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Employee Development Manager Jobs in Draper, UT (NOW HIRING)

Canopy

Account Development Manager

South Jordan, UT · On-site

Account Development Manager Canopy, Canopy HQ About Us Canopy is a fast-growing SaaS company in ... Mental Health - all employees have access to Impact Suite & to our Employee Assistance Program (EAP)

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Canopy

Account Development Manager

South Jordan, UT · On-site

Account Development Manager Canopy, Canopy HQ About Us Canopy is a fast-growing SaaS company in ... Mental Health - all employees have access to Impact Suite & to our Employee Assistance Program (EAP)

New

Canopy

Account Development Manager

South Jordan, UT · On-site

Account Development Manager Canopy, Canopy HQ About Us Canopy is a fast-growing SaaS company in ... Employee Assistance Program (EAP). 👶 Paid New Parent Leave & Birthing Parent Leave - so you're ...

New

Exyte Group

Business Development Manager

Lehi, UT · On-site

Manages day to day activities in the organization's business development and corporate planning ... Any agency candidate submitted to any employee of Exyte or TFS may be contacted by Exyte or TFS ...

Exyte GmbH

Business Development Manager

Lehi, UT

Manages day to day activities in the organization's business development and corporate planning ... Any agency candidate submitted to any employee of Exyte or TFS may be contacted by Exyte or TFS ...

Dandy

Business Development Manager

Lehi, UT · On-site

$105K/yr

About the Role Dandy is seeking a Business Development Manager to hire, manage, and scale our ... Motivational leader who drives strong employee engagement with team members, and embodies the Dandy ...

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Employee Development Manager information

See Draper, UT salary details

$10.3K

$69.8K

$140.7K

How much do employee development manager jobs pay per year?

As of Jul 14, 2026, the average yearly pay for employee development manager in Draper, UT is $69,757.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,500.00 and $85,500.00 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 near Draper, UT are hiring for Employee Development Manager jobs? Cities near Draper, UT with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Manager, Employee Experience

Manager, Employee Experience

Ensign College

Salt Lake City, UT • On-site

Full-time

Posted 13 days ago

Job description

Manager, Employee Experience
Reports to: Senior Director, Human Resources
Total Base Pay Range: 75,000 - 85,000 USD Annual
Position Summary:
The Manager of Employee Experience is responsible for designing, coordinating, and implementing programs that enhance employee growth, engagement, development, and workplace experience. This position leads professional development initiatives, employee training programs, leadership development efforts, campus-wide events, and employee engagement activities. This position will provide training and support to supervisors, employees, missionaries, and student employees, fostering a positive, collaborative, and high-performing work environment that supports organizational goals and employee success. The Manager of Employee Experience will coordinate training and mentoring opportunities that enrich the student employment experience with supervisors, emphasizing future professional success. In addition to fulfilling this purpose, each employee continuously strives to bring about the mission of Ensign College, which is to develop capable and trusted disciples of Jesus Christ.
Minimum Qualifications:
  • Bachelor's degree in a related field and three years of relevant experience; OR Associate's degree in a related field and five years of relevant experience.
  • Certification is preferred but not required. (SHRM-CP, SHRM-SCP, aPHR, PHR, SPHR, APTD, CPTD)
  • One year's experience in employee engagement, performance improvement, talent development, corporate training and/or human resource management is preferred.
  • Proficiency in Microsoft Word and Excel.
  • Experience using HRIS systems (Workday is preferred).

Essential Job Functions:
Professional Development & Talent Development
  • Develop, coordinate, and administer comprehensive professional development programs that support employee growth and career advancement.
  • Identify organizational learning needs and implement talent enhancement initiatives within institutional goals.
  • Collaborate with department leaders to create development opportunities that strengthen employee competencies and skills.
  • Promote use of career management strategies within Workday (e.g., Skills Cloud, Career profiles, etc.)
  • Facilitate workforce and succession planning initiatives, including identifying critical positions, assessing talent readiness, and supporting leadership development pipelines.
  • Partner with department leaders to identify high-potential employees and create development plans that prepare employees for future opportunities.

Employee Training & Learning Management
  • Plan, coordinate, and oversee all employee training programs, including new employee training, annual required training, professional skills development, lunch and learns, and continuing education.
  • Facilitates employee training and development by communicating concepts clearly, engaging learners effectively, and presenting training materials with professionalism and confidence.
  • Manage and maintain learning management resources (Workday Learning, LinkedIn Learning, Etc.)
  • Coordinate with outside training partners for visiting trainers sponsored by Human Resources.
  • Evaluate training effectiveness and recommend improvements based on employee feedback, performance metrics, and organizational needs.
  • Ensure training programs support CES and Ensign's mission, strategic priorities, and regulatory requirements.

Leadership Development & Supervisor Support
  • Organize and facilitate employee leadership training programs (Leadership Pattern Journey).
  • Design and facilitate leadership development programs for emerging and current leaders.
  • Develop and coordinate supervisor training focused on management effectiveness, communication, employee relations, coaching, and performance management.
  • Serve as a resource to supervisors by providing guidance, tools, and support related to employee development, corrective action, and workplace engagement.
  • Partner with those in supervisory roles to determine training needs for their team members.

Employee Experience & Engagement
  • Develop initiatives that enhance employee engagement, workplace culture, recognition, and organizational connection.
  • Coordinate employee service opportunities, volunteer programs, and community engagement activities.
  • Plan and implement programs that promote employee wellness and a healthy workplace/personal balance.
  • Assess employee engagement needs and recommend strategies to improve employee satisfaction and retention. (Engagement surveys, pulse surveys, and culture evaluations)

Campus-Wide Events & Calendar Management
  • Collaboratively with the HR team, plan, coordinate, and execute campus-wide employee events, celebrations, recognition programs, and Human Resources-sponsored events.
  • Manage event logistics, including scheduling, facilities coordination, vendor relations, communications, budgeting, and participant support.
  • Serve as coordinator of the campus calendar, ensuring alignment, communication, and effective scheduling of institutional events and training activities. Serve on the campus events committee.
  • Collaborate with departments across campus to maximize participation and avoid scheduling conflicts.

Human Resources Support & Policy Implementation
  • Support the implementation and communication of Human Resources policies, procedures, and initiatives.
  • Assist with the development and delivery of training related to HR policies, workplace expectations, and organizational practices.
  • Promote understanding of institutional policies and contribute to a culture of compliance and accountability.
  • Assist with Human Resource functions and responsibilities with team members as assigned.

Student Employee Supervision & Mentoring
  • Supervise and provide support to Human Resources student employees as assigned.
  • Oversee the HR student employee mentoring program.
  • Recommend and implement improvements to student employee guidelines and processes that enhance employee effectiveness and engagement.

Skills & Abilities:
  • Demonstrates exceptional communication skills in training and developing employees, delivering instructional materials effectively and professionally.
  • Ability to organize and conduct training events and functions as a resource for other trainers.
  • Proficiency in the use of learning management systems and identifying resources for continued learning.
  • Proficiency in the use of technology related to Human Resource Information Systems and the Microsoft Office Suite of programs.
  • Ability to independently initiate and effectively complete various processes and procedures.
  • Ability to collect, sort, analyze, and present data related to professional development efforts.
  • Has proficient knowledge of all human resource related policy, procedures, and processes.
  • Demonstrates effective competency in both written and oral communication.
  • Has the ability to recognize, analyze, and develop innovative solutions to problems.

Requirements for Employment Eligibility:
  • Membership in The Church of Jesus Christ of Latter-day Saints.
  • Worthiness to hold and be worthy to hold a current temple recommend.
  • Receive clearance from the Church Educational System Ecclesiastical Clearance Office.
  • Strict adherence to company policies and procedures.
  • Commitment to bring about the purposes of Ensign College.
  • Reside in Utah and able to work in person at our downtown Salt Lake City campus.

Ensign College is an equal opportunity employer and does not unlawfully discriminate in its hiring or employment practices on the basis of race, color, national or ethnic origin, sex (including pregnancy), age, disability, genetic information, or veteran's status. As an educational institution owned and operated by The Church of Jesus Christ of Latter-day Saints, Ensign College gives lawful hiring preference to qualified, faithful members of the Church who are in good standing.

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