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Employee Development Manager Jobs in Pasadena, CA

R.W. Zant

Business Development Manager

Los Angeles, CA · On-site

$11K - $125K/mo

Business Development Manager | Protein & Commodity Sales Location: Los Angeles, CA | Company: RW ... any applicant or employee on the basis of race, color, religion, sex (including pregnancy ...

Style Korean

Business Development Manager

Buena Park, CA · On-site

$70K/yr

Business Development Manager Location: Buena Park, CA Compensation: $70,400+/year (DOE) Employment ... Employee discounts on products * Free on-site EV charging available for employees Equal Employment ...

Jobtailor

Employee Relations Manager

West Covina, CA · On-site

$103 - $138/hr

Provide strategic guidance to managers and leadership on employee relations issues, including ... Champion a culture of excellence, equity, and employee development by modeling values‑driven ...

ENGICON CM

Project Development Manager

Los Angeles, CA · On-site

Employee discounts * Health insurance * Paid time off * Training & development * Vision insurance ... Develops, assigns and monitors performance of Assistant Facility Development Managers(AFDM), Design ...

Axos Bank

Software Development Manager

Los Angeles, CA · On-site

$110K - $140K/yr

About This Job Axos Bank is seeking a Software Development Manager, AVP to lead engineering ... Employee Mortgage Loan Program and free access to an Axos Bank Account with Self-Directed Trading ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in Pasadena, CA

Employee Development Manager information

See Pasadena, CA salary details

$12K

$81.4K

$164.2K

How much do employee development manager jobs pay per year?

As of Aug 30, 2026, the average yearly pay for employee development manager in Pasadena, CA is $81,395.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,700.00 and $99,800.00 per year, depending on experience, location, and employer.

What are 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 does an employee development manager do?

An employee development manager oversees training and professional growth programs within an organization, helping employees improve skills and advance their careers. They assess training needs, design development initiatives, and collaborate with leadership to align employee growth with company goals, often using tools like learning management systems. Strong communication, organizational skills, and knowledge of HR practices are essential for this role.

What cities near Pasadena, CA are hiring for Employee Development Manager jobs?

Cities near Pasadena, CA with the most Employee Development Manager job openings:

Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in Pasadena, CA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $81,395 per year, or $39.1 per hour.

Manager of Organizational Development and Employee Engagement

MLK Community Healthcare

Los Angeles, CA • On-site

Full-time

Re-posted 3 days ago

Job description

If you are interested please apply online and send your resume to NOrozco@mlkch.org
POSITION SUMMARY
The Organizational Development Manager provides a range of consultation services in conjunction with Human Resources to leadership. This role develops and implements key strategies and training for creating and sustaining a high performing organization and engaged workforce. This position develops and manages leadership and supervisory/staff development programs and succession planning that supports and fosters highly effective leadership, supervisory and staff teams.
ESSENTIAL DUTIES AND RESPONSIBILITIES
  1. The OD and Engagement Manager will act as an advisor to organizational members, including coaching individuals and managers on actions, behaviors, and perspectives appropriate and effective for working at MLKCH.
  2. Provide coaching, facilitation, team development, whole systems analysis, process reengineering and organization development services in conjunction with Human Resources and consultation with leaders and senior leadership team to implement transformational organization improvement initiatives and assure alignment with the organization's strategic plans.
  3. Collaborate with other Human Resource Professionals in the department to ensure most appropriate utilization of resources and to achieve desired outcomes for the client.
  4. Design and deliver just-in-time training modules as needed/appropriate Use instructional design methodology to conceptualize, research, design and develop training programs to address organizational goals and objectives and client's departmental needs.
  5. Design and manage organization leadership programs: Leadership Development Institute, Essential Leaders, New Leader Onboarding, Employee Career Maps, etc.
  6. Crete content and tools to enhance values-based competencies and improve match between organizational goals and achievements of managers and employees.
  7. Continually evaluate the quality of work done with clients and implement improvements as needed. Design and report outcomes to appropriate parties.
  8. Establish and maintain comprehensive training programs for employee development at both the management and non-management levels.
  9. Demonstrate excellent facilitation and course development skills.
  10. Demonstrate competence in continuous improvement, learning, and accountability, teamwork, motivating and developing others.
  11. Demonstrate problem-solving decision making, financial understanding and managing daily operations.
  12. Demonstrate competence in customer/patient focus, adaptability and shaping change.
  13. Considers external and internal alternatives to program design and, when appropriate, manages the request for proposal process to ensure appropriate external vendors are considered and cost negotiations are effective. Manages the ongoing relationship and the quality and cost effectiveness of vendors or Managers selected.
  14. Directs continuous efforts to ensure effective measures and evaluation practices are developed and in place to assess the value of current and future systems and programs. Links success measures to return on investment.
  15. Supports HR Leadership by developing strategies to continually increase HR staff capability.
  16. Manages the Employee Engagement process including providing feedback, training and action planning to improve staff engagement and retention.
  17. Manage and coordinate process in goal of being recognized as Best Place to Work.
  18. Assists in the development and management of the OD budget for current, on-going and future OD management development related items.
  19. Develops and implements manager and staff development programs that support the organization's succession plan.
  20. Creates and Manages succession planning initiatives by conducting needs assessment, gathering and analyzing data, and preparing and presenting reports with findings and recommendations to leadership team. Manage and support development of high potentials identified in succession planning process.
  21. Takes a proactive role in developing or assisting with tactical management training opportunities like annual performance review planning with systems training, to ensure best practices for highly competent leaders and engaged workforce.
  22. Other duties as assigned.

POSITION REQUIREMENTS
A. Education
  • Bachelor's degree in human resources management, organizational development, applied behavioral sciences, business administration, psychology or related field.
  • Master's degree in human resources management, organizational development, applied behavioral sciences, business administration or industrial organizational psychology preferred.

B. Qualifications/Experience
  • Minimum of 3 years of internal consultation, facilitation, training and organizational development experience utilizing the skills and knowledge described above to improve work groups, teams and organizations. Hospital or healthcare preferred
  • Dynamic presence with strong platform training and facilitation skills.
  • Team leadership and consultative skills with the ability to work collaboratively, manage relationships and influence decisions.
  • Excellent communication skills which enhance interpersonal and facilitation skills.
  • Excellent needs assessor and responsive to the organization's needs.
  • High energy, self-starter who is innovative and creative with practical result orientation.
  • Works well with all levels of employees in a highly complex, changing environment.
  • Well developed, demonstrated skills in conceptualizing, researching, designing, conducting and evaluating management, and staff development training programs.
  • High knowledge of presentation software (i.e., PowerPoint, Excel, and Word).
  • Ability to set goals and judge results in accordance with the highest standards; care with sensitivity and respect; advance care through development of new ideas and technology; promote teamwork to achieve MLKCH's mission; and understand and exceed customer expectations.

C. Special Skills/Knowledge
  • Demonstrated knowledge of adult learning styles, participative training design, group dynamics, interactive learning methods, systems theory and quality improvement processes, principles of customer service, advanced consulting methods, leadership coaching, conflict resolution, group process facilitation, organization communications processes, presentation skills and project management.

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