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Hr Development Program information

See California salary details

$31.6K

$118.5K

$197.4K

How much do hr development program jobs pay per year?

As of May 30, 2026, the average yearly pay for hr development program in California is $118,486.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,900.00 and $141,100.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in an HR Development Program, and why are they important?

To excel in an HR Development Program, you typically need a bachelor's degree in human resources, business administration, or a related field, along with foundational knowledge of HR principles. Familiarity with HRIS software, Microsoft Office Suite, and sometimes certifications like SHRM-CP or PHR are highly valued. Strong interpersonal skills, adaptability, and effective communication set candidates apart by enabling collaboration and problem-solving. These skills and qualifications are crucial for navigating complex HR challenges and supporting organizational development effectively.

What types of projects or rotations can I expect to participate in during an HR Development Program?

Participants in an HR Development Program typically rotate through several core areas such as talent acquisition, employee relations, compensation and benefits, and learning and development. These rotations are designed to provide a broad understanding of HR functions and hands-on experience with real projects, such as supporting recruitment drives, assisting with policy development, or contributing to training initiatives. The program often emphasizes collaboration with various departments, allowing you to build a strong professional network and understand HR's impact across the organization. This structure helps participants identify their strengths and interests, paving the way for future specialization or leadership roles in HR.

What is an HR Development Program?

An HR Development Program is a structured training initiative designed to prepare individuals for roles in Human Resources. These programs typically combine classroom learning, on-the-job training, and mentorship to develop skills in areas like recruitment, employee relations, performance management, and HR policy. Participants usually rotate through various HR functions to gain a broad understanding of the field. The goal is to equip participants with the knowledge and experience needed to become effective HR professionals and leaders within an organization.

What is the difference between Hr Development Program vs HR Coordinator?

AspectHR Development ProgramHR Coordinator
Required CredentialsBachelor's degree in HR, Business, or related field; often includes certifications in HR or trainingBachelor's degree; HR certifications are a plus
Work EnvironmentTraining sessions, workshops, and strategic planning meetingsAdministrative office, recruitment events, and employee onboarding
Employer & Industry UsageUsed by organizations to develop future HR professionals and enhance HR skillsCommonly employed in HR departments for daily operational tasks

The HR Development Program focuses on training and developing future HR professionals through structured learning, while the HR Coordinator handles daily HR operations like recruitment, onboarding, and employee relations. Both roles are essential in HR but serve different purposes within the organization.

What are popular job titles related to Hr Development Program jobs in California? For Hr Development Program jobs in California, the most frequently searched job titles are:
What job categories do people searching Hr Development Program jobs in California look for? The top searched job categories for Hr Development Program jobs in California are:
Hr Development Program jobs near you
Learning & Development Program Manager

Learning & Development Program Manager

AAA Northern California, Nevada & Utah

Walnut Creek, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Job description

Why Work For Us?
  • Great Pay - opportunity to participate in AAA discretionary annual incentive plan or other incentive plans depending upon position
  • 401k Matching - $1 for $1 company match up to 6% of eligible earnings per pay period
  • Benefits - Medical, Dental, Vision, wellness program and more!
  • Paid Holidays
  • Paid Time Off - Team Members accrue paid time off monthly. Depending on position, an additional 24 hours per year are earmarked for volunteer activities.
  • Collaborative Environment - AAA will value your contribution to providing exceptional service to our members
  • Free AAA Classic Membership
  • AAA Product Discounts
  • Tuition Reimbursement Program

At AAA, our Team Members strive to deliver amazing service and help our Members outsmart life's roadblocks. We believe everything you do outside of work adds to who you are at work.
NOTE: This role is hybrid and requires 3 days a week in our Walnut Creek, CA office.
The L&D Program Manager is a strategic architect and hands-on innovator responsible for the end-to-end program performance lifecycle across Travel, Sales, and Service functions. This role is tasked with the radical modernization of legacy training, transitioning from traditional models to a blended, scalable, and data-driven learning ecosystem.
You will translate AAA MWG's business priorities-including member growth, high-margin revenue goals, and legendary service excellence-into world-class digital and physical experiences. By leveraging cutting-edge instructional design and AI tools, you will ensure our programs are as adaptable and tech-forward as the modern business landscape.
ESSENTIAL FUNCTIONS
1. Strategic Program Design & Modernization
  • Lead the transition from classroom-style training to a modern blended architecture (flipped classrooms, micro-learning, and mobile-first content).
  • Utilize advanced Learning Experience Design methodologies and authoring tools (Articulate, Rise, Vyond, etc.) to build engaging, self-paced content across all business lines.
  • Implement new technologies and AI-driven tools to personalize learning paths, accelerate content updates, and optimize program operations for a more agile L&D function.
  • Conduct deep-dive needs analyses and assessments using business KPIs to ensure every learning intervention is linked to a measurable increase in sales performance or service scores.

2. Sales & Service Enablement
  • Service-to-Sales Methodology: Develop and scale training programs focused on discovery, deal rigor, and outbound sales habits that balance aggressive growth with service excellence.
  • Modernized Onboarding & Nesting: Design technology-enabled "Nesting" phases using simulations and sandboxes to build employee confidence before they engage with members.
  • Quality Control: Maintain a "Changelog" system to ensure materials stay current with fast-moving industry changes and supplier updates.

3. Travel Sector Mastery
  • Curriculum Development: Manage a unified Travel Curriculum categorized by systems (Sabre/Travelport), destinations, products (tours/cruises), and compliance.
  • Professional Accreditation: Integrate tiered pathways (Rising → Established → Master) with industry standards like The Travel Institute (CTA/CTC) and specialist programs.
  • FAM Management: Build and manage the Travel Familiarization (FAM) program, tying opportunities to specific destination/lifestyle specialty training.

4. Leadership Coaching & Field Partnership
  • Coaching Frameworks: Create digital coaching tools for Managers, empowering them to use data to identify performance gaps and coach with precision.
  • Collaborative Strategy: Partner with Leadership and Preferred Suppliers to ensure training aligns with "Club-Owned" programs and high-margin revenue goals.
  • Facilitation: Lead high-energy workshops and role-plays that drive immediate behavioral change in sales and service environments.

KNOWLEDGE / SKILLS / ABILITIES
  • Expert-level proficiency in creating self-paced, asynchronous, and blended learning solutions.
  • Deep understanding of consultative selling, upselling (insurance, upgrades), and service recovery.
  • Expert in LMS/LXP platforms, AI productivity tools, and GDS systems (Sabre/Travelport).
  • The ability to pivot training strategies in real-time based on shifting business priorities or market disruptions.
  • Demonstrated experience using modern authoring tools to create scalable, self-paced learning content.
  • Experience implementing AI and automation to drive L&D efficiency.

EDUCATION, COMPETENCIES, CERTIFICATIONS/LICENSES
Minimum Qualifications
  • Bachelor's degree in Instructional Design, HR, or Business plus 8 years of program management experience to include at least 7 years specifically in L&D with a proven track record of program modernization.
  • OR High School diploma plus 12 years of program management experience to include at least 7 years specifically in L&D with a proven track record of program modernization.

#LI-OH1
We target between minimum and midpoint of the range, and all offers are subject to a fair pay analysis - Compensation Range: Min: $132,465.00 - Mid: $165,580.00- Max: $198,697.00
AAA Northern California, Nevada & Utah logo

About AAA Northern California, Nevada & Utah

Sourced by ZipRecruiter

AAA (the American Automobile Association, Inc.) is a federation of affiliated automobile clubs. Each AAA club is an independent, not-for-profit organization, chartered and incorporated in its own state and controlled by its own Board of Directors. In order to be affiliated with AAA, each club agrees to provide certain standard services to its own members, as well as members of other AAA clubs. The individual club owns the territory in which it resides, and membership is based on residence. Exact dues and services will vary slightly between clubs.

Industry

Insurance carriers

Company size

1,001 - 5,000 Employees

Headquarters location

Walnut Creek, CA, US

Year founded

1900

Social media

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