Become A Learning Manager

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Working As A Learning Manager

Training and Teaching Others
Communicating with Supervisors, Peers, or Subordinates
Establishing and Maintaining Interpersonal Relationships
Organizing, Planning, and Prioritizing Work
Getting Information

Deal with People
$120,100
Average Salary

What Does A Learning Manager Do At Coca-Cola Bottling Company Consolidated

* _Customer Management_
* Represent and support a diverse client base of 1000 to 1500 employees, serving customers at all organization levels and various geographic areas in forming strategic partnerships to successfully identify and address Learning and Development needs
* Provide resources, facilitate process consistency, support execution and continuous improvement
* Coaching and Consulting_
* Work directly with and support cross-functional management teams to serve all teammates
* Conduct Capability Assessments through market visits (Providing Coaching, Feedback and Solutions)
* Partner with leadership to identify strengths and opportunities in order to develop action plans
* Build and develop strong sustainable relationships with internal and external stakeholders
* Development and Delivery_
* The Learning Manager is expected to understand and drive participation in key programs:
* Sales Effectiveness (sales training courses)
* Capability Training (professional development)
* Teammate Onboarding (structured new hire resources)
* Leadership Development
* The Learning Manager will devote at least 50% of their time observing, coaching & training in the local markets that they support.
* The Learning Manager will assess, develop & deliver training materials that will help employees understand the subjects being taught using the proper Training Medium (Instructor Led Training, E
* Learning, Blended Learning, etc.
* Needs Assessment and Process Compliance_
* Conduct Measurement and Evaluation of Training to determine effectiveness, areas for enhancements and to ensure a return on investment
* Positively Impact Organization Culture – Support employee orientation process; improve employee morale; reinforce company Values & Purpose
* Fiscal Management – Effectively manage T&E; expenditures and investments for assigned area of responsibility

What Does A Learning Manager Do At Capital One

* Researches and implements new learning technologies and tech based learning tools and modalities
* Researches emerging technologies and how they drive learning and on the job application for associates
* Creates and manages implementation of L and D Tech strategy
* Manages a team of associates the drive learning programs that include videos, multi media, web and app development, as well as knowledge of APIs for L&D
* Partners with internal and external IT teams to deliver new technologies to suppliers and internal contact center agents
* Partners with Information Security teams to deliver new technologies through well managed processes
* Collaborates across L&D teams to educate on new learning options
* Builds business cases on cost and benefit of new emerging learning technologies
* Measures results of new learning delivery models
* Produces reporting on outputs of team to be shared with leadership in learning and business arenas
* The ideal candidate will possess a strong background in elearning and multi media development and implementation
* Additional Responsibilities:
* Determine scope, schedule, and resource requirements for development of learning solutions for clients
* Oversee supplier development of learning
* Partner with clients to determine skills and knowledge needs
* Influence and drive learning recommendations for implementation
* Manage course quality and provides facilitation support and guidance
* Support development of new training courses and create strategy for clients
* Conduct client consulting on learning and development projects

What Does A Learning Manager Do At Healthfirst

* Oversees the delivery, communication and reporting of formal and informal learning activities, including performance support, on the job learning, and mentor/preceptorship programs
* Leads a team to coordinate and facilitate a variety of programs conducted in a classroom or online learning environment.
* Works with Business Leaders and HR to manage training calendars/delivery schedules and resourcing to meet the needs of the business on a monthly, quarterly and yearly basis
* Establishes classroom standards, observe facilitators at least once per quarter, and provide on-going coaching to ensure a consistent quality of classroom content.
* Assesses and develops a program to provide ongoing professional development opportunities to staff within Clinical Services.
* Defines metrics and data that assess and monitor the effectiveness of offerings to ensure programs are relevant to the needs of the business and meet regulatory requirements; leverage findings to prioritize and drive updates to existing curriculum and new offerings
* Keeps current with trends, best practices, new technologies, and emerging innovations in the training and development sphere and implement relevant solutions to help shape training offerings.
* Additional duties as assigned

What Does A Learning Manager Do At Grant Thornton LLP

* Own, execute, and implement creative strategies, approaches, and complex project plans to achieve and deliver effective performance/talent/development solutions
* Create change management/leadership plans encompassing communication strategy, stakeholder relationship building, and learning objectives
* Design, develop, and deliver communication and learning support materials
* Drive project management activities includingcontract management / scope management / budget creation and management / risk management / quality management
* Exceed client expectations, drive accountability, support development through implementation of talent/performance solutions (learning and non-learning) in all modalities, on time and on budget
* Build, maintain, and utilize networks of relationships to manage and effectively utilize resources (internal and external), project workflow, quality work product and budget
* Stay apprised of key industry performance and talent trends and leading practices to inspire GT’s one-of-a-kind approach to talent development
* Demonstrate proven ability and success with directing teams: supervising and/or influencing to create an atmosphere of trust and seeking diverse views to encourage improvement and innovation
* Answer questions and provide direction to less-experienced staff; manage performance issues, coach staff, and build relationships with experienced Managers, Directors, SMEs and Business Sponsors
* Understand and utilize key industry, business and organizational metrics to support the strategy of the firm, and the business priorities of the client/practice supported
* Monitor emerging learning trends and tools while assessing the viability of information into new and existing learning curriculum
* Work collaboratively to provide practical and targeted information/reporting to key stakeholders in a timely manner
* Demonstrate transparency, build things once and share them, seek advice, feedback, openly and proactively share feedback with others in the moment and across time
* Recognize and articulate the value of one’s own contribution and the contributions of others regularly with appreciation
* Communicate value, influence unwilling audiences without authority
* Provide input to Learning & OE Relationship Directors, managers and staff for assigned service line/business unit
* Collaborate with knowledge managers to incorporate systematic performance support options to learning and organization effectiveness solutions
* The Ideal Candidate Will Possess:
* Bachelor's degree and a minimum of ten years of proven success in progressive design, development and deployment management roles and project management, ideally in a matrixed environment within a professional services industry
* Demonstrated expertise in design and deployment of performance management, succession planning, career pathing, and competency strategies and frameworks
* Consultative skills – ability to lead and collaborate with clients/stakeholders on the assessment, design, development and delivery of innovative and effective talent strategies including performance management, succession planning, career pathing, and accelerated talent development solutions that align with the strategic business needs of the organization
* Strong foundation in adult learning theory and experience with advanced learning methodologies and frameworks
* Experience, aptitude and/or interest in attaining greater mastery of next practice performance management knowledge and practice
* Knowledge of how professional service firms and their various business segments work, how they make a profit and what makes them successful
* Proven expertise in prioritization, delegation and negotiation with demonstrated ability to be effective in supporting multiple stakeholders working in various locations across different business units
* Strategic thinker and problem solver with ability to quickly assess and summarize information and effectively identify issues or risks and potential resolutions
* Experience working with vendors (US and offshore) and managing vendor relationships
* A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense
* Strong verbal, written communication & presentation skills
* Solid PC skills with expert proficiency in MS Office – specifically Word, Excel and PowerPoint
* Knowledge of and experience with performance management systems and designing associated workflows in support of performance management design
* Experience in project financial management, budgeting, forecasting, and vendor management
* A portfolio of work samples - such as strategic approach documents, participant materials, design documents, storyboards, competency frameworks project plans, and
* RACI for project management
* Preferred knowledge of and experience withlearning development tools such as Articulate Studio, Storyline, Camtasia, Captivate, GOMO, etc.
* Ability to travel on occasion
* Founded in Chicago in 1924, Grant Thornton LLP (Grant Thornton) is the U
* S. member firm of Grant Thornton International Ltd., one of the world’s leading organizations of independent audit, tax and advisory firms.
* Grant Thornton has revenues in excess of $1
* billion and operates 57 offices across the U
* S., with more than 500 partners and 6,000 employees.
* Grant Thornton works with a broad range of publicly- and privately-held companies, government agencies, financial institutions, and civic and religious organizations.
* Core industries served include consumer and industrial products, financial services, not-for-profit, private equity, and technology.
* Grant Thornton focuses on serving dynamic organizations that pursue growth holistically — whether through revenue improvement, leadership, mission fulfillment or innovation.
* It is Grant Thornton’s policy to promote equal employment opportunities.
* All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits and termination, are made without regard to race, creed, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, citizenship status, veteran status, disability or any other characteristic protected by applicable federal, state or local law

What Does A Learning Manager Do At Think Together

* Manage center base site staff.
* Interview, hire and evaluate the ELMP Site Facilitators.
* Interview, hire, train and coach AmeriCorps Members provided by the Children and Families Commission to be placed in the ELMP Center Base program.
* Work collaboratively with PCACA in order to effectively manage AmeriCorps Member contract and reporting.
* Assist in setting programmatic goals aligned to the ELMP Center Base program strategic plan.
* Participate in the curriculum and lesson planning for the Early Literacy and Math center based program.
* Ensure that frequent training workshops (12
* with the ELMP staff and AmeriCorps members are delivered throughout the year. (Training geared toward child development best practices, general content understanding and teaching strategies in delivering the Early Literacy and Math center based program with the highest level of fidelity and quality.)
* Deliver at least four workshops and trainings county wide in order to share THINK Together’s Early Literacy and Math best practices and teaching strategies.
* Collaborate with school administrators, school staff, early learning specialist and parents on a regular basis regarding program activities and student needs.
* Manage ELMP Center Base program calendar and set session dates in accordance to school district calendars includes planning, recruiting, and implementing summer program.
* Participate in all ELMP events such as, Read for the Record, Orange County Fair “We Care Wednesday”, etc.
* Oversee and coordinate center base site supply inventory and replenishment of supplies.
* Participate in monthly meetings with the OC Children and Families Commission, early learning specialists, etc.
* Maintain comprehensive records and product reports.
* Report all required components needed for Parsimony in a timely and accurate manner.
* Work collaboratively with the data and evaluation department to insure information is reported accurately.
* Work with Fund Development department to arrange site visit for volunteers, community leaders, school administrators and funders.
* Perform other duties as assigned.
* OTHER RESPONSIBILITIES:
* Ensure the safety plan at the site.
* Implement other human resource policies and procedures.
* Implement other plans or management requirements related to the site’s owner or manager.
* Supervise, train and develop subordinates in line with the objectives, policies and procedures of the organization.
* Complete supervisory responsibilities in a timely and thorough manner.
* Maintain highest degree of confidentiality in student, staff and management matters

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How To Become A Learning Manager

Candidates need a combination of education and related work experience to become a training and development manager. Although training and development managers need a bachelor’s degree for many positions, some jobs require a master’s degree.

Education

Training and development managers need a bachelor’s degree for many positions, and some jobs require a master’s degree. They can have a variety of educational backgrounds, but they often have a bachelor’s degree in human resources, business administration, or a related field.

Many employers prefer or require training and development managers to have a master’s degree, usually with a concentration in training and development, human resources management, organizational development, or business administration.

Training and development managers also may benefit from studying instructional design, behavioral psychology, or educational psychology. In addition, as technology continues to play a larger role in training and development, a growing number of organizations seek candidates who have a background in information technology or computer science.

Work Experience in a Related Occupation

Related work experience is essential for training and development managers. Many positions require work experience in training and development or another human resources field, management, or teaching. For example, many training and development managers start out as training and development specialists. Some employers also prefer experience in the industry in which the company operates. Increasingly, employers are looking for workers with experience in information technology as organizations introduce more e-learning and technology-based tools.

Licenses, Certifications, and Registrations

Although training and development managers are not legally required to be certified, certification can show professional expertise and credibility. Many employers prefer to hire certified candidates, and some positions may require certification.

Many professional associations for human resources professionals offer classes to enhance the skills of their members. Some associations, including the Association for Talent Development and International Society for Performance Improvement, specialize in training and development and offer certification programs.

Important Qualities

Communication skills. Training and development managers must clearly communicate information and facilitate learning by diverse audiences. They also must be able to effectively convey instructions to their staff.

Critical-thinking skills. Training and development managers use critical-thinking skills when assessing classes, materials, and programs. They must identify the training needs of an organization and recognize where changes and improvements can be made.

Decisionmaking skills. Training and development managers must select or create the best training programs to meet the needs of the organization. For example, they must review available training methods and materials and choose those that best fit each program.

Interpersonal skills. Training and development managers need strong interpersonal skills because delivering training programs requires collaborating with staff, trainees, subject matter experts, and the organization’s leaders. They also accomplish much of their work through teams.

Leadership skills. Managers are often in charge of a staff and are responsible for many programs. They must be able to organize, motivate, and instruct those working under them.

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Learning Manager jobs

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Learning Manager Career Paths

Learning Manager

Director, Learning And Development Global Director

Chief Information Officer

11 Yearsyrs

Senior Instructional Designer Training Manager

Director Of Human Resources

10 Yearsyrs

Director Director Of Human Resources

Director Of Human Resources Operations

11 Yearsyrs

Consultant Functional Consultant

Human Resources Lead

8 Yearsyrs

Senior Instructional Designer Learning Consultant

Manager, Learning & Development

10 Yearsyrs

Director Of Training Program Manager

Marketing Manager

6 Yearsyrs

Director Of Training Instructor

Operations Manager

7 Yearsyrs

Director, Learning And Development Director Of Human Resources

Senior Director Human Resources

13 Yearsyrs

Program Manager Marketing Manager

Senior Product Manager

9 Yearsyrs

Program Manager Information Technology Project Manager

Senior Project Manager

12 Yearsyrs

Consultant Recruiter

Talent Acquisition Manager

9 Yearsyrs

Average Length of Employment

Senior Training Manager 3.8 years
Director, Learning And Development 3.5 years
Senior Instructional Designer 3.4 years
Lead Manager 3.3 years
Learning And Development Consultant 3.3 years
Training Developer 3.3 years
Educational Manager 3.2 years
Instructional Design Manager 3.2 years
Manager, Learning & Development 3.2 years
Training Consultant 3.2 years
Performance Consultant 3.1 years
Learning Development Specialist 3.1 years
Learning Consultant 3.0 years
Learning Manager 3.0 years
Learning Specialist 2.8 years
E-Learning Manager 2.7 years

Top Careers Before Learning Manager

Top Careers After Learning Manager

Learning Manager Demographics

Gender

Female
53.6%
Male
44.8%
Unknown
1.5%

Ethnicity

White
81.4%
Hispanic or Latino
9.2%
Asian
6.5%
Unknown
2.5%
Black or African American
0.5%

Languages Spoken

Spanish
45.7%
Portuguese
14.3%
French
11.4%
German
8.6%
Italian
5.7%
Vietnamese
2.9%
Cantonese
2.9%
Japanese
2.9%
Mandarin
2.9%
Thai
2.9%

Learning Manager

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Learning Manager Education

Schools

University of Phoenix
17.5%
Capella University
9.3%
Arizona State University
8.2%
San Diego State University
6.2%
Florida State University
6.2%
Marshall University
5.2%
George Washington University
5.2%
Northeastern University
5.2%
University of Maryland - University College
3.1%
University of South Carolina - Columbia
3.1%
Liberty University
3.1%
Webster University
3.1%
Troy University
3.1%
American University
3.1%
Central Michigan University
3.1%
Johns Hopkins University
3.1%
Western Illinois University
3.1%
Lindenwood University
3.1%
Saint Cloud State University
3.1%
Mansfield University of Pennsylvania
3.1%

Majors

Degrees

Masters
46.8%
Bachelors
31.9%
Other
11.5%
Certificate
3.6%
Doctorate
3.6%
Associate
2.2%
Diploma
0.5%

Learning Manager

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Real Learning Manager Salaries

Job Title	Company	Location	Start Date	Salary
Senior Learning Manager	McKinsey & Company, Inc. United States	Atlanta, GA	Aug 15, 2013	$201,813
Machine Learning Manager	Amazon Corporate LLC	Seattle, WA	Nov 05, 2015	$152,000
Machine Learning MGR	Apple Inc.	Cupertino, CA	Mar 04, 2016	$150,405 - $176,000
Senior Partner In Learning Manager	Microsoft Corporation	Redmond, WA	Jan 09, 2016	$144,600
Senior Partners In Learning Manager	Microsoft Corporation	Redmond, WA	Sep 01, 2014	$141,000
GLP Manager Technology Driven Learning	Center for Creative Leadership	Greensboro, NC	Mar 24, 2016	$133,973
Learning Manager	Interactive Services (Us) Inc.	Rogers, AR	Jan 10, 2016	$130,000
Learning Manager	Interactive Services (Us) Inc.	Rogers, AR	Oct 01, 2013	$122,444
Global Monitoring, Evaluation, and Learning (MEL) Manager	Oxfam-America, Inc.	Boston, MA	Nov 18, 2016	$118,206
Machine Learning MGR	Apple Inc.	Cupertino, CA	Aug 05, 2016	$114,650 - $168,200
Learning Manager	Cigna Health and Life Insurance Company	Chicago, IL	Aug 28, 2016	$113,850
Learning Manager	Cigna Health and Life Insurance Company	Chicago, IL	Sep 08, 2015	$110,000
Learning Manager	Cigna Health and Life Insurance Company	Bloomfield, CT	May 01, 2016	$110,000
Machine Learning Manager	NIKE, Inc.	Beaverton, OR	Mar 02, 2014	$109,200
Learning Manager	Interactive Services (Us) Inc.	Bentonville, AR	Oct 01, 2010	$92,200

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Top Skills for A Learning Manager

Top Learning Manager Skills

Curriculum Development
Training Initiatives
Learning Management System

You can check out examples of real life uses of top skills on resumes here:

Analyzed and evaluated effectiveness of NCPACE program including curriculum development.
Facilitate training initiatives and communicate policies to managers and new employees to ensure Delivery Station performance goals are met and/or exceeded.
Negotiated use and enhancement of internally developed learning management system.
Evaluated instructor performance and the effectiveness of training programs, providing recommendations for improvement.
Collaborate with HR Business Partners and system leaders to identify and meet training and development needs.