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Global Learning Development Manager Jobs (NOW HIRING)

NRP Group

Learning & Development Manager

Cleveland, OH · On-site

POSITION SUMMARY Learning & Development Manager Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort ...

Princess Cruises

Learning Development Mgr

New York, NY · On-site

Learning Development Mgr Department: Human Resources Employment Type: Fixed Term Contract Location ... Global Reporting To: Human Resources Manager Description By applying to this position, your ...

PDI

Learning & Development Manager

Woodcliff Lake, NJ · On-site

POSITION PURPOSE The Learning and Development Manager will lead the strategy and execution of learning initiatives including leadership development, professional skills training, onboarding programs ...

TaskUs

Learning & Development Manager

Chandler, AZ

$97K - $145K/yr

Two years of previous management experience, preferably in the training or learning development space. * Two years of previous BPO experience, preferably. * Two years of previous technical support ...

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Global Learning Development Manager information

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$51K

$99.7K

$134.5K

How much do global learning development manager jobs pay per year?

As of Aug 7, 2026, the average yearly pay for global learning development manager in the United States is $99,699.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,500.00 and $115,500.00 per year, depending on experience, location, and employer.

What is a global learning development manager?

A Global Learning Development Manager is a professional responsible for designing, implementing, and overseeing training and development programs across multiple countries or regions within an organization. They ensure that employees worldwide have access to effective learning opportunities, align training strategies with business goals, and promote a culture of continuous development. Their role often involves collaborating with international teams, adapting content to various cultures, and measuring the impact of learning initiatives on organizational performance.

How does a global learning development manager collaborate with international teams to ensure training programs are effective across different regions?

A Global Learning Development Manager works closely with regional HR partners, local managers, and subject matter experts to tailor training programs that address cultural nuances and specific business needs in each region. They often coordinate virtual meetings and workshops across time zones, collect feedback from diverse employees, and ensure that learning materials are accessible and relevant globally. This collaborative approach ensures that training initiatives are both consistent with the company's objectives and adaptable to local contexts, making the role both dynamic and rewarding.

What are the key skills and qualifications needed to thrive as a global learning development manager?

To thrive as a Global Learning Development Manager, you need expertise in instructional design, adult learning principles, and often a background in HR or education, usually supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications such as CPLP or ATD are commonly required. Strong cross-cultural communication, stakeholder management, and leadership abilities set top candidates apart. These skills ensure the effective design and global implementation of learning strategies that drive organizational growth and employee development.

What is the difference between Global Learning Development Manager vs Learning and Development Specialist?

AspectGlobal Learning Development ManagerLearning and Development Specialist
CredentialsTypically requires a bachelor’s or master’s in education, HR, or related field; certifications like CPLP or ATD are commonUsually holds a bachelor’s degree in HR, education, or related area; certifications like CPLP are also valued
Work EnvironmentWorks across multiple regions or globally, coordinating large-scale training programsFocuses on specific departments or local teams within an organization
Employer & Industry UsageCommon in multinational corporations, global organizations, and industries with international presenceFound in various industries, often within HR or training departments of companies of all sizes

The Global Learning Development Manager and Learning and Development Specialist roles share foundational skills in training and development but differ mainly in scope and scale. The manager oversees global or regional initiatives, while the specialist focuses on localized training efforts. Both roles are essential for organizational growth, with the manager requiring broader strategic skills and the specialist emphasizing detailed program execution.

More about Global Learning Development Manager jobs
What cities are hiring for Global Learning Development Manager jobs? Cities with the most Global Learning Development Manager job openings:
What are the most commonly searched types of Global Learning Development jobs? The most popular types of Global Learning Development jobs are:
What states have the most Global Learning Development Manager jobs? States with the most job openings for Global Learning Development Manager jobs include:
What job categories do people searching Global Learning Development Manager jobs look for? The top searched job categories for Global Learning Development Manager jobs are:
Global Learning Development Manager jobs near you
Infographic showing various Global Learning Development Manager job openings in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $99,699 per year, or $47.9 per hour.

Learning & Development Manager

NRP Group

Cleveland, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 27 days ago

Job description

Come join NRP's A+ team! We've been recognized as a "Top Workplace" because we promote a culture where our team can build long-term careers and connections. As we grow as a company, our goal is that you will grow in your career.
NRP has been recognized with several industry awards including Top Workplaces; Best and Brightest Companies to Work For; and National Apartment Association's Best Places to Work.
We value our employees by offering a competitive benefit package including:
  • Commission and bonus opportunities
  • Paid vacation and sick leave
  • 11 Paid holidays
  • Paid maternity & parental bonding leave
  • Short & long term disability
  • Medical/Dental/Vision/Life Insurance
  • 401(k) Match
  • Training, certification, & growth opportunities
  • Employee referral & recognition programs

Since its founding in 1994, NRP has been dedicated to building quality homes for our residents, regardless of income. The NRP Group is a full-service multifamily developer, general contractor, and property manager with assets and operations reaching an expanding range of markets nationwide. For additional information, please visit www.NRPGroup.com.
POSITION SUMMARY
Learning & Development Manager
Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort programs that support the growth and development of talent at all levels within NRP. This individual will be responsible for developing and implementing learning and development programs that align with NRP's key business strategies and initiatives. Scope of programs includes leadership, management, and core competency development, with the flexibility to design and lead new programs as organizational needs evolve.
The successful candidate will be creative and ready to perform in a fast-paced environment, committed to continuous learning, an innovative and critical thinker, comfortable with ambiguity, and will see this as an opportunity to collaborate and build programs that will have a significant impact on the company.
This role is also responsible for the supervision and development of team members who design, deliver, and continuously improve these programs.
ESSENTIAL FUNCTIONS
Reasonable Accommodation Statement:
To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.
Essential Functions Statement(s):
Strategic Partnership and Needs Assessment
  • Partners with the Senior Director of Learning and Talent Management and consults with leaders and HR partners across NRP to understand and align learning and development strategies to strategic business priorities.
  • Conducts needs assessments, leveraging stakeholder interviews, performance data, and skills gap analyses to recommend, develop, and implement appropriate learning and development solutions.
  • Stays current on learning trends, technology, and best practices in leadership and talent development to bring innovative solutions to NRP.

Program Design and Delivery
  • Using proven instructional design methodology and adult learning principles, researches, designs, develops, and delivers complete learning solutions on a variety of topics including role-based, professional development, management, and leadership content.
  • Uses delivery mediums that match both the subject matter and learning objectives. Solutions include, but are not limited to, programs, curriculum, instructor-led sessions, virtual instructor-led sessions, e-learning/on demand, job aids, videos, and other training and learning resources.
  • Utilizes e-learning/on demand authoring tools to create engaging, interactive asynchronous learning programs.
  • Applies blended learning approaches to maximize learner engagement, retention, and application on the job.

Onboarding and New Leader Assimilation
  • Conducts onboarding activities to enhance the new hire experience, beginning with day one through their first 90 days.
  • Conducts new leader onboarding activities for newly hired and newly promoted people managers across NRP, including coaching, assessments, and new leader assimilation programs.
  • Partners with hiring managers and HR Business Partners to ensure new leaders achieve time-to-effectiveness milestones during their critical first months in role.

Leadership Development and Cohort Programs
  • Develops and executes effective leadership programming for emerging and mid-level leaders that supports the organization's strategic objectives and strengthens NRP's leadership pipeline.
  • Provides oversight and guidance for Property Management enrichment programming for talent at all levels within NRP.
  • Designs and leads additional enrichment, cohort, and talent development programs as new needs are identified, including programs that do not yet exist but may be required to support evolving business priorities.

Coaching and Assessments
  • Uses a variety of assessment tools to help leaders build self-awareness and improve effectiveness; administers assessments and debriefs assessment results. (Assessment tools may include 360s, EQ, Hogan, and similar instruments.)
  • Assists leaders in building development plans and coaches to execution as needed.
  • Develops, documents, and tracks progress made on individual development plans, providing coaching for individuals and leaders to improve or enhance skills.

Measurement and Continuous Improvement
  • Evaluates and measures the impact of learning and coaching engagements using appropriate evaluation frameworks to capture learner reaction, capability or knowledge gained, behavior change, and business impact.
  • Tracks and reports on key learning and development metrics, including program completion rates, learner satisfaction, time-to-effectiveness for new leaders, internal mobility/promotion rates among program participants, and retention of high-potential talent.
  • Uses data and feedback to refine, scale, or replace programs as appropriate, and recommends additional developmental solutions to improve performance deficiencies or enhance performance.

Team Leadership
  • Directly supervises L&D team members, including setting goals and expectations, providing regular coaching and performance feedback, and supporting employee professional development.
  • Provides support on other learning, leadership development, talent management, and organizational development initiatives, processes, and projects as needed.
  • Other duties as assigned.

SKILLS & ABILITIES
Education: Bachelor's degree in Human Resources, Organizational Development, Education, Business, or a related field required; Master's degree preferred
Experience: Minimum 7 years of progressive experience in learning and development, leadership development, organizational development, or a related field; demonstrated experience designing and delivering leadership and management development programs; prior people leadership experience preferred
Technical Skills: Proficiency in instructional design methodology and adult learning principles; hands-on experience with e-learning authoring tools (e.g., Articulate, Captivate, Rise) and Learning Management Systems; strong skills in Microsoft Office Suite; comfort with virtual learning platforms and collaboration tools
Certifications: Coaching certification (e.g., ATD) and/or assessment certifications (e.g., Hogan, EQ-i, 360 instruments) preferred
Driver's License Required: Yes
Other Requirements: Strong facilitation, presentation, written, and verbal communication skills; demonstrated ability to coach and develop leaders at multiple levels; ability to manage multiple programs and priorities simultaneously; strong consultative, business acumen, and stakeholder management skills; comfort with ambiguity and a learner's mindset
This position offers a salary range of $100,000 to $125,000 annually, though compensation will be commensurate with the selected candidate's experience and qualifications.
#DNI
The NRP Group is committed to a policy of assuring that all employees and applicants for employment are recruited, hired, assigned, placed, transferred, demoted, laid off, terminated, paid, trained, and generally treated during employment on the basis of qualifications and merit; without discrimination due to color, race, religion, sex (including pregnancy or marital status), sexual orientation, gender identity and expression, age, national origin, ancestry, veteran status, military status, disability, genetic information, citizenship, or any other classification or activity protected by federal, state, and local law and ordinances.

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