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Employee Development Manager Jobs in Indiana (NOW HIRING)

Aep

Economic & Business Development Manager

Muncie, IN · On-site

$116K - $151K/yr

As the Economic and Business Development Manager, you are the tip of the spear-hunting, pursuing ... employee relationship including recruiting, hiring, upgrading and promotion, conditions and ...

Aperture Group

Human Resources Manager

Elkhart, IN · On-site

Partner with leadership to support organizational growth, staffing plans, and employee development * Manage employee relations, performance management, corrective actions, and workplace ...

RadNet

Employee Relations Manager

Indianapolis, IN

$80K - $90K/yr

Support ongoing development and refinement of employee relations policies, training materials ... Proven ability to manage confidential information and navigate sensitive situations with diplomacy ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in Indiana

Employee Development Manager information

See Indiana salary details

$10.5K

$71K

$143.2K

How much do employee development manager jobs pay per year?

As of Jul 11, 2026, the average yearly pay for employee development manager in Indiana is $71,005.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,200.00 and $87,100.00 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 Indiana are hiring for Employee Development Manager jobs? Cities in Indiana with the most Employee Development Manager job openings:
Employee Development Manager jobs near you

Economic & Business Development Manager

Aep

Muncie, IN • On-site

$116K - $151K/yr

Full-time

Posted 9 days ago

Job description

Job Posting End Date

07-13-2026

Please note the job posting will close on the day before the posting end date.

Job Summary

As a unit of American Electric Power (Nasdaq: AEP), one of the largest investor-owned electric utilities in the United States, Indiana Michigan Power (I&M) is committed to creating long-term, sustainable value for our customers, investors and the communities we serve. Serving approximately 600,000 customers across Indiana and Michigan, I&M delivers safe, reliable energy while providing an outstanding customer experience.

Job Description

What you'll do:

As the Economic and Business Development Manager, you are the tip of the spear-hunting, pursuing, and closing high-impact load and job growth opportunities by deploying coordinated site readiness, target industry strategy, and business attraction tactics.

  • Lead coordination and execution of site development initiatives (e.g., Future Ready Sites), including partner alignment, timelines, and deliverables

  • Develop and execute targeted marketing strategies and materials to promote available sites and buildings across the I&M footprint

  • Coordinate and support business attraction initiatives

  • Develop high-quality marketing and presentation materials to support business recruitment efforts

  • Build and maintain strong relationships and contact databases with site selectors, brokers, and commercial real estate partners

  • Manage and continuously improve CRM data integrity for project tracking, pipeline visibility, and reporting

  • Coordinate closely with technical teams to develop proposals and work through challenges

  • Develop regular reporting and insights to inform leadership decision-making and strategic planning

  • Serve as the initial point of contact for new leads, conducting preliminary vetting and qualification

  • Ensure timely, clear, and professional communication throughout early-stage project engagement

What we're looking for:

  • Bachelor's degree in economics, engineering, finance, business administration or related field preferred with a minimum of 5 years of economic/business development including industry-specific experience.

  • OR associate's degree with minimum of 7 years of economic/business development including industry-specific experience.

  • OR High school diploma / GED with 8 years of economic/business development including industry-specific experience.

  • Demonstrated strategic and analytical skills.

  • Strong oral and written communications skills, with ability to build relationships and achieve objectives through collaboration with multiple entities both within and outside the organization.

  • Demonstrated ability to strategically manage economic development projects.

Preferred Requirements:

  • Certified Economic Development Professional designation or similar certification preferred.

  • Master's degree preferred.

What you'll get:

In addition to a competitive compensation, AEP offers a unique comprehensive benefits package that aims to support and enhance the overall well-being of our employees.

At AEP, we're more than just an energy company - we're a team of dedicated professionals committed to delivering safe, reliable, and innovative energy solutions. Guided by our mission to put the customer first, we strive to exceed expectations by listening, responding, and continuously improving the way we serve our communities. If you're passionate about making a meaningful impact and being part of a forward-thinking organization, this is the company for you!"

Compensation Data

Compensation Grade:

SP20-009

Compensation Range:

$116,255.00 - $151,132.50

The Physical Demand Level for this job is: S - Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.

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