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Learning And Development Manager Jobs in Ohio (NOW HIRING)

ThyssenKrupp

Learning,

Hamilton, OH · On-site

Manage regional and external partners, ensuring high-quality delivery aligned with CoE standards. Your profile * 4+ years of experience in Learning, Development, Leadership, Change Management or ...

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All JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Ohio

Learning And Development Manager information

See Ohio salary details

$48.5K

$94.8K

$127.9K

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

As of Jul 5, 2026, the average yearly pay for learning and development manager in Ohio is $94,783.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,400.00 and $109,800.00 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 Ohio? The most popular types of Learning And Development jobs in Ohio are:
What are popular job titles related to Learning And Development Manager jobs in Ohio? For Learning And Development Manager jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Learning And Development Manager jobs in Ohio look for? The top searched job categories for Learning And Development Manager jobs in Ohio are:
What cities in Ohio are hiring for Learning And Development Manager jobs? Cities in Ohio with the most Learning And Development Manager job openings:
What are popular job titles related to Learning And Development Manager jobs in OH? For Learning And Development Manager jobs in OH, the most frequently searched job titles are:
Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Ohio as of June 2026, with employment types broken down into 80% Full Time, 17% Part Time, and 3% Temporary. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $94,783 per year, or $45.6 per hour.
Senior Learning & Development Lead

Senior Learning & Development Lead

Wider Circle

Columbus, OH • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 5 days ago

Job description

Company Overview
Wider Circle is a mission-driven healthcare organization working to improve health outcomes for older adults and complex populations by addressing social and clinical barriers to care. Through trusted relationships and community-based support, we partner with health plans and local organizations to help members navigate healthcare, stay engaged in care, and live healthier lives.
We are building a permanent clinical program that integrates physicians, care advocates, and community support teams into a coordinated, human approach to care - and we need someone to make sure every person on that team is set up to deliver exceptional care from day one.
Position Overview
We're looking for a Senior Learning & Development Lead who is equal parts instructional designer, facilitator, and program owner. You'll design and run the onboarding, training, and ongoing enablement experience for our Care Advocates - and provide ad hoc support for physician onboarding as our clinical team grows. Reporting into HR, you'll partner closely with Clinical Operations and our broader L&D team.
Healthcare context matters here. Our work touches clinical workflows, health plan compliance requirements, billing documentation, and the lives of medically complex members. We're not looking for someone who will spend their first six months learning what a Care Advocate actually does - we want someone already familiar with healthcare L&D who can hit the ground building.
This is a role for a proactive collaborator who is comfortable and excited to work across departments. You don't wait to be asked - you see what's missing and go after it. You'll own TalentLMS end-to-end, develop high-quality learning content from scratch, and track onboarding readiness so closely that you know a new hire is falling behind on Day 3 and are able to intervene on Day 4.
Your north star: drive the behavior changes that help our Care Advocates deliver exceptional member care while consistently meeting documentation and compliance requirements. Success will be measured by onboarding readiness, time-to-productivity, team Net Promoter Score, quality metrics, and retention.
Responsibilities
Here's roughly how we expect your time to break down - not as a rigid rulebook, but as an honest signal of where this role lives:
  • Curriculum Design & Content Creation
    • Design, develop, and maintain engaging training programs for Care Advocates and other roles across onboarding, systems, compliance, and ongoing development
    • Build high-quality e-learning modules, videos, presentations, job aids, and assessments using adult learning principles and inclusive design standards
    • Maintain an up-to-date Care Advocate handbook covering services, documentation expectations, scripting, escalation pathways, and partner-specific requirements
    • Maintain a centralized knowledge base of SOPs, how-to documentation, and training materials - keeping everything accurate, on-brand, and easy to find
    • Iterate the training curriculum as the program evolves - what works in pilot may need to change at scale
  • Facilitation
    • Lead engaging virtual onboarding sessions, professional development workshops, and compliance training for a range of audiences - from frontline Care Advocates to clinical staff
    • Foster interactive learning environments that encourage participation, real-world application, and continuous feedback
    • Serve as the primary internal point of contact for Care Advocates during and after onboarding - answer questions, provide coaching, and monitor engagement and quality
  • LMS & Systems Administration
    • Own Care Delivery content on TalentLMS end-to-end: build and organize courses, manage enrollments and learning paths, configure assessments and certifications, troubleshoot issues, and ensure a smooth learner experience
    • Maintain accurate learner records and ensure audit-ready documentation for all digital learning activity
    • Pull reporting and surface insights on completion, engagement, and readiness - proactively, not reactively
  • Compliance & Certification Tracking
    • Oversee compliance training programs and certification requirements
    • Ensure team members meet the expectations of our health plan partners, including documentation standards, quality benchmarks, and program-specific requirements
    • Maintain records and processes that hold up to regulatory and organizational audits
  • SME Partnership & Collaboration
    • Partner with Clinical Operations SMEs and team leads to keep training materials aligned with current workflows, state and federal compliance standards, and performance goals
    • Collaborate with the broader L&D team on curriculum standards, learning design best practices, and shared infrastructure
  • Data, Reporting & Continuous Improvement
    • Track and report onboarding readiness for every new hire: module completion, competency checkpoints, and certification status - surface risks before they become problems
    • Compile and analyze training metrics to assess learning effectiveness, certification completion, and engagement; deliver actionable insights to leadership
    • Respond to coaching requests at the individual and team level; escalate programmatic gaps and partner with leadership on solutions
    • Identify skill gaps through data, observation, and feedback; recommend scalable solutions to improve learner outcomes and organizational alignment
  • Change Management & Communications
    • Support change management and communications for the care team - when workflows, scripts, or policies change, you help make sure everyone knows and has what they need to adopt the change
    • Build trusting, honest relationships across a diverse team and lead difficult 1:1 conversations when needed

Requirements
    • L&D experience in a healthcare setting - clinical operations, community health, telehealth, value-based care, or a comparable regulated environment. This is our strongest preference and will be weighted heavily in our evaluation.
    • Demonstrated instructional design skills: you've built e-learning, video content, job aids, and assessments, not just managed existing curricula
    • Hands-on LMS experience, preferably TalentLMS - or strong experience with a comparable platform and the ability to ramp quickly
    • Experience working with or supporting frontline care teams (Community Health Workers, Care Navigators, or other patient/member-facing staff)
    • Familiarity with compliance training and certification tracking in a regulated environment - ideally including health plan partner requirements or HIPAA-adjacent programs
    • Comfort building and tracking dashboards or readiness reports - you measure whether training worked, not just whether it happened
    • Strong project management skills and attention to detail; you own processes end-to-end and make sure nothing falls through the cracks
    • Excellent written and verbal communication; you can write crisp content, lead a virtual room, turn learning points into stories, and drive change at scale
    • Strong interpersonal skills and the ability to build trusting relationships across a diverse, geographically distributed team
    • Ability to adapt to changing priorities in a fast-paced, evolving program - and willingness to bring others along with you
    • Curiosity about AI tools and openness to using them to work more efficiently (training and support provided)
    • Tech-fluent: Slack, Google Suite, LMS platforms, and e-learning authoring tools
  • Bonus points for:
    • Experience training Community Health Workers, care navigators, or other frontline roles in a Medicaid or Medicare Advantage context
    • Familiarity with value-based care models, social determinants of health, or care coordination workflows
    • Experience supporting health plan partner compliance requirements or quality audits
    • Background in change management within a clinical or care delivery organization
  • Why This Role Matters
    • In a community-based care model, our Care Advocates are the longitudinal relationship with the member. How well they're trained, supported, and enabled directly shapes member outcomes. This role is the engine behind that - you'll set the standard for how our team learns, grows, and delivers. If you want work that has a direct line to health outcomes for real people, this is it.

What we do. Take a look at a day in the life of a Community Engagement Associate:
https://youtu.be/51ZFqDgtLxA
https://youtu.be/raXuSCPMZaU
Benefits
As a venture-backed company, Wider Circle offers competitive compensation including:
  • Performance-based incentive bonuses
  • Opportunity to grow with the company
  • Comprehensive health coverage, including medical, dental, and vision
  • 401(k) Plan
  • Paid Time Off
  • Employee Assistance Program
  • Health Care FSA
  • Dependent Care FSA
  • Health Savings Account
  • Voluntary Disability Benefits
  • Basic Life and AD&D Insurance
  • Adoption Assistance Program
  • Training and Development
  • Salary Range: $65,000-$75,000

And most importantly, an opportunity to make the world a better place!
Wider Circle is proud to be an equal-opportunity employer that does not tolerate discrimination or harassment of any kind. Our commitment to Diversity & Inclusion supports our ability to build diverse teams and develop inclusive work environments. We believe in empowering people and valuing their differences. We are committed to equal employment opportunity without consideration of race, color, religion, ethnicity, citizenship, political activity or affiliation, marital status, age, national origin, ancestry, disability, veteran status, sexual orientation, gender identity, gender expression, sex or gender, or any other basis protected by law.

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