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Learning And Development Manager Jobs in Bridgeport, CT

ADP

Business Development Manager (Northeast)

Milford, CT · On-site

Are you looking for continuous learning and the opportunity to invest in yourself? If so, then this ... You will co-manage complete sales cycles, sell ADP's suite of solutions (40+ products and services ...

ADP

Business Development Manager (Northeast)

Milford, CT · On-site

This role is designed to shorten your learning curve and ramp up time to success by putting you in ... You will co-manage complete sales cycles, sell ADP's suite of solutions (40+ products and services ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Bridgeport, CT

Learning And Development Manager information

See Bridgeport, CT salary details

$52.2K

$102K

$137.6K

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

As of Aug 8, 2026, the average yearly pay for learning and development manager in Bridgeport, CT is $102,007.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,400.00 and $118,200.00 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.

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 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 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?

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.
More about Learning And Development Manager jobs
What job categories do people searching Learning And Development Manager jobs in Bridgeport, CT look for? The top searched job categories for Learning And Development Manager jobs in Bridgeport, CT are:
What cities near Bridgeport, CT are hiring for Learning And Development Manager jobs? Cities near Bridgeport, CT with the most Learning And Development Manager job openings:
Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Bridgeport, CT as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $102,007 per year, or $49 per hour.

Manager, Enterprise Learning and Development

Cooper Companies

Trumbull, CT

$115K/yr

Full-time

Medical, Retirement, PTO

Posted 3 days ago

New

Job description

The Enterprise Learning & Development Manager is responsible for designing, delivering, and continuously evolving a comprehensive, enterprise-wide learning strategy that builds capability across all functions, going beyond the represented business unit (i.e., Fertility, Surgical, etc.). This role serves as a strategic partner to the business, enabling performance through targeted development of customer-facing, operational, and leadership skills.

This position emphasizes modern learning approaches including microlearning, AI-enabled coaching, behavioral assessments (CliftonStrengths, DiSC, etc.), and data-driven performance improvement. The role supports a broad audience including Sales, Inside Sales, Customer Service, Marketing, Operations, and Enterprise Enablement.

Experience & Education

Required

Bachelor's degree required; advanced degree preferred

5-7 years experience, inclusive of 3+ years in Learning & Development, and 2+ yrs in Sales Enablement, Customer Experience, or related field

Experience supporting multiple functions (e.g., Sales, Customer Service, Operations, Corporate teams)

Strong facilitation, instructional design, and program management skills

Experience leveraging technology and AI in learning environments

Demonstrated ability to influence stakeholders across all levels of the organization

Preferred

Experience in healthcare, medical device, or highly regulated industries

Background in customer service, inside sales, or commercial roles

Experience implementing or facilitating CliftonStrengths and/or DiSC programs

Proven success driving platform adoption and digital transformation initiatives

Preferred Skills / Technical Expertise

Learning Management Systems (LMS) and Learning Experience Platforms (LXP)

Microlearning platforms (e.g., Qstream or similar)

AI-powered coaching and enablement tools

Content authoring tools (Articulate, Rise, etc.)

CRM systems (e.g., Salesforce) and analytics tools (e.g., Tableau)

Sales enablement and customer engagement platforms

Working Conditions

Remote role with a dedicated home office setup

Travel up to 50% (corporate offices, training centers, sales meetings, and field engagement)

Ability to lift up to 70 lbs of equipment or training materials

Ability to stand for extended periods (up to 4 hours) and support hands-on demonstrations

Other Skills / Competencies

Strong interpersonal and influencing skills across a matrixed organization

Ability to manage without authority and drive alignment across diverse stakeholders

Excellent planning, organization, and prioritization skills

Strong presentation and facilitation skills (virtual and in-person)

Critical thinking and problem-solving orientation

Ability to work independently while collaborating effectively across teams

As an employee of CooperSurgical, you'll receive an outstanding total compensation plan. As we believe your compensation goes beyond your paycheck, we offer a great compensation package, medical coverage, 401(k), parental leave, fertility benefits, paid time off for vacation, personal, sick and holidays, and multiple other perks and benefits. Please visit us at www.coopersurgical.com to learn more about CooperSurgical and the benefits of becoming a member of our team. 

To all agencies: Please, no phone calls or emails to any employee of CooperSurgical about this opening. All resumes submitted by search firms/employment agencies to any employee at CooperSurgical via-email, the internet or in any form and/or method will be deemed the sole property of CooperSurgical, unless such search firms/employment agencies were engaged by CooperSurgical for this position and a valid agreement with CooperSurgical is in place. In the event a candidate who was submitted outside of the CooperSurgical agency engagement process is hired, no fee or payment of any kind will be paid.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.  If you are interested in applying and require special assistance or accommodations due to a disability, please contact us at talent.acquisition@coopersurgical.com.

The good faith estimate of the salary range for this role is $115,893 to 154,524. The actual amount offered is determined by a number of factors including but not limited to location, skills and experience.

Enterprise Learning Strategy & Execution

Design and implement enterprise-wide learning strategies aligned with business priorities and organizational capability needs

Build scalable learning ecosystems that support commercial, customer service, operational, and leadership excellence

Establish learning governance and structured learning pathways across functions

Drive a culture of continuous learning supported by measurable business impact and performance data

Create and execute needs analysis and gap assessment to anticipate and solve for historical, current, and future business needs based on quantitative and qualitative stakeholder feedback

Commercial, Customer-Facing & Service Excellence Enablement

Develop and deliver programs focused on:

 - Consultative selling and value-based conversations

 - Strategic account management

 - Inside sales effectiveness

 - Customer service excellence

Align training to improve end-to-end customer journey performance across field sales, inside sales, and service teams

Platform & Systems Enablement

Build and deliver training to increase adoption and proficiency in core business platforms, including:

 - CRM systems

 - Data visualization and reporting tools

 - Sales enablement and customer engagement tools

Partner with business and IT teams to embed learning into system workflows and drive digital fluency across the organization

Behavioral Development

Integrate CliftonStrengths (Gallup StrengthsFinder) and DiSC frameworks

Enable leaders and managers to apply behavioral insights to improve communication, collaboration, and performance

Onboarding & Continuous Development

Build comprehensive onboarding programs across roles, including Sales, Inside Sales, Customer Service, and corporate functions

Develop ongoing upskilling and reskilling programs to support the enterprise

Create role-based learning journeys tailored to specific functions and levels

Modern Learning & Innovation

Leverage microlearning platforms to drive reinforcement and learning in the flow of work

Design blended learning experiences including live (in-person/virtual), on-demand, and asynchronous content

Continuously evaluate and implement emerging learning technologies and methodologies

Cross-Functional Partnership

Partner with Sales, Customer Service, Marketing, HR, Operations, and Enterprise Leadership to identify skill gaps and performance opportunities

Act as a consultative partner to business leaders to align learning solutions with strategic goals

Support enterprise initiatives such as transformation, system implementations, and organizational change efforts

Measurement & Impact

Establish learning objectives and define success metrics aligned to business KPIs

Track and report on learning effectiveness, adoption, and impact on performance outcomes

Use data insights to continuously optimize programs and demonstrate ROI

Core Competencies

Consultative Selling & Strategic Account Management

Customer Experience & Service Excellence

Inside Sales Effectiveness & Virtual Engagement

Platform & Digital Fluency Enablement

Executive Communication & Storytelling

Emotional Intelligence & Behavioral Frameworks (DiSC)

CliftonStrengths Application & Coaching

Change Management & Organizational Influence

Data-Driven Decision Making

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