Learning Development Manager Visa Sponsorship Jobs in Washington DC
Washington DC's learning and development market is driven by federal agencies, major contractors like Booz Allen Hamilton and Leidos, and global associations headquartered in the district. Employers across policy, defense, and nonprofit sectors regularly hire L&D managers to build workforce training programs, and many sponsor H-1B and other work visas for qualified international candidates.
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Get Access To All JobsINTRODUCTION
The Manager of Professional Development will work alongside the Directors of Professional Development on all aspects of attorney professional development and develop, implement, and assist in leading counsel professional development initiatives and collaborating on DC attorney professional development strategies.
DUTIES & RESPONSIBILITIES
- Assist in identifying career development needs, and design and manage the implementation of programs relating to attorney career development.
- Work closely with Directors, Assigning Partners, and Practice Group Chairs to help lawyers with advancement issues such as navigating firm resources, seeking out appropriate breadth and depth of work experiences, maximizing firm, practice group and office resources, successfully handling interpersonal conflicts and proactively addressing career advancement concerns with both junior and senior lawyers.
- Create and maintain relationships within the firm at all levels, establishing a reputation as a trusted advisor for career advice and guidance.
- Provide confidential advice and guidance to attorneys at varying levels of seniority on all aspects of career growth and development, including career planning and management, time and project management, work/life balance, transitions to/from leaves and potential next steps in their professional careers.
- Meet with associates and counsel to welcome them to the firm and provide them with resources available to them through the Professional Development Department.
- Identify individual associate and counsel training gaps and propose solutions.
- Provide support to the Directors, Assigning Partners, and Practice Group Chairs regarding counsel needs including utilization. Provide ongoing analysis of utilization; track skills and experiences needed to help optimize lawyer development opportunities and assist with data analytics relating to the counsel population.
- In collaboration with others, support the Counsel Evaluation process, including by reviewing evaluation information and debriefing with Practice Group Chairs afterward.
- In collaboration with others, support the annual Goals Meetings of the special counsel population.
- Oversee process of attorney personnel changes, including by managing junior team members who maintain department databases, focusing on integrating information kept in various technology platforms, and collaborating with other departments as we share information.
- Collaborate with Directors of Professional Development to develop a robust system for measuring the effectiveness and ROI of coaching programs (internal and external), utilizing data-driven insights to inform strategy, suggest adjustments and make improvements.
- Develop and implement strategies to create a pipeline of external opportunities for lawyers, both by collaborating with others on secondment opportunities and keeping abreast of potential in-house roles for associates looking to transition out of the firm.
- Assist Directors with department budget for initiatives and programs.
- Manage/Supervise the more junior members of the Professional Development team in the DC office.
- Monitor current trends and best practices in legal talent and professional development - implement new innovations, as appropriate, to ensure the firm’s efforts are innovative and cutting edge.
- Uphold high standards of confidentiality, discretion, and integrity, particularly with respect to all sensitive and/or confidential firm and client information to which this position will have access.
QUALIFICATIONS
- A minimum of five years of broad-based career development experience. Significant experience in legal, consulting, or other professional services organizations, preferred.
- Demonstrated success establishing, developing, and managing robust career development functions in a national or international, multi-office environment.
- Expert understanding of best practices in professional development and career development.
- Strong interpersonal skills, including the ability to work effectively in a consensus-driven organization and to create consensus-based support for strategies and processes.
- Dynamic energy level.
- Passion for driving change and delivering innovative solutions.
- Excellent written and verbal skills.
- A highly organized and self-directed approach to work with the ability to manage multiple projects simultaneously. Impeccable attention to detail.
- Strong analytical and problem-solving skills. Sound judgment.
- An undergraduate degree required; an advanced degree in organizational development, human resources, social sciences, a related field or J.D. preferred.
- Coaching experience and certification preferred.
STATUS
Exempt
REPORTS TO
Professional Development Director - Counsel
WORKPLACE TYPE
Hybrid (Monday – Thursday in office)
SALARY RANGE
$140,000 - $176,000 depending on candidate experience and location. Candidates hired for staff positions with a minimum work schedule of 30 hours per week are eligible for a comprehensive benefits package, including healthcare insurance.
Covington & Burling LLP is an equal opportunity employer and does not discriminate in any aspect of employment, including hiring, salary, promotion, discipline, termination, and benefits, on the basis of race, color, ethnicity, religion, national origin, gender, gender identity or expression, age, marital status, sexual orientation, family responsibility, disability (including physical handicap), or any other improper criterion.
Covington will consider qualified applicants with arrest or conviction records for employment in accordance with applicable laws, including the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and the San Francisco Fair Chance Ordinance.
INTRODUCTION
The Manager of Professional Development will work alongside the Directors of Professional Development on all aspects of attorney professional development and develop, implement, and assist in leading counsel professional development initiatives and collaborating on DC attorney professional development strategies.
DUTIES & RESPONSIBILITIES
- Assist in identifying career development needs, and design and manage the implementation of programs relating to attorney career development.
- Work closely with Directors, Assigning Partners, and Practice Group Chairs to help lawyers with advancement issues such as navigating firm resources, seeking out appropriate breadth and depth of work experiences, maximizing firm, practice group and office resources, successfully handling interpersonal conflicts and proactively addressing career advancement concerns with both junior and senior lawyers.
- Create and maintain relationships within the firm at all levels, establishing a reputation as a trusted advisor for career advice and guidance.
- Provide confidential advice and guidance to attorneys at varying levels of seniority on all aspects of career growth and development, including career planning and management, time and project management, work/life balance, transitions to/from leaves and potential next steps in their professional careers.
- Meet with associates and counsel to welcome them to the firm and provide them with resources available to them through the Professional Development Department.
- Identify individual associate and counsel training gaps and propose solutions.
- Provide support to the Directors, Assigning Partners, and Practice Group Chairs regarding counsel needs including utilization. Provide ongoing analysis of utilization; track skills and experiences needed to help optimize lawyer development opportunities and assist with data analytics relating to the counsel population.
- In collaboration with others, support the Counsel Evaluation process, including by reviewing evaluation information and debriefing with Practice Group Chairs afterward.
- In collaboration with others, support the annual Goals Meetings of the special counsel population.
- Oversee process of attorney personnel changes, including by managing junior team members who maintain department databases, focusing on integrating information kept in various technology platforms, and collaborating with other departments as we share information.
- Collaborate with Directors of Professional Development to develop a robust system for measuring the effectiveness and ROI of coaching programs (internal and external), utilizing data-driven insights to inform strategy, suggest adjustments and make improvements.
- Develop and implement strategies to create a pipeline of external opportunities for lawyers, both by collaborating with others on secondment opportunities and keeping abreast of potential in-house roles for associates looking to transition out of the firm.
- Assist Directors with department budget for initiatives and programs.
- Manage/Supervise the more junior members of the Professional Development team in the DC office.
- Monitor current trends and best practices in legal talent and professional development - implement new innovations, as appropriate, to ensure the firm’s efforts are innovative and cutting edge.
- Uphold high standards of confidentiality, discretion, and integrity, particularly with respect to all sensitive and/or confidential firm and client information to which this position will have access.
QUALIFICATIONS
- A minimum of five years of broad-based career development experience. Significant experience in legal, consulting, or other professional services organizations, preferred.
- Demonstrated success establishing, developing, and managing robust career development functions in a national or international, multi-office environment.
- Expert understanding of best practices in professional development and career development.
- Strong interpersonal skills, including the ability to work effectively in a consensus-driven organization and to create consensus-based support for strategies and processes.
- Dynamic energy level.
- Passion for driving change and delivering innovative solutions.
- Excellent written and verbal skills.
- A highly organized and self-directed approach to work with the ability to manage multiple projects simultaneously. Impeccable attention to detail.
- Strong analytical and problem-solving skills. Sound judgment.
- An undergraduate degree required; an advanced degree in organizational development, human resources, social sciences, a related field or J.D. preferred.
- Coaching experience and certification preferred.
STATUS
Exempt
REPORTS TO
Professional Development Director - Counsel
WORKPLACE TYPE
Hybrid (Monday – Thursday in office)
SALARY RANGE
$140,000 - $176,000 depending on candidate experience and location. Candidates hired for staff positions with a minimum work schedule of 30 hours per week are eligible for a comprehensive benefits package, including healthcare insurance.
Covington & Burling LLP is an equal opportunity employer and does not discriminate in any aspect of employment, including hiring, salary, promotion, discipline, termination, and benefits, on the basis of race, color, ethnicity, religion, national origin, gender, gender identity or expression, age, marital status, sexual orientation, family responsibility, disability (including physical handicap), or any other improper criterion.
Covington will consider qualified applicants with arrest or conviction records for employment in accordance with applicable laws, including the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and the San Francisco Fair Chance Ordinance.
Learning Development Manager Job Roles in Washington DC
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Search Learning Development Manager Jobs in Washington DCLearning Development Manager Jobs in Washington DC: Frequently Asked Questions
Which companies sponsor visas for learning development managers in Washington DC?
Federal contractors and consulting firms are the most active sponsors in Washington DC, including Booz Allen Hamilton, Deloitte, Leidos, and Accenture Federal Services. Large nonprofits and trade associations headquartered in the district, such as the American Red Cross and various policy institutes, also hire L&D managers and have sponsored work visas. Government contracting firms tend to have established HR infrastructure for managing sponsorship.
Which visa types are most common for learning development manager roles in Washington DC?
The H-1B is the most common visa for learning development managers in Washington DC, as the role typically qualifies as a specialty occupation requiring a bachelor's degree in instructional design, education, organizational development, or a related field. Some candidates transition from F-1 OPT or STEM OPT. Candidates with multinational employer backgrounds may also qualify for an L-1A intracompany transferee visa if moving from an overseas office.
How to find learning development manager visa sponsorship jobs in Washington DC?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it straightforward to find learning development manager roles in Washington DC without manually screening hundreds of postings. The platform surfaces positions from federal contractors, consulting firms, and nonprofits in the district that have indicated sponsorship willingness, saving significant research time for international candidates on OPT or waiting for H-1B approval.
Which areas in Washington DC have the most learning development manager sponsorship jobs?
Most sponsoring employers for L&D manager roles are concentrated in the core DC metro area, particularly around downtown Washington, Bethesda, and the Rosslyn-Ballston corridor in Northern Virginia, which hosts a dense cluster of federal contractors and consulting firms. The National Capital Region functions as a single hiring market, so candidates searching Washington DC should also monitor adjacent Maryland and Virginia suburbs where many headquarters and regional offices are based.
Are there any Washington DC-specific considerations for learning development managers seeking sponsorship?
Washington DC's heavy concentration of federal contractors means many L&D manager roles require or prefer candidates who can obtain a security clearance, which generally requires U.S. citizenship or lawful permanent residence and complicates sponsorship for international applicants. Roles at purely commercial firms, nonprofits, and associations without clearance requirements are more accessible. Candidates with advanced degrees in instructional design or organizational development from DC-area universities like George Washington University or Georgetown may also have stronger employer pipelines.
What is the prevailing wage for sponsored learning development manager jobs in Washington DC?
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.
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