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Employee Development Manager Jobs in Arizona (NOW HIRING)

Addison Group

Learning & Development Manager

Phoenix, AZ · On-site

$105K - $115K/yr

Learning & Development Manager Location (City, State): Scottsdale, AZ Compensation: $105,000 - $115 ... Employee Assistance Program (EAP) * 401(k) retirement plan * Professional development and online ...

Prologis, Inc.

Associate Development Manager

Phoenix, AZ · On-site

$82K - $123K/yr

Every employee belongs. Every employee contributes. Employees advance their careers here. As a ... management and leadership development. People come first here. All full-time roles in the US come ...

EMPIRE

Associate Development Manager

Phoenix, AZ

$82K - $123K/yr

Every employee belongs. Every employee contributes. Employees advance their careers here. As a ... management and leadership development. People come first here. All full-time roles in the US come ...

Prologis

Associate Development Manager

Phoenix, AZ

$82K - $123K/yr

Every employee belongs. Every employee contributes. Employees advance their careers here. As a ... management and leadership development. People come first here. All full-time roles in the US come ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in Arizona

Employee Development Manager information

See Arizona salary details

$10.3K

$69.5K

$140.3K

How much do employee development manager jobs pay per year?

As of Jul 23, 2026, the average yearly pay for employee development manager in Arizona is $69,537.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,300.00 and $85,300.00 per year, depending on experience, location, and employer.

What does an employee development manager do?

An employee development manager oversees training and professional growth programs within an organization, focusing on enhancing employee skills, performance, and career advancement. They design, implement, and evaluate development initiatives, often using tools like learning management systems and requiring strong communication and leadership skills.

What are some common challenges faced by Employee Development Managers when implementing new training programs?

Employee Development Managers often encounter challenges such as securing buy-in from leadership, aligning training initiatives with organizational goals, and engaging employees who have varying learning styles or levels of motivation. Additionally, balancing the need for standardized training with the desire for personalized development can be tricky. Overcoming these obstacles typically involves strong communication, continuous feedback, and close collaboration with department heads to ensure programs are both relevant and effective.

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

AspectEmployee Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often certifications in HR or trainingBachelor's degree; certifications in training or instructional design
Work EnvironmentCorporate offices, HR departments, training programsTraining sessions, workshops, online platforms
Employer & Industry UsageCommon in large organizations across industriesUsed in various industries, often in HR or training departments

The Employee Development Manager focuses on designing and overseeing employee growth programs, while the Learning and Development Specialist implements training sessions and develops instructional content. Both roles require similar credentials and are integral to workforce development, but the manager has a broader strategic role compared to the specialist's focus on execution.

What are the 4 types of employee development?

The four types of employee development are formal education, which includes courses and certifications; on-the-job training, involving practical experience; coaching and mentoring, providing personalized guidance; and self-directed learning, where employees pursue independent skill enhancement. As an Employee Development Manager, understanding these types helps in designing effective development programs tailored to employee needs.

Is BD manager a stressful job?

A Business Development (BD) manager role can be stressful due to targets, client negotiations, and market pressures. The level of stress varies depending on the industry, company culture, and individual workload, but managing multiple priorities and meeting sales goals are common stressors in this position.

What is the 70 20 10 rule for employee development?

The 70 20 10 rule for employee development suggests that employees learn approximately 70% through on-the-job experiences, 20% through coaching and mentoring, and 10% through formal training. As an Employee Development Manager, understanding this model helps in designing effective development programs that balance experiential learning with structured training.
What cities in Arizona are hiring for Employee Development Manager jobs? Cities in Arizona with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in Arizona as of July 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $69,537 per year, or $33.4 per hour.
Employee Development Partner

Employee Development Partner

Willmeng Construction

Phoenix, AZ

Other

Medical, Dental, Vision, Life, Retirement

Posted 5 days ago

Job description

The Role

Your MISSION as an Employee Development Partner is to empower individuals, strengthen teams, and support a thriving organization by fostering fairness, trust, and continuous growth. Through strategic partnerships, coaching, and thoughtful guidance, you help employees navigate challenges, embrace development opportunities, and align personal and professional goals with organizational success. By championing well-being, advocating for a strong workplace culture, and ensuring effective communication and follow-through, you play a critical role in shaping a people-first environment where everyone can grow, contribute, and succeed.

What you will accomplish

Employee Support & Relationship Building

   Engage thoughtfully and compassionately to build trusted relationships and support employees through their entire lifecycle at Willmeng. 
   Partner with HRBP's, managers, and employees to help elevate challenges that cannot be solved through coaching.
   Coach, provide resources, and serve as an advocate for employees you are partnered with to support their growth and reach their personal and professional goals. 
   Provide guidance on performance management, communication, and interpersonal dynamics.
   Champion the company's mission, values, and culture by fostering kindness, growth, and authentic connection.

Career & Personal Development

   Collaboratively build Personal Development Plans (PDPs) that align individual goals with organizational needs.
   Encourage employees to take ownership of their development while providing the right support and resources.
   Partner with managers, where appropriate, to align development goals with team objectives, ensuring shared accountability.
   Provide coaching, feedback, and tailored learning opportunities to foster career growth and adaptability.
   Track goal progress transparently, celebrating milestones and adjusting strategies as needed.

Performance & Change Management

   Support employees through organizational change, helping them adapt with confidence and resilience.
   Recommend learning programs that strengthen leadership, adaptability, and long-term growth.
    Analyze data to identify trends, strengths, and areas for growth, ensuring employees feel valued.
   Partner with managers to review team performance and create strategies for enhancing outcomes.

Operational Support & Effective Communication

   Maintain accurate documentation of PDP sessions, goals, and follow-up actions.
   Ensure seamless scheduling, reminders, and follow-ups for development meetings and training.
   Communicate effectively through written and verbal channels, crafting clear reports and updates.
   Provide timely follow-through, ensuring employees and managers have the resources needed for next steps.
   Uphold confidentiality and ethical coaching standards, fostering trust across teams.

What we would like you to have

  • Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field (typically required).
  • 3+ years of progressive HR/people experience (employee development, HRBP/ER, coaching, or talent development experience strongly preferred).
  • HR certification preferred, such as SHRM-CP/SHRM-SCP or PHR/SPHR.
  • A trusted, people-first partner who builds strong relationships across the employee lifecycle with compassion, fairness, and confidentiality.
  • A skilled coach and advocate who helps employees navigate challenges, improve communication, and grow through PDPs, feedback, and tailored resources.
  • A clear, reliable communicator and operator who documents accurately, follows through consistently, and supports performance conversations and change with consistency and care.

You're inspired by our values

  • Altruistic - Our foundation is built upon the authentic, selfless concern we share for the success and wellbeing of others.
  • Fair 360 - We illuminate with kindness by seeking to understand before being understood and by caring more than may seem reasonable so we can achieve genuine success for all.
  • Strategic - The blueprint that guides the creation of a genuine place of purpose expresses the clarity of our vision, the rigor of our thought and the character of our word.
  • Sincere - We present no facades, only genuine elevations of truth, trust, and wholehearted loyalty to the employees we mentor, the clients we serve and the communities we call home.
  • Nimble - Our structural integrity is ensured through the balance of resourcefulness, responsiveness, and adaptability and strengthened by being well-rounded in the market to serve at the highest levels.

Compensation 

Alongside cash, our total compensation package includes comprehensive benefits and 100% employee ownership. From wellness to work life, our benefits support our employees' total wellbeing.

Benefits

  • Employee Stock Ownership Plan
  • Discretionary annual bonus 
  • 401k with employer match
  • Employee medical, dental, and vision insurance 100% covered, with options to add dependents at 50% coverage by Willmeng
  • Flexible Time Off Policy
  • 9 paid company holidays
  • 3 consecutive weeks of parental bonding leave, with an additional 3-5 weeks of disability leave for delivery recovery
  • Spacious break rooms with healthy meals & snacks provided at no additional cost
  • Team-building activities, including volunteer opportunities 

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