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Hr Learning And Development Jobs in Manitoba (NOW HIRING)

Boston Pizza

Front of House Supervisor

Virden, MB · On-site

CA$18 - CA$21/hr

This includes supporting the training, development, and performance management of the Front of ... Driven to develop existing skills, and is consistently seeking new learning and skill-building ...

Amazon

Senior Station Manager

Winnipeg, MB · On-site

... career management, learning and development, succession planning, and employee engagement ... IT, HR, ACES and Engineering to build and secure support and resources for projects and ...

Boston Pizza

Server

Virden, MB · On-site

CA$16/hr

Driven by professional development opportunities, and is consistently seeking new learning and ... MinCAD $16.00/Hr.MaxEmployment Type: FULL_TIME

Sephora

Interim Lead

Winnipeg, MB

CA$20.80 - CA$24.45/hr

... 24.45/hr. In addition, you may be eligible for performance-based bonus opportunities, a competitive benefits program, and robust learning and development initiatives aimed at promoting employee ...

Sephora

Asset Protection Team Lead

Winnipeg, MB

CA$20.80 - CA$24.45/hr

The compensation ranges between CAD$20.80 - CAD$24.45/hr. The final pay offered will depend on ... and robust learning and development programs. As part of our commitment to transparency and ...

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Hr Learning And Development information

What is an HR Learning and Development professional?

HR Learning and Development professionals are responsible for designing, implementing, and evaluating training programs that help employees improve their skills and advance in their careers. They work to identify skill gaps, create educational materials, and ensure that staff have opportunities for growth and professional development. These professionals play a key role in aligning employee training with organizational goals and fostering a culture of continuous learning.

How does an HR Learning and Development professional typically collaborate with department managers to assess and address staff training needs?

HR Learning and Development professionals work closely with department managers to identify skill gaps and training needs within their teams. This collaboration often involves conducting needs assessments, gathering feedback, and analyzing performance data to inform customized training programs. Regular meetings and open communication help ensure that learning initiatives are aligned with organizational goals and support employee growth. Building strong relationships with managers is key to designing effective, relevant, and engaging learning solutions.

What are the key skills and qualifications needed to thrive as an HR Learning and Development professional, and why are they important?

To thrive as an HR Learning and Development professional, you need expertise in instructional design, adult learning principles, and organizational development, often supported by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like CPTD or SHRM-CP are typically required. Strong communication, facilitation, and relationship-building skills help you engage learners and partner effectively with stakeholders. These competencies are essential for designing impactful training programs that support employee growth and organizational objectives.

What is the difference between Hr Learning And Development vs HR Training Coordinator?

AspectHR Learning And DevelopmentHR Training Coordinator
Primary FocusDesigning and implementing employee development programsOrganizing and scheduling training sessions
Required CredentialsOften requires certifications in L&D or HR, bachelor’s degreeTypically requires a bachelor’s degree, some HR certifications
Work EnvironmentStrategic, involves planning and analysisOperational, involves logistics and coordination
Industry UsageCommon in organizations prioritizing employee growthCommon in HR departments handling training logistics

While both roles focus on employee development, HR Learning And Development professionals focus on creating strategic learning programs, whereas HR Training Coordinators handle the logistics of training sessions. Understanding these differences helps organizations assign the right responsibilities to each role.

What does training and development do in HR?

In HR, training and development involve designing and implementing programs to improve employees' skills, knowledge, and performance. These initiatives help ensure staff are competent in their roles, support career growth, and align with organizational goals, often utilizing tools like learning management systems (LMS).

What is the role of learning and development in HR?

In HR, learning and development (L&D) professionals design and implement training programs to enhance employee skills, knowledge, and performance. They identify skill gaps, create educational content, and evaluate training effectiveness to support organizational growth and employee engagement.

What are popular job titles related to Hr Learning And Development jobs in Manitoba?

For Hr Learning And Development jobs in Manitoba, the most frequently searched job titles are:

What job categories do people searching Hr Learning And Development jobs in Manitoba look for?

The top searched job categories for Hr Learning And Development jobs in Manitoba are:

Hr Learning And Development jobs near you
Infographic showing various Hr Learning And Development job openings in Manitoba as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution.

Field Sales Market Leader

Winnipeg, MB • On-site

Kognitive Sales Solutions
See more jobs at Kognitive Sales Solutionsexternal

CA$16 - CA$22/hr

Full-time

Re-posted 21 days ago

Job description

Market Leader – Kognitive Sales Solutions

Kognitive Sales Solutions is seeking a Market Leader to oversee retail field operations, team performance, staffing coordination, operational execution, and sales performance across assigned territories and client programs.

This is a dual-role position that combines frontline leadership responsibilities with active participation in direct sales and customer acquisition activities. The Market Leader is responsible for leading and supporting field teams while also participating in retail sales execution, promotional campaigns, and customer interactions as required by business needs.

Responsibilities

  • Oversee and support a field team of approximately 6–10 Field Marketing Representatives and Assistant Market Leaders across assigned territories
  • Support scheduling, shift coverage, attendance management, workforce coordination, and field productivity • Conduct coaching, performance management, accountability discussions, and ongoing team development
  • Monitor operational KPIs, sales performance, customer experience standards, and execution quality
  • Actively participate in direct sales, customer acquisition, and promotional execution within retail locations
  • Maintain operational reporting, coaching documentation, attendance tracking, and compliance records
  • Support recruitment, onboarding, training, and mentorship initiatives
  • Act as a liaison between field teams, store leadership, and management to support operational consistency
  • Identify operational gaps, staffing concerns, and performance issues while supporting corrective action plans
  • Support territory planning, workforce allocation, and promotional execution during high-volume periods
  • Build and maintain positive relationships with retail partners, store leadership, and internal management teams

Keys to success:

· Outgoing, personable, enjoys interacting with people

· Customer service or sales experience an asset

· Comfortable delivering key messages

· Strong listening and communication skills

· Work well independently and within a team

· Comfortable completing a criminal and credit background check

Compensation:

  • Base wage $16-$22/hr PLUS uncapped commission
  • Full time schedule

Kognitive Core Values:

· Trust & Respect: Foster an environment built on trust and mutual respect, promoting open communication and collaboration.

· Commitment to Excellence: Demonstrate a dedication to achieving high standards and continuous improvement in processes and practices.

· Growth Minded: Embrace a mindset that values learning, development, and adaptability to drive personal and organizational growth.

· Solution Oriented: Approach challenges with a proactive and solutions-focused mindset, identifying opportunities for improvement.

· Dynamic & Fun: Cultivate a workplace culture that is dynamic, energetic, and enjoyable, promoting positivity and team spirit.

We thank all applicants for their interest, but only those selected for an interview will be contacted. Kognitive Sales Solutions is an equal opportunity employer. If you need any type of accommodation, please let us know.

Our hiring process may include AI screening for keywords and minimum qualifications. Recruiters review all results and make all hiring decisions.