ZipRecruiter

Log In

1

Capability Development Manager Jobs (NOW HIRING)

Booz Allen Hamilton, Inc.

IL · On-site

$112K - $257K/yr

Capability Development Analyst, Lead The Opportunity: As an expert in defense missions, your unique ... Project Management Professional (PMP) Certification Clearance: Applicants selected will be subject ...

previous pagenext page

Showing results 21-40

All JobsEducation JobsAdult Education JobsLeadership Coach JobsCapability Development Manager Jobs

Capability Development Manager information

See salary details

$33K

$77.4K

$133K

How much do capability development manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for capability development manager in the United States is $77,438.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,500.00 and $90,500.00 per year, depending on experience, location, and employer.

What does a capability development manager do?

A Capability Development Manager is responsible for identifying, developing, and implementing programs that enhance the skills and competencies of an organization's workforce. They assess current capabilities, analyze business needs, and design training or development initiatives to close skill gaps. Their work ensures that employees are equipped to meet current and future business objectives, contributing to the organization's overall growth and competitiveness.

What are the key skills and qualifications needed to thrive as a capability development manager?

To thrive as a Capability Development Manager, you need expertise in learning and development strategy, project management, and organizational change, typically supported by a degree in HR, business, or a related field. Familiarity with learning management systems (LMS), training needs analysis tools, and relevant certifications such as CIPD or ATD is highly valuable. Excellent communication, leadership, and stakeholder management skills help drive engagement and effective collaboration. These skills ensure that workforce capabilities align with organizational goals, fostering growth and competitive advantage.

How does a capability development manager typically collaborate with other departments to drive organizational growth?

A Capability Development Manager works closely with leaders from various departments such as HR, operations, and business units to identify skill gaps and align development initiatives with organizational goals. They facilitate cross-functional workshops, coordinate training programs, and ensure that learning solutions are tailored to the specific needs of each team. This collaborative approach not only supports employee growth but also helps drive overall business performance by ensuring that the workforce is equipped with the necessary skills to meet strategic objectives.

What is the difference between Capability Development Manager vs Learning and Development Specialist?

AspectCapability Development ManagerLearning and Development Specialist
CredentialsOften requires a bachelor's degree in HR, Business, or related field; certifications like CPLP or ATD are commonTypically holds a degree in HR, Education, or related; certifications like CPLP or ATD are also common
Work EnvironmentStrategic focus on organizational capabilities, working with leadership to develop skills at a broad levelOperational focus on delivering training programs, workshops, and learning initiatives
Employer & Industry UsageUsed across corporate sectors to enhance workforce capabilitiesCommon in HR departments, training firms, and corporate learning teams

The Capability Development Manager focuses on strategic planning and organizational growth by developing workforce capabilities, while the Learning and Development Specialist concentrates on implementing specific training programs to improve employee skills. Both roles require similar credentials but differ in scope and focus.

What is the role of a capability development manager?

A capability development manager is responsible for identifying skill gaps within an organization and designing training programs to enhance employee capabilities. They often collaborate with HR and leadership to align development initiatives with business goals and may utilize tools like learning management systems. The role requires strong project management and communication skills to ensure effective implementation of development strategies.
More about Capability Development Manager jobs

What cities are hiring for Capability Development Manager jobs?

Cities with the most Capability Development Manager job openings:

What states have the most Capability Development Manager jobs?

States with the most job openings for Capability Development Manager jobs include:

What job categories do people searching Capability Development Manager jobs look for?

The top searched job categories for Capability Development Manager jobs are:

Capability Development Manager jobs near you
Infographic showing various Capability Development Manager job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $77,438 per year, or $37.2 per hour.

Talent & Capability Development Lead

Hexion, Inc.

Columbus, OH • On-site

Full-time

Posted 6 days ago

Hexion rating

7.0

Company rating: 7.0 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

74th of 102 rated chemical manufacturers

Job description

Company Overview
Imagine Everything. Build the Future with Hexion.
At Hexion, we push boundaries, rethink possibilities, and create real impact. We activate science to deliver progress-developing breakthrough solutions that strengthen industries, protect communities, and drive a more sustainable future.
This is where bold thinkers, problem-solvers, and innovators come together to shape what's next. Whether you're engineering advanced materials, transforming manufacturing technologies, or leading strategic innovation, your ideas and actions leave a lasting mark. We cultivate an inclusive culture of growth, collaboration, and accountability, ensuring every contribution propels us forward.
We don't follow the status quo-we challenge it, disrupt it, and improve it. Every role at Hexion is part of something bigger.
We invest in innovation, sustainability, and continuous development-equipping you with the tools, training, and opportunities to excel. With an unwavering commitment to safety, partnership, belonging, and impact, we empower you to lead change and strengthen industries worldwide.
Your Future Starts Here.
If you're ready to push limits, reimagine what's possible, and create the extraordinary, Hexion is where you belong.
Anything is possible when you imagine everything.
Role Mission:
Design and execute enterprise talent- and capability-development strategies that build future-ready leaders, accelerate critical and AI-era skills, and strengthen Hexion's internal talent pipelines. Partner with HR Business Partners and functional leaders to translate business priorities into engaging learning, career-development, and high-potential programs that grow organizational capability and readiness.
Key Responsibilities
Learning & Talent Development Design & Facilitation
  • Design and facilitate enterprise learning experiences, including manager/leader development, monthly employee development sessions,career workshops, orientation, and capability cohorts.
  • Build scalable blended learning journeys, pathways, toolkits, facilitator guides, and reinforcement resources using instructional designand adult-learning principles.
  • Provide instructional-design consultation and content development across corporate functions.
  • Design inclusive, accessible learning formats that reach both desk-based and frontline populations.

Capability Building & Future Skills
  • Assess enterprise capability needs in partnership with functional leaders and run cohort-based programs that close critical skill gaps.
  • Lead AI-fluency and future-skills enablement, embedding AI capability across the workforce.

Program Activation & Adoption
  • Own activation plans and drive adoption for learning ecosystem investments, including FranklinCovey Impact Platform, career ownership resources, program graduate recognition, AI learning and manager development resources.
  • Create feedback loops and continuously improve programs based on participation, utilization, learner feedback, and business priorities.

Talent & Career Development Processes
  • Support talent reviews, succession, and high-potential identification and development.
  • Own career development (Career Compass), internal mobility, and individual development plans (IDPs).
  • Support high-potential and early-talent programs.

Partnership, Program Management & Measurement
  • Partner with HRBPs and business leaders on capability planning and workforce readiness.
  • Define learning-effectiveness and talent metrics; manage delivery and report on impact.
  • Lead change enablement, communications, and adoption planning for new learning, career, and AI programs; track participation equity in reporting.
  • Manage LMS/SuccessFactors operations, intake, issue logs, standard reports, badge administration, and dashboard follow-up.

Success Measures (First 12-18 Months)
  • FranklinCovey/manager-development activation system live: new-manager licensing, monthly promotion, curated paths, post-workshop reinforcement, and quarterly utilization reporting in place.
  • Career Compass and IDP adoption activated: enterprise campaign, workshops, manager toolkits, and adoption reporting launched; 75% of eligible employees reached
  • AI learning pathways launched for priority audiences; 70% completion and 50% reporting active workplace use at 90 days.
  • Talent pipeline follow-through cadence established: STM/succession/HiPo actions tracked with HRBPs, quarterly dashboard reviews, and documented development actions for priority talent pools.
  • Learning operations dashboard live: SuccessFactors standard reports, badge administration, intake/issue log, participation, utilization, completion, and impact reporting available to L&D/HR leaders.
  • Scalable development experiences in place for monthly employee sessions, new manager journey, orientation follow-up, competencies/performance enablement, and career workshops with ≥4.3/5 satisfaction.

Minimum Qualifications
Experience:
  • 7+ years in talent development / learning & development, spanning program design, facilitation, and talent processes.
  • Hands-on instructional design and eLearning development with digital authoring tools (e.g., Articulate, Storyline, Rise).
  • Experience with talent-management processes - succession, high-potential, career development, and performance - ideally in a matrixed, global organization.
  • Proven facilitation of leadership and manager-development programs for diverse audiences.
  • Change management and adoption experience on enterprise HR or learning rollouts, including stakeholder communications.
  • Track record designing development that is inclusive and equitably accessible across varied roles, sites, and geographies.

Attributes:
  • Strong designer-facilitator who turns business needs into engaging, scalable learning.
  • Consultative partner who builds trust and credibility with HRBPs and senior leaders.
  • Comfortable building programs from the ground up in a dynamic environment.
  • Curious and current on AI, future skills, and modern learning technology.
  • Change agent and inclusion champion who drives adoption and equitable access to opportunity.

Preferred Qualifications
  • Experience partnering with HR Business Partners and leaders on capability planning.
  • Certifications in instructional design, adult learning, coaching, or talent (e.g., ATD APTD/CPTD, DDI, Korn Ferry).
  • Familiarity with LMS platforms, learning analytics, and AI-enabled learning tools, and talent assessments (ex: CliftonStrengths, Predictive Index)
  • Change-management certification (e.g., Prosci / ADKAR) and experience with DEI or inclusive-leadership program design.

Other
We are an Equal Opportunity, Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to gender, pregnancy, race, national origin, religion, age, sexual orientation, gender identity, veteran or military status, status as a qualified individual with a disability or any other characteristic protected by law.
To be considered for this position candidates are required to submit an application for employment through our career site and, be at least 18 years of age. Any offer of employment will be conditioned upon successful completion of a drug test and background investigation, as well as authorization for the Company to conduct additional periodic background checks as required by the Chemical Facility Anti-Terrorism Standards (CFATS) or regulations adopted by the department of Homeland Security or other regulatory agencies. A prior criminal record is not an automatic bar to employment, and the Company will conduct an individualized assessment and reassessment, consistent with applicable law, prior to making any final employment decision.

What Hexion employees say

Pay

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply