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Learning And Development Manager Jobs in Chester, VA

InstantServe LLC

HR Manager

VA · On-site

Identify training needs and coordinate learning & development programs. Compliance & Policy Management * Ensure compliance with labor laws, employment regulations, and company policies. * Maintain ...

AvePoint

Channel Marketing Manager

Richmond, VA · On-site

Partner with the Learning & Development team to integrate relevant enablement modules and training tracks into campaign initiatives for our internal teams as well as the targeted audience. * Lead ...

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Showing results 1-20

All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Chester, VA

Learning And Development Manager information

See Chester, VA salary details

$46.9K

$91.7K

$123.8K

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

As of Jul 14, 2026, the average yearly pay for learning and development manager in Chester, VA is $91,745.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,800.00 and $106,300.00 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 Chester, VA? The most popular types of Learning And Development jobs in Chester, VA are:
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What job categories do people searching Learning And Development Manager jobs in Chester, VA look for? The top searched job categories for Learning And Development Manager jobs in Chester, VA are:
What cities near Chester, VA are hiring for Learning And Development Manager jobs? Cities near Chester, VA 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 Chester, VA as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $91,745 per year, or $44.1 per hour.
Sr. Analyst, Talent Development

Sr. Analyst, Talent Development

Ocean Network Express

Richmond, VA

Full-time

Posted 14 days ago

Job description

LocationRichmond, VA; This position will follow a hybrid work-from-home/office model with at least three days in the office weekly.Role SummaryWe are seeking a dynamic, results-driven Senior Talent Development Analyst to own and elevate our employee growth initiatives. In this role, you will be the driving force behind our continuous learning culture, high-potential leadership programs, and core onboarding experiences.The ideal candidate brings a strong foundation of broad HR knowledge, a sharp eye for visual communication, and a passion for live training facilitation. You will blend strategy (accelerating leadership pipelines) with creative execution and dynamic delivery (hosting live sessions, building sleek presentations, and curating diverse learning opportunities) to empower our workforce and deliver clear business impact.Additional ResponsibilitiesLeadership and Talent Development Programs (Working collaboratively on a team of analysts)Succession & High-Potential Program Design: Develop, launch, and manage robust development initiatives targeted at high-potential employees to build a sustainable pipeline of future succession candidates.Rotational & Growth Assignments: Design and implement strategic rotational programs, stretch assignments, and cross-functional experiences that broaden leadership capabilities and prepare candidates for critical future roles.Next-Generation Leader Acceleration: Develop tailored initiatives that fast-track the readiness of emerging leaders, ensuring alignment with organizational growth plans and future skill requirements.Alignment, Collaboration, and Talent Gap AnalysisStrategic Business Partnership: Partner proactively with business leaders to conduct thorough talent gap analyses, strategically identifying current and future capability shortages and providing targeted resources to bridge those gaps.Broad HR Strategy Integration: Apply a deep foundation of general HR knowledge to ensure all talent development initiatives are tightly integrated with broader HR strategies, performance management cycles, and overarching organizational goals.Consultative Problem Solving: Act as a trusted internal partner to business leaders, translating complex departmental needs into effective, practical, and scalable development solutions.Learning & Development Curated Self-Directed Learning: Champion and expand a self-directed learning culture by driving employee engagement through curated learning pathways. Strategically blend resources such as e-learning, industry talks, lunch-and-learns, and other professional development events.Dynamic Facilitation: Lead and facilitate engaging, high-impact live training sessions, leadership workshops, and webinars for both in-person and hybrid audiences.Onboarding Excellence: Own the live delivery and iterative development of the company onboarding experience, ensuring a seamless, high-energy, and welcoming transition that aligns new hires with corporate culture from day one.Functional & Business Training: Partner with internal teams to build and deliver practical, business-focused training programs that immediately enhance team performance.High-Impact Presentation Design: Create visually stunning, professional presentations and training collateral that capture attention and simplify complex business ideas for live executive and employee delivery.Digital Learning & eLearnings: Build interactive, modern eLearning modules and digital training assets to supplement live training and support on-demand learning via the LMS.Core Required Skills and CompetenciesStakeholder Management: Proven ability to manage expectations, influence leaders, and build strong partnerships across multiple organizational tiers.Project Management: Strong organizational skills with a track record of driving complex talent initiatives from conception to execution on time.Cross-Functional Collaboration with Business: Skilled at working hand-in-hand with non-HR business lines to align training with real-world operational needs.Teamwork: A collaborative, supportive partner within the HR ecosystem who values shared goals and collective success.Advanced Facilitation & Presentation: Exceptional public speaking, storytelling, and presentation skills; ability to command a room, influence stakeholders, and keep adult learners engaged.Strategic Talent Mindset: Strong understanding of general HR ecosystems, talent pipelines, succession planning methodologies, and employee lifecycle stages.Data-Driven Agility: Ability to utilize organizational feedback, talent metrics, and business data to continuously improve and evolve training and succession programs.Function Specific SkillsProven track record of successfully designing and managing leadership development, high-potential programs, succession initiatives, or onboarding frameworks.Required Minimum Years Experience6+ years of progressive experience in Human Resources, Learning and Development, Talent Development, or closely related fields.Required Minimum EducationBachelor's degree preferred; equivalent practical experience fully considered.
About Ocean Network Express (ONE)Ocean Network Express (ONE) was incepted on July 7, 2017, following the liner service integrations of Kawasaki Kisen Kaisha ("K" LINE), Mitsui O.S.K. Lines (MOL) and Nippon Yusen Kaisha (NYK). The new entity functions from its global headquarters in Singapore, supported by regional headquarters in Hong Kong, Singapore, the United Kingdom, the United States, and Brazil. ONE is the world's seventh-largest container carrier with a fleet size of approximately 1.53 million TEU. Operating more than 200 vessels, it offers an expeditious and reliable international network of over 130 services to 120 countries and beyond. ONE is a member of the Premier alliance, a global ocean carrier consortium.For more information, please visit www.one-line.com
View our ONE Corporate Slogan Videohttps://youtu.be/AMVR-KiBWYs

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