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Employee Development Manager Jobs in Washington (NOW HIRING)

Paths for Families

Development Manager

Greenbelt, MD · On-site

$77K - $82K/yr

Overview The Development Manager is the primary internal driver of day-to-day fundraising execution ... employee for this job. Duties, responsibilities, and activities may change at any time with or ...

Paths for Families

Development Manager

Greenbelt, MD

$175K - $200K/yr

Overview The Development Manager is the primary internal driver of day-to-day fundraising execution ... employee for this job. Duties, responsibilities, and activities may change at any time with or ...

Paths for Families

Development Manager

Greenbelt, MD · On-site

$77K - $82K/yr

Overview The Development Manager is the primary internal driver of day-to-day fundraising execution ... employee for this job. Duties, responsibilities, and activities may change at any time with or ...

Sonepar

Business Development Manager

Upper Marlboro, MD · On-site

$85K - $115K/yr

Business Development Manager Department: Strategic Development Reports To: VP of Strategic ... Employee Assistance Program (EAP) We're proud to be a military-friendly company, and our many ...

Toll Brothers, Inc.

Land Development Manager

Reston, VA · On-site

$88K - $120K/yr

We believe every employee should feel safe to be their true and authentic self at work. Our ... The Land Development Manager will manage engineering design, estimating, budgeting, development ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in Washington

Employee Development Manager information

See Washington salary details

$12.5K

$84.5K

$170.5K

How much do employee development manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for employee development manager in Washington is $84,513.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,700.00 and $103,600.00 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 Washington are hiring for Employee Development Manager jobs? Cities in Washington with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in Washington as of July 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 89% Physical, 5% Hybrid, and 6% Remote job distribution, with an average salary of $84,513 per year, or $40.6 per hour.

HR Specialist (Employee Development)

s and Listings | National Labor Relations Board

Washington, DC • On-site

$121K/yr

Other

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

This position is in the Office of Employee Development. It is responsible for providing the identification of agency-wide training needs; the determination of agency-wide training plans and objectives; the planning, development, implementation, and evaluation of agency-wide training and instructional programs, courses, and materials; and the assessment of headquarters and field training and instructional operations.Qualifications:All qualifications and eligibility requirements must be met by the closing date of the announcement.
IDEAL CANDIDATE STATEMENT
The ideal candidate for this position will have experience designing, developing, and evaluating training and employee development programs that support organizational goals. The candidate should demonstrate strong analytical skills, including the ability to assess training needs, apply instructional methodologies, and evaluate program effectiveness. Excellent communication and interpersonal skills are essential to collaborate with stakeholders, deliver presentations, and provide guidance to employees and leadership. The ideal candidate will also be detail-oriented, able to manage multiple projects, and skilled in coordinating training initiatives, including working with vendors and managing program logistics.
MINIMUM QUALIFICATIONS
Applicants must have one year of specialized experience, equivalent to the GS-12 grade level, which has provided them with the knowledge, skills, and abilities to successfully perform the duties of the HR Specialist (Employee Development) at the GS-13 grade level.
Specialized experience includes:
  • Experience independently planning, developing, implementing, and evaluating training programs, including identifying training needs, establishing instructional objectives, and assessing program effectiveness to ensure alignment with organizational goals;
  • Experience conducting analyses to determine training requirements; designing instructional strategies and materials; and applying appropriate training methodologies to support employee, supervisor, and leadership development; AND
  • Experience managing training initiatives or projects, including coordinating with stakeholders, administering contracts or agreements for training services, and preparing and delivering briefings, reports, and presentations to support program execution and decision-making.
This experience must be fully supported and articulated in your resume to receive consideration. Please do not cut and paste the specialized experience from this announcement into your resume, as this will not be considered a demonstration of your qualifications for this position.

TIME-IN-GRADE REQUIREMENTS
All current and former Federal employees must meet time-in-grade requirements to be considered eligible. One year of experience at the GS-12 or equivalent grade level of the federal service, is required to qualify for this position.
(NOTE: All current and former Federal employees must provide a copy of their SF-50 "Notice of Personnel Action" that indicates proof of status and time-in-grade eligibility. The SF-50 must include your position, title, series, grade, step, tenure code (1 or 2), and type of service (Competitive). You may determine your current status by checking block 24 on your SF-50. Block 24 must reflect "1" or "2". Also, block 34 must reflect "1".
NOTE: Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.Education:There is no substitution of education for experience for this position.Employment Type: OTHER

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