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Employee Development Manager Jobs (NOW HIRING)

Empire Justice Center

Development Manager

Albany, NY · Hybrid

$62K - $70K/yr

Description Development Manager ALBANY, NEW YORK Employment Status: Full-Time FLSA Status: Non ... Employee Wellness Activities. Voluntary Supplemental Disability. Dental Insurance (employee paid)

Empire Justice Center

Development Manager

Albany, NY · On-site

$62K - $70K/yr

Job Type Full-time Description Development Manager ALBANY, NEW YORK Employment Status: Full-Time ... employee and employer). o 1% employer match is eligible after 12 months of employment. o 3% non ...

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$11K

$74.6K

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How much do employee development manager jobs pay per year?

As of Jun 8, 2026, the average yearly pay for employee development manager in the United States is $74,619.00, according to ZipRecruiter salary data. Most workers in this role earn between $46,500.00 and $91,500.00 per year, depending on experience, location, and employer.

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 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 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.

More about Employee Development Manager jobs
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Employee Development Manager jobs near you

Director of Employee Development

Skyla Credit Union

Charlotte, NC • On-site

Full-time

Posted 15 days ago

Job description

Location: 3700 South Blvd Suite 400 Charlotte, NC 28209
Job Grade: 12
primary functions:
The Director of Employee Development plays a key role in advancing the Credit Union's business strategy by designing and implementing career development, coaching, and learning programs. This role ensures employees have opportunities to enhance their skills, expand their knowledge, and grow within the organization. The director collaborates with leadership to identify high-potential employees, assess development needs, and deliver innovative training solutions that drive engagement, performance, and organizational growth. Additionally, this role is instrumental in promoting and sustaining Skyla's culture.
responsibilities:
  • Develop, implement, and assess career development, coaching, and learning initiatives across all functions.
  • Establish and manage Career Development, Job Shadowing, and Coaching Programs.
  • Cultivate an engaging learning environment that enhances employee performance and professional growth.
  • Oversee the development of video recorded training and other resources to create an interactive learning resource for employees that is available at any time.
  • Oversee web-based training programs, including vendor management, course selection, and compliance tracking. Promote participation in the enrichment training programs. Monitor effectiveness and achievements.
  • Provide Gallup Clifton Strengths Coaching to employees as a certified strengths coach.
  • Design and deliver annual Leadership Academy programs, including Emerging Leaders, Thriving Leaders and any subsequent programs that are developed.
  • Partner with leadership to identify and develop employees with high growth potential.
  • Oversee the creation and maintenance of training, job shadowing and career development calendars. Partner with department leaders to coordinate job shadowing experiences that align with career interests and business needs.
  • Manage vendor relationships related to Employee Development activities. Research and make recommendations for external partners as needed. Follow the Third Party Due Diligence policy as applicable.
  • Manage external training vendor relationships, including due diligence, selection, and performance evaluation.
  • Ensure that Employee Development initiatives align with business objectives and support organizational culture.
  • Lead initiatives that foster employee engagement, retention, and leadership development.
  • Oversee the maintenance and updates of the Standard Operating Procedures library, ensuring accessibility and accuracy.
  • Organize training sessions for new procedures, products, and compliance requirements.
  • Utilize employee feedback and survey results to refine and improve programs.
  • Ensure compliance with all federal regulations, company policies, and industry standards, including the Bank Secrecy Act and the US Patriot Act.
  • Supervise and mentor direct reports, providing coaching, feedback, and career development support.
  • Develop and maintain a dashboard of department activities, accomplishments and successes. Track program effectiveness using key performance metrics and feedback mechanisms.
  • Conduct performance reviews, goal-setting meetings, and one-on-one coaching sessions.
  • Lead department meetings and maintain clear, timely communication with all direct and indirect reports.
  • Serve as a cultural ambassador, recognizing employees who exemplify Skyla's values.
  • Comply with all Federal regulations, Credit Union policies and procedures, including Bank Secrecy and the USA Patriot Act.
  • Perform job duties in accordance with the Credit Union's values, mission and vision.
  • Performs other duties as assigned.

minimum requirements:
  • Minimum 5-7 years in a leadership role, preferably in training, human resources, organizational development, or a related field.
  • Bachelor's degree in Training & Development, Human Resources, Education, Organizational Development, Business Administration, or a related field (or an equivalent combination of education and experience).
  • Exceptional verbal and written communication skills, including public speaking, instructional delivery, and employee engagement.
  • Strong knowledge of adult learning principles, instructional design, and talent development strategies.
  • Ability to assess organizational needs, analyze data, and develop training programs that drive measurable business impact.
  • Experience leading learning and development initiatives, managing multiple priorities, and meeting deadlines.
  • Proven ability to build relationships at all levels of an organization and influence key stakeholders.
  • Obtain Certified Strengths Coach designation within 6 months of start date.
  • Obtain the Certified Credit Union Facilitator designation within 6 month of start date.
  • Strong Microsoft Office skills and familiarity with learning management systems (LMS) and virtual training tools

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