supporting business growth, organizational transformation, workforce capability planning, and/or M&A integration efforts.
- Demonstrated success developing leaders and driving workforce capability transformation.
- Strong executive presence with the ability to influence and partner at senior leadership levels.
- Experience managing learning technologies and enterprise learning platforms.
Critical Leadership Competencies
- Strategic Workforce Planning
- Learning Innovation
- AI & Digital Fluency
- Change Leadership
- Talent Development
- Executive Influence
- Data-Driven Decision Making
- Business Partnership
- Organizational Effectiveness
- Customer and Client Focus
- Global Talent Strategy
- Organizational Capability Building
- M&A Talent Integration
- Workforce Transformation
- Strategic Growth Enablement
We are looking for a visionary leader who sees learning not as a support function, but as a strategic driver of growth, innovation, workforce transformation, and long-term business success.
LOCATION
Position based in the United States
COMPENSATION
- The estimated base salary range for this job is $200,000-$280,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $260,000-$364,000. The job is also eligible to participate in Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.
Position Level
Senior Director
Country
United States of America
INTRODUCTION
Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future.
As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results.
Join our team and create your future.
We are seeking an innovative and forward-thinking Learning & Talent Development Leader to build the next generation of talent capabilities for our professional services organization. This leader will define and execute an integrated global learning, leadership development, talent management, succession readiness, workforce capability strategy and organizational capability agenda that cultivates exceptional client service, accelerates employee growth, and ensures workforce readiness for the rapidly evolving future of work.
The ideal candidate combines deep expertise in learning and talent development with a passion for emerging technologies, digital transformation, AI-enabled workforce solutions, and skills-based talent strategies. This leader will modernize how we develop our people, leveraging data, technology, and innovative learning experiences to drive business performance and competitive advantage. Working closely with executive and business leaders, this role will anticipate future workforce capabilities, support mergers and acquisitions (M&A), accelerate market expansion, and build organizational capability that enables sustainable growth and long-term business success.
KEY RESPONSIBILITIES
Enterprise Learning & Talent Strategy
- Develop and execute a comprehensive global learning and talent development strategy aligned with business objectives and growth priorities.
- Create a culture of continuous learning that supports professional excellence, leadership effectiveness, innovation, and career growth.
- Partner with business leaders to identify and anticipate future workforce capabilities and critical skill requirements across the organization.
- Translate business strategy into workforce and capability-building priorities that support growth, innovation, and evolving client demands.
- Enable organizational readiness for strategic growth initiatives, including market expansion, digital transformation, new service offerings, and M&A activity.
- Lead talent and capability strategies that support successful M&A transactions, including leadership assessment, talent retention, cultural integration, and workforce readiness.
- Establish talent development programs that strengthen employee engagement, retention, succession readiness, and internal mobility.
- Build enterprise organizational capability by aligning leadership development, workforce planning, skills development, and succession strategies with long-term business priorities.
Leadership Development
- Design and lead leadership development experiences for emerging, mid-level, and senior leaders.
- Build programs that enhance strategic thinking, coaching capability, inclusive leadership, change leadership, and business acumen.
- Develop succession planning frameworks and targeted development strategies for key talent pools.
Future Skills & Workforce Transformation
- Lead the organization's transition toward a skills-based talent model.
- Identify future-critical capabilities in areas such as AI, digital fluency, data literacy, consulting excellence, innovation, and client relationship management.
- Build workforce capability strategies that prepare employees for evolving client expectations and emerging market opportunities.
- Develop long-range workforce capability plans that support global growth strategies, geographic expansion, evolving client demands, and future business models.
- Partner with business leaders to identify capability gaps related to growth initiatives, acquisitions, and strategic investments, ensuring the organization is prepared to execute business priorities.
- Create scalable capability-building frameworks that accelerate organizational agility, innovation, and speed to market.
- Establish skills taxonomies, capability frameworks, and workforce planning insights to support strategic decision making, partnering closely with Resource Management to identify emerging skill needs and gaps, inform workforce planning priorities, and accelerate deployment of upskilling and reskilling strategies.
AI, Digital Learning & Innovation
- Champion the use of AI and emerging technologies to transform learning and talent development.
- Implement modern learning platforms, personalized learning pathways, AI-powered coaching tools, skills intelligence solutions, and digital learning ecosystems.
- Leverage analytics and AI-driven insights to identify capability gaps, predict future skill needs, and measure learning impact.
- Explore emerging technologies and learning innovations to continuously improve learner experience, scalability, and effectiveness.
Stakeholder Partnership
- Serve as a trusted advisor to executive leaders on workforce capability, leadership effectiveness, organizational readiness, growth strategy, market expansion, M&A integration, and enterprise talent planning.
- Partner closely with Talent Acquisition, Technology, Operations, business leadership teams, and Resource Management.
- Partner with business leaders globally to align talent, leadership, and workforce capability strategies with enterprise growth objectives and market opportunities.
- Manage relationships with external learning providers, universities, professional associations, and technology partners.
Measurement & Business Impact
- Establish meaningful metrics and dashboards to evaluate learning effectiveness and business outcomes.
- Use data and workforce analytics to continuously improve programs and investment decisions.
- Demonstrate measurable impact on workforce capability, leadership readiness, employee growth, retention, internal mobility, client satisfaction, and business growth, in partnership with broader talent and people programs.
Functional Leadership
- Lead and develop a high-performing Learning & Talent Development organization responsible for enterprise learning, leadership development, talent management, succession planning, coaching, talent systems, workforce insights, and related talent initiatives.
- Establish a clear strategic vision, operating model, and priorities for the Learning & Talent Development function, ensuring alignment with business objectives and workforce needs.
- Build organizational capability through effective team leadership, talent development, succession planning, and resource allocation across the function.
- Lead enterprise-wide initiatives that strengthen organizational capability, leadership effectiveness, change agility, innovation, collaboration, and culture.
- Foster collaboration across HR, Resource Management, Talent Acquisition, business leadership, and other key stakeholders to deliver integrated talent solutions.
- Drive operational excellence through effective governance, measurement, technology enablement, and continuous improvement of talent and learning processes.
QUALIFICATIONS
Required
- Bachelor's degree in Human Resources, Organizational Development, Education, Business, Psychology, or related field.
- 10+ years of progressive leadership experience in learning, leadership development, talent management, or organizational development.
- Experience leading enterprise-wide learning and talent strategies in a professional services, consulting, financial services, technology, or similarly knowledge-intensive environment.
- Experience supporting business growth, organizational transformation, workforce capability planning, and/or M&A integration efforts.
- Demonstrated success developing leaders and driving workforce capability transformation.
- Strong executive presence with the ability to influence and partner at senior leadership levels.
- Experience managing learning technologies and enterprise learning platforms.
Critical Leadership Competencies
- Strategic Workforce Planning
- Learning Innovation
- AI & Digital Fluency
- Change Leadership
- Talent Development
- Executive Influence
- Data-Driven Decision Making
- Business Partnership
- Organizational Effectiveness
- Customer and Client Focus
- Global Talent Strategy
- Organizational Capability Building
- M&A Talent Integration
- Workforce Transformation
- Strategic Growth Enablement
We are looking for a visionary leader who sees learning not as a support function, but as a strategic driver of growth, innovation, workforce transformation, and long-term business success.
LOCATION
Position based in the United States
COMPENSATION
- The estimated base salary range for this job is $200,000-$280,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $260,000-$364,000. The job is also eligible to participate in Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.
Position Level
Senior Director
Country
United States of America
Learning Development Manager Job Roles in Illinois
See all Learning Development Manager Jobs in Illinois
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search Learning Development Manager Jobs in IllinoisLearning Development Manager Jobs in Illinois: Frequently Asked Questions
Which companies in Illinois sponsor visas for learning and development managers?
Several large Illinois employers have a track record of sponsoring work visas for learning and development professionals. These include Accenture, Deloitte, and other major consulting firms headquartered or staffed heavily in Chicago, along with healthcare systems like Northwestern Medicine and Advocate Aurora Health. Manufacturing conglomerates such as Caterpillar and Abbott Laboratories also sponsor L&D roles, particularly for candidates with specialized instructional design or organizational development backgrounds.
Which visa types are most common for learning development manager roles in Illinois?
The H-1B visa is the most common visa for learning development manager positions in Illinois, as the role typically requires a bachelor's degree or higher in a related field such as education, organizational development, or human resources. Some candidates with multinational employer backgrounds qualify for the L-1A if transferring from a foreign affiliate. Australian citizens may also be eligible for the E-3 visa, which follows a similar process to the H-1B visa but without the annual lottery.
Which cities in Illinois have the most learning development manager sponsorship jobs?
Chicago accounts for the overwhelming majority of learning development manager sponsorship jobs in Illinois, given its density of corporate headquarters, professional services firms, and large hospital networks. Suburban areas including Deerfield, Schaumburg, and Oak Brook also see sponsorship activity, as companies like Zurich North America, Motorola Solutions, and McDonald's corporate operations are based there. Peoria has occasional openings tied to Caterpillar's training and development functions.
How to find learning development manager visa sponsorship jobs in Illinois?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it easier to identify Illinois employers actively hiring learning development managers who require sponsorship. Rather than sorting through general job boards where sponsorship status is often unclear, Migrate Mate surfaces roles where employers have indicated willingness to sponsor. Filtering by Illinois and the learning development manager role type helps narrow results to relevant opportunities in Chicago and surrounding metro areas.
Are there state-specific considerations for learning development manager sponsorship jobs in Illinois?
Illinois employers sponsoring H-1B workers for learning development manager roles must comply with Department of Labor prevailing wage requirements, meaning the offered compensation must meet the wage level set for the role's occupation code in the Chicago or relevant metro area. Illinois also has a strong university pipeline through institutions like University of Illinois, Northwestern, and DePaul, which means employers in the state are relatively familiar with visa sponsorship processes for professional and managerial roles.
What is the prevailing wage for sponsored learning development manager jobs in Illinois?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.