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Employee Development Manager Jobs in Indiana (NOW HIRING)

Suburban Propane

Manager In Development

Lawrence, IN · On-site

A new employee training program and many opportunities for continued learning and career ... development * Disability and life insurance * Employee recognition program * Generous tuition ...

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$10.5K

$71K

$143.2K

How much do employee development manager jobs pay per year?

As of May 30, 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 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 does an Employee Development Manager do?

An Employee Development Manager is responsible for designing, implementing, and overseeing training and professional growth programs within an organization. Their main goal is to help employees enhance their skills, knowledge, and performance, aligning individual growth with organizational objectives. They assess training needs, coordinate workshops, and evaluate the effectiveness of development initiatives. By fostering a culture of continuous learning, Employee Development Managers contribute to employee satisfaction, retention, and overall company success.

What job pays 400,000 a year without a degree?

An Employee Development Manager typically requires a bachelor's degree, but high-level executive roles such as Chief Executive Officer or specialized sales positions like enterprise sales directors can reach or exceed $400,000 annually without a degree, often relying on extensive experience, skills, and performance. These roles may involve leadership, strategic planning, and strong industry knowledge, with some earning compensation through commissions or bonuses.

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 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
Business Development Manager - Cooling

Business Development Manager - Cooling

H-E Parts International

Evansville, IN • On-site

Full-time

Posted 20 days ago

Job description

Position Summary
Job Description
POSITION SUMMARY: TERRITORY SALES LEAD - Cooling Products/Division
The position oversees the achievement of sales and growth initiatives for H-E Part's cooling products. This position is responsible for meeting company revenue and margin objectives in support of the business plan. In addition, this position is responsible for helping to manage customer expectations, improving customer satisfaction, as well as meeting all key strategic initiatives. Success is defined by achievement of budgeted financial goals.
The Cooling Sales Lead is responsible for coordinating the sales activities in the NAFTA area. This involves directly managing assigned specific customer accounts as well as supporting overall sales initiatives in the region; included but not limited to, developing sales budgets, forecasting, client development, product and business development, pricing analysis and yield functions.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
• Aligns sales objectives with firm business strategy - through active participation in strategic planning, sales strategy development, forecasting, sales resource planning and budgeting.
• Meets assigned targets for profitable sales volume, market share and other key financial performance objectives.
• Consistently work with and report to the NA/Americas Sales Manager to strengthen forward revenue modeling, high level planning, drive initiatives, and update strategies to keep ahead of market changes relative to the product offerings.
• Develop the annual sales budget for cooling products.
• Develop and communicate strategic sales plans based upon company objectives that will promote sales growth and customer satisfaction,
• Create a culture of success and ongoing business and goal achievement by collaborating with other members of the sales team.
• Ensure full product line is marketed, all opportunities are uncovered and aggressively pursued.
• Communication: Conduct all internal and external communications on a timely and professional manner. Uphold a culture of pro-actively managing the business.
• Customer Relations Management: Work to acquire and maintain certain senior level contacts with key customers. Ensure updating key customer contact and equipment data within the CRM system (Salesforce).
o Conduct quarterly customer reviews with key customers.
o Fully support all company metrics and initiatives to measure and drive performance.
• Other duties as assigned.
INTERNAL/EXTERNAL CONTACTS:
Position requires collaboration with other department managers, and administrative staff and current and/or potential customers.
It is the responsibility of every H-E Parts International, employee to ensure a safe work environment. All H-E Parts International, employees share the responsibility to ensure at the end of the day we return home safely to our families. Our safe work environment value surpasses all other responsibilities.
Customer Service Support:
• Strive to meet customer expectations and company objectives.
• Maintain key metrics to monitor the performance. Promote efficient and productive interactions between external and internal customers.
• Ensure all customer communication is coordinated effectively - including warranty administration claims, problem resolutions, credits (as applicable) and proper quote, pre-invoice and core return documentation.
QUALIFICATIONS: EDUCATION and/or EXPERIENCE:
1. Bachelor Degree and/or relevant Sales/Business development experience.
2. 10 or more years of industry experience.
3. A professional, ethical and exceptional work-ethic is required.
4. Travel requirements - As needed to grow and maintain the business. May average 40 - 50%+.

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