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Learning And Development Manager Jobs in Iowa (NOW HIRING)

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Learning And Development Manager information

See Iowa salary details

$47.9K

$93.6K

$126.3K

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

As of Jul 29, 2026, the average yearly pay for learning and development manager in Iowa is $93,644.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,400.00 and $108,500.00 per year, depending on experience, location, and employer.

How does a Learning and Development Manager typically collaborate with other departments to assess and address training needs?

Learning and Development Managers work closely with department heads and team leaders to identify skill gaps and align training programs with business goals. They often conduct needs assessments through surveys, interviews, and performance data analysis, then design tailored learning interventions. Regular collaboration ensures training initiatives remain relevant and have measurable impact, and managers may also coordinate with HR to track progress and gather feedback for continuous improvement.

How do I get into L&D?

To become a Learning and Development (L&D) Manager, candidates typically need a background in human resources, education, or related fields, along with experience in training, facilitation, or instructional design. Relevant skills include communication, project management, and familiarity with learning management systems (LMS). Earning certifications such as CPLP or ATD can enhance prospects, and gaining experience through entry-level training roles can help build a pathway into L&D management.

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

AspectLearning And Development ManagerTraining Coordinator
CredentialsBachelor's degree, often certifications in L&D or HRHigh school diploma or equivalent, some roles prefer certifications
Work EnvironmentStrategic planning, overseeing programs, managementOrganizing and delivering training sessions, administrative tasks
Employer & Industry UsageCorporate, educational, nonprofit sectorsCorporate, healthcare, retail sectors

The Learning And Development Manager focuses on designing, implementing, and overseeing training strategies at a strategic level, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles require strong communication skills, but the manager's role is more strategic and managerial, whereas the coordinator's role is more operational and execution-focused.

What is the role of a learning and development manager?

A learning and development manager oversees employee training programs to improve skills and performance within an organization. They assess training needs, develop learning strategies, and often utilize tools like Learning Management Systems (LMS) to deliver and track training initiatives.

What Is a Learning and Development Manager?

A learning and development manager builds training programs for employees within a business or organization. This training focuses on helping employees understand and work towards the organization’s goals. A learning and development manager may also work with the training and development staff to create instructional videos, schedule and develop in-class lectures, and create online learning environments.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that individuals acquire 70% of their skills through on-the-job experiences, 20% through social learning such as coaching and mentoring, and 10% through formal training or courses. Learning and Development Managers often design programs that incorporate these proportions to optimize employee growth and skill development.

What does a Learning and Development Manager do?

A Learning and Development Manager is responsible for designing, implementing, and overseeing training programs within an organization. They assess training needs, develop educational materials, and coordinate workshops or courses to support employee growth and organizational goals. Their role often involves collaborating with department heads, evaluating the effectiveness of training initiatives, and ensuring that employees have the skills and knowledge needed to excel in their roles.

What are the key skills and qualifications needed to thrive as a Learning and Development Manager, and why are they important?

To thrive as a Learning and Development Manager, you need expertise in instructional design, adult learning theory, and organizational development, usually backed by a relevant degree or HR certification. Familiarity with learning management systems (LMS), e-learning authoring tools, and assessment platforms is typically required. Exceptional communication, leadership, and analytical skills help you engage stakeholders and tailor programs to organizational needs. These capabilities ensure effective talent development, improved employee performance, and support for overall business goals.

Is L&D a part of HR?

Learning and Development (L&D) is typically a function within the Human Resources (HR) department, focusing on employee training, skill development, and organizational learning. L&D managers often collaborate with HR to align training programs with company goals and may use tools like Learning Management Systems (LMS).
More about Learning And Development Manager jobs
What are the most commonly searched types of Learning And Development jobs in Iowa? The most popular types of Learning And Development jobs in Iowa are:
What are popular job titles related to Learning And Development Manager jobs in Iowa? For Learning And Development Manager jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Learning And Development Manager jobs in Iowa look for? The top searched job categories for Learning And Development Manager jobs in Iowa are:
What cities in Iowa are hiring for Learning And Development Manager jobs? Cities in Iowa with the most Learning And Development Manager job openings:
What are popular job titles related to Learning And Development Manager jobs in IA? For Learning And Development Manager jobs in IA, the most frequently searched job titles are:
Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Iowa as of July 2026, with employment types broken down into 83% Full Time, and 17% Part Time. Highlights an 100% In-person job distribution, with an average salary of $93,644 per year, or $45 per hour.

Global Learning & Development Manager

Kemin

Des Moines, IA

Full-time

Retirement, PTO

Posted 7 days ago

Job description

Overview

Kemin is seeking a Global Learning & Development Manager to lead the design, implementation, and continuous improvement of learning and leadership development programs that support employee growth, manager effectiveness, and business needs across a global workforce.

This role partners closely with HR and business leaders to understand capability needs, translate them into practical learning solutions, and ensure programs are delivered consistently and effectively across regions. The successful candidate will be hands-on, collaborative, and results-focused-able to manage key development initiatives, support the effective use of learning technology, and use feedback and data to improve learning outcomes.

The ideal candidate is a learning professional who can influence across cultures and geographies, manage multiple programs, and help build scalable learning solutions that support business priorities.

For exceptional candidates, this role may be hired at the Senior Manager level.

Join the Kemin Team and Transform Lives!

We are a privately held, family-owned-and-operated global biotechnology company driven by curiosity and committed to transforming the quality of life for people, pets, and the planet.

 

We create solutions that strengthen health and wellbeing, provide nutrition and immune support for pets and production animals, safeguard the planet's natural resources, and protect the global food supply chain for generations to come.

 

We supply over 500 specialty ingredients for various industries, including human and animal health and nutrition, pet food, aquaculture, nutraceutical, food technologies, crop technologies, textiles, biofuels, and animal vaccines.

 

We employ 3,500 global employees and operations in 90 countries, including manufacturing facilities in Belgium, Brazil, China, Egypt, India, Italy, San Marino, Singapore, South Africa, and the United States.

As a valued member of our team, you'll enjoy a comprehensive benefits package designed to support your financial, physical, and professional well-being:

  • Competitive Financial Package: Enjoy a rewarding salary, uncapped bonus opportunities, a 401k match program, and generous paid vacation and holidays.
  • Health and Wellness Support: Stay fit and healthy with our fitness reimbursement for the whole family, access to an on-site fitness center, a restaurant offering seasonal fresh food options, and free fresh fruit in break areas.
  • Career Development and Advancement: Unlock your potential with opportunities for growth and development throughout your entire career.
  • Continued Learning Opportunities: Grow your skills with our in-house learning platforms, offering thousands of training resources both live and online, and take advantage of tuition reimbursement for external post-secondary pursuits.
  • Service Opportunities: Make a positive impact with paid time off for service, partnerships with The World Food Programme and Habitat for Humanity, and local community initiatives.
Responsibilities

Global Learning & Development Programs

  • Lead the design, implementation, and continuous improvement of learning and leadership development programs.
  • Manage development initiatives focused on manager effectiveness, employee growth, leadership readiness, and professional development.
  • Ensure programs provide a strong learner experience and support measurable improvement in skills, knowledge, and capability.
  • Establish program success measures and use feedback, participation data, and business input to identify improvements.
  • Partner with HR and business leaders to understand capability needs and develop targeted learning solutions.

Learning Solutions & Capability Development

  • Translate business and talent priorities into practical learning initiatives that support employee and leadership development.
  • Lead learning programs that help employees build skills, grow in their roles, and prepare for future opportunities.
  • Support the development of learning pathways, tools, and resources that are simple, scalable, and relevant to business needs.
  • Align learning solutions with related talent processes, including engagement, performance management, career development, and succession planning.
  • Work with subject matter experts to design learning content and experiences that are practical, business-relevant, and easy to apply.

Learning Technology & Analytics

  • Lead the implementation, optimization, and effective use of learning systems and tools.
  • Support improvements in learner experience, reporting, automation, and system adoption.
  • Use learning data, participant feedback, and business input to evaluate program effectiveness and recommend improvements.
  • Develop and maintain reporting that helps leaders understand participation, completion, feedback, and learning impact.
  • Partner with internal stakeholders and vendors to ensure learning technology supports program delivery and business needs.

Global Program Delivery & Best Practice Sharing

  • Coordinate with regional HR and learning partners to support consistent program delivery across locations.
  • Drive common practices, tools, and resources that improve the quality and consistency of learning programs.
  • Facilitate knowledge sharing and best practice exchange across regions.
  • Support regional learning partners and program champions with tools, guidance, and resources to enable strong execution.
  • Identify opportunities to simplify, standardize, or improve learning processes based on user feedback and regional needs.

Stakeholder Partnership

  • Build strong relationships with HR Business Partners, business leaders, and subject matter experts.
  • Consult with stakeholders to understand learning needs and recommend appropriate solutions.
  • Communicate program priorities, progress, and outcomes to leaders and key stakeholders.
  • Partner across functions to embed learning in the flow of work and support business objectives.
  • Manage external vendors or partners, as needed, to support program design, facilitation, and delivery.
Qualifications
  • Education and Experience:
    • Bachelors degree in HR, Organizational Development, Learning & Development, Education, Business, or a related field OR
    • Masters degree in HR, Organizational Development, Learning & Development, Education, Business, or a related field
    • 7+ years of progressive experience in learning and development, talent development, organizational development, or related disciplines.
  • Experience supporting a multi-site, multinational, or global workforce.
  • Experience designing, implementing, and improving leadership development, employee development, or skills-building programs.
  • Experience using learning technologies or learning management systems to support program delivery.
  • Demonstrated ability to influence stakeholders and drive outcomes without direct authority.
  • Strong project management, communication, and change management skills.
  • Experience using feedback, data, and reporting to evaluate and improve programs.
  • Experience supporting learning pathways, career development tools, skills development programs, or capability-building initiatives.
  • Experience using learning analytics and business input to evaluate program effectiveness.
  • Experience supporting leadership development, manager development, or succession-related programs.
  • Experience with Cornerstone or comparable enterprise learning platforms.
  • Experience managing vendors, facilitators, or learning delivery partners.
  • Professional certifications such as CPTD, SHRM-SCP, SPHR, or similar.

We are an equal opportunity employer. We consider all qualified applicants without regard to race, color, creed/religion, national origin, ancestry, citizenship or immigration status (where applicable), sex, sexual orientation, gender identity or expression, pregnancy/childbirth/breastfeeding or related conditions, age (40+), disability (including the use of a service animal), genetic information, marital status, familial or caregiver status, military or veteran status, status as a victim of domestic violence, reproductive health decisionmaking, and any other status protected by applicable federal, state, or local law. We also prohibit retaliation for raising concerns or participating in an EEO process. Applicants who need a reasonable accommodation to apply or interview can email TalentAcquisition.US@Kemin.com.

A post-offer background check and drug screen is required.  Additional pre-employment requirements may be necessary based on position.

Kemin is a drug-free and tobacco-free campus. 

#LI-MN1

Employment Type: FULL_TIME

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