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The differences between organizational effectiveness directors and managers, learning & development can be seen in a few details. Each job has different responsibilities and duties. It typically takes 2-4 years to become both an organizational effectiveness director and a manager, learning & development. Additionally, an organizational effectiveness director has an average salary of $95,681, which is higher than the $88,297 average annual salary of a manager, learning & development.
The top three skills for an organizational effectiveness director include business development, continuous improvement and development strategy. The most important skills for a manager, learning & development are project management, human resources, and instructional design.
| Organizational Effectiveness Director | Manager, Learning & Development | |
| Yearly salary | $95,681 | $88,297 |
| Hourly rate | $46.00 | $42.45 |
| Growth rate | 7% | 7% |
| Number of jobs | 20,064 | 75,189 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 68% |
| Average age | 45 | 45 |
| Years of experience | 4 | 4 |
Organizational effectiveness directors are professionals who are responsible for identifying the learning needs of an organization while aligning its strategy with its priorities. These directors must design affirmative action plans as well as assist in the development of the vendor diversity program of the organization. They are required to lead process improvements for learning management as well as eliminating redundant processes. Organizational effectiveness directors must also work with human resources and functional organizations to develop criteria for the delivery of developmental activities.
A learning & development (L&D;) manager is an individual who is responsible for training employees within an organization to advance their skills and knowledge. Learning & development managers are required to execute learning strategies and programs for employees and assess their development as well as the organization's development needs. They implement various learning methods companywide such as e-learning courses, workshops, and coaching. Learning & development managers also manage the hiring and training of new L&D; specialists.
Organizational effectiveness directors and managers, learning & development have different pay scales, as shown below.
| Organizational Effectiveness Director | Manager, Learning & Development | |
| Average salary | $95,681 | $88,297 |
| Salary range | Between $57,000 And $159,000 | Between $61,000 And $127,000 |
| Highest paying City | Boston, MA | San Francisco, CA |
| Highest paying state | Massachusetts | California |
| Best paying company | Meta | Meta |
| Best paying industry | - | Retail |
There are a few differences between an organizational effectiveness director and a manager, learning & development in terms of educational background:
| Organizational Effectiveness Director | Manager, Learning & Development | |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 68% |
| Most common major | Business | Business |
| Most common college | Northwestern University | Northwestern University |
Here are the differences between organizational effectiveness directors' and managers, learning & development' demographics:
| Organizational Effectiveness Director | Manager, Learning & Development | |
| Average age | 45 | 45 |
| Gender ratio | Male, 54.4% Female, 45.6% | Male, 41.9% Female, 58.1% |
| Race ratio | Black or African American, 11.3% Unknown, 5.5% Hispanic or Latino, 16.1% Asian, 4.1% White, 62.5% American Indian and Alaska Native, 0.5% | Black or African American, 10.3% Unknown, 5.5% Hispanic or Latino, 16.1% Asian, 4.1% White, 63.5% American Indian and Alaska Native, 0.5% |
| LGBT Percentage | 18% | 18% |