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Employee Development Manager Jobs in California (NOW HIRING)

AlfaTech

BIM Manager

San Jose, CA · Hybrid

Responsible for BIM standards development, implementation, and enforcement * Automate routines in ... BIM management in an A/E/C or design build firm * Must have an in-depth working knowledge of ...

AlfaTech

BIM Manager

San Jose, CA · On-site

$95K - $120K/yr

Responsible for BIM standards development, implementation, and enforcement * Automate routines in ... BIM management in an A/E/C or design build firm * Must have an in-depth working knowledge of ...

AlfaTech

BIM Manager

San Jose, CA · On-site

Responsible for BIM standards development, implementation, and enforcement * Automate routines in ... BIM management in an A/E/C or design build firm * Must have an in-depth working knowledge of ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in California

Employee Development Manager information

See California salary details

$10.9K

$73.6K

$148.5K

How much do employee development manager jobs pay per year?

As of Jul 26, 2026, the average yearly pay for employee development manager in California is $73,642.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,900.00 and $90,300.00 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 California are hiring for Employee Development Manager jobs? Cities in California with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in California as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $73,642 per year, or $35.4 per hour.

Human Resources Officer (Human Resource Development) (Employee Development Manager)

BOP: General Practitioner

Victorville, CA • On-site

$104K/yr

Other

Posted 12 days ago

Job description

Corrections professionals who foster a humane and secure environment and ensure public safety by preparing individuals for successful reentry into our communities.

Qualifications:

To be considered for the position, you must meet the following qualification requirements:

Education:
GS-12 and GS-13: There is no substitution of education for specialized experience for this position.
Experience:
GS-12 and GS-13: You must have at least one year of specialized experience equivalent in difficulty and complexity to the next lower grade level. To be creditable, this experience must have equipped the applicant with the qualifications to perform successfully the duties of the position and must typically be in or related to the position to be filled.
Some examples of this qualifying experience are:

GS-12:

  • Experience in assessing employees’ need for training.
  • Experience with aligning training with organization’s strategic goals in the development of the annual training plan.
  • Experience in providing logistical support, course development, delivery, evaluation, and process measurements (metrics).
  • Experience in building solid cross-functional relationships.
  • Experience in creating a training budget, monitoring changes in the local budget and documenting changes.

GS-13:

  • Experience identifying, assessing and matching resources to meet the employees' need for specific training and development.li>
  • Experience aligning training development with our organization's mission and strategic goals within the annual training plan.
  • Experience providing logistical support, presentation assistance directly to instructors, enhancing local course development, delivering training, reviewing evaluations and developing training for deficiencies of local instructors, following up training with a review of process measurements(metrics), and cost analysis and management of local training.
  • Experience in building solid cross-functional relationships with local department heads, Executive Staff, Regional Employee Development Administrators, national training personnel, and local education and training higher learning institutions.
  • Experience creating a training budget, monitoring the budget, documenting changes within the budget, and keeping local training operations within fiscal allocated budget limits. Forecasting upcoming fiscal year budget for local training.li>

If applicable, credit will be given for paid and unpaid experience. To receive proper credit, you must show the actual time (such as the number of hours worked per week) spent in activities.
**Your eligibility for consideration will be based on your responses to the questions in the application. **

Education:

See Qualifications Section for education requirements, if applicable.

ONLY if education is a requirement/substitution for specialized experience, applicant MUST upload legible transcripts as verification of educational requirement. Transcripts MUST be uploaded and electronically linked from USAJOBS at the time you apply and MUST include identifying information to include School Name, Student Name, Degree and Date Awarded (if applicable). All academic degrees and coursework must be completed at a college or university that has obtained accreditation or pre-accreditation status from an accrediting body recognized by the U.S. Department of Education. For a list of schools that meet this criteria, Click Here.

Foreign Education: For information regarding foreign education requirements, please see Foreign Diploma and Credit Recognition at the U.S. Department of Education website: Recognition of Foreign Qualifications.

If you are selected for this position and qualified based on education (i.e. basic education requirement and/or substitution of education), you will be required to provide an OFFICIAL transcript prior to your first day on duty.

Employment Type: OTHER

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