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Learning And Development Manager Jobs in Omaha, NE

DMSi Software

Development Team Manager

Omaha, NE

Promote team learning and continual improvement. * Create focus and empowerment for the development ... Experience in a management role leading teams/individuals preferred. Five+ years of direct ...

DMSi Software

Development Team Manager

Omaha, NE · On-site

Promote team learning and continual improvement. * Create focus and empowerment for the development ... Experience in a management role leading teams/individuals preferred. Five+ years of direct ...

DMSi Software

Development Team Manager

Omaha, NE · On-site

Promote team learning and continual improvement. * Create focus and empowerment for the development ... Experience in a management role leading teams/individuals preferred. Five+ years of direct ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Omaha, NE

Learning And Development Manager information

See Omaha, NE salary details

$50.2K

$98.1K

$132.4K

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

As of Jul 31, 2026, the average yearly pay for learning and development manager in Omaha, NE is $98,129.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,200.00 and $113,700.00 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 Omaha, NE? The most popular types of Learning And Development jobs in Omaha, NE are:
What are popular job titles related to Learning And Development Manager jobs in Omaha, NE? For Learning And Development Manager jobs in Omaha, NE, the most frequently searched job titles are:
What job categories do people searching Learning And Development Manager jobs in Omaha, NE look for? The top searched job categories for Learning And Development Manager jobs in Omaha, NE are:
Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Omaha, NE as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $98,129 per year, or $47.2 per hour.

Organizational Development and Learning Manager

Food Bank for the Heartland

Omaha, NE

Full-time

Posted yesterday

New

Job description

Position Title: Organizational Development amp; Learning Manager
Supported by: Vice President of Human Resources
FLSA Status: Exempt, Full-Time
Our Story:
Food Bank for the Heartland has connected our communities with food, resources, and hope since 1981. The fight against hunger is our ongoing, collaborative effort. We work with individuals, organizations, food manufacturers and distributors, grocery stores, the USDA, and Feeding America to procure food and purchase food to supplement donations. Through the collective power of our leadership, employees, partners, volunteers, and donors, we can reach more communities, serve more people, and address food insecurity more directly and effectively. As new needs arise, we are ready.
Our Philosophy: Every service we provide, program we offer, and decision we make is rooted in our core Mission, Vision, and Values.
In Short:
The Organizational Development amp; Learning Manager serves as Food Bank for the Heartland's champion for organizational capability, workforce development, and continuous learning. This role leads the design, implementation, and continuous improvement of learning and organizational development initiatives that strengthen leadership effectiveness, employee performance, career growth, compliance education, and long-term workforce readiness.
Reporting to and supported by the Vice President of Human Resources, this position translates the organization's people strategy into practical learning experiences, leadership programs, performance resources, career pathways, and organizational development solutions that equip employees and leaders to succeed today while preparing the organization for tomorrow.
Serving as Food Bank for the Heartland's Curator of Learning, this role continuously researches, evaluates, develops, and connects employees with innovative learning opportunities, strategic partnerships, emerging technologies, and high-quality external resources that expand organizational capability while maximizing responsible stewardship of organizational resources.
Working collaboratively with leaders across the organization, the Organizational Development amp; Learning Manager assesses workforce capability needs, supports organizational change, strengthens leadership practices, and fosters a culture where continuous learning, knowledge sharing, and professional growth drive organizational excellence and mission success.
Your Mission:
  • Organizational Capability amp; Learning Strategy: Building the knowledge, skills, and capabilities employees and leaders need to perform effectively, adapt confidently, and advance the organization's mission.
    • Develop, implement, and continuously improve organization-wide learning initiatives that support the learning strategy established by the Vice President of Human Resources while aligning with organizational priorities and workforce needs.
    • Assess organizational strengths, workforce capability gaps, and emerging learning needs through leader consultation, employee feedback, performance trends, workforce data, and organizational priorities.
    • Translate identified capability gaps into practical, scalable learning solutions that prepare employees and leaders for current responsibilities and future organizational needs.
    • Design, develop, and deliver scalable learning experiences that strengthen job knowledge, communication, collaboration, accountability, and individual and team performance across administrative, operational, in-person, hybrid, and remote work environments.
    • Partner with department leaders and subject-matter experts to develop technically accurate, operationally relevant, and mission-aligned learning content.
    • Develop annual learning implementation plans, program roadmaps, and project priorities aligned with the strategic direction established by the Vice President of Human Resources.
    • Promote shared responsibility for development by equipping employees and leaders with tools to identify learning needs, create development goals, and apply learning on the job.
    • Develop scalable, role-based learning pathways, structured development journeys, and professional growth resources that support employee effectiveness, career advancement, internal mobility, and long-term workforce sustainability.
    • Partner with organizational leaders to identify cultural capability needs, cultivate critical thinking, and build development strategies that strengthen workforce readiness and organizational resilience.
    • Champion a culture of continuous learning by fostering curiosity, adaptability, innovation, and personal accountability for growth throughout the organization.
    • Serve as Food Bank for the Heartland's Curator of Learning by continuously researching, evaluating, and recommending innovative learning resources, instructional technologies, and workforce development practices that strengthen employee and leadership capability.
    • Develop and maintain strategic partnerships with nonprofit organizations, educational institutions, workforce development agencies, professional associations, technology providers, and community partners to expand access to high-quality, low-cost, or no-cost learning opportunities.
    • Evaluate and coordinate participation in external learning opportunities, including certifications, conferences, webinars, communities of practice, online learning platforms, and collaborative development programs, to maximize organizational capability and responsible stewardship of development resources.
    • Measure learning effectiveness through participant feedback, knowledge acquisition, behavioral application, performance outcomes, workforce analytics, and organizational-impact measures, using results to continuously improve programs and development investments.
    • Lead the development of workforce development and internship programs that support organizational workforce planning, expand talent pipelines, create meaningful learning experiences, and strengthen Food Bank for the Heartland's long-term workforce sustainability.
    • Serve as a trusted organizational development resource by assessing workforce capability needs and recommending learning and development solutions within the scope of this role.
    • Build trusted partnerships with leaders across departments to identify capability needs, distinguish between learning and non-learning performance challenges, and develop solutions that strengthen organizational effectiveness.
    • Partner with leaders to distinguish among skill gaps, performance-accountability concerns, structural barriers, process breakdowns, communication challenges, and employee-relations matters before recommending the appropriate solution.
  • Leadership and Talent Growth: Developing current and future leaders who advance our mission, values, and long-term success.
    • Lead the implementation, administration, and continuous improvement of Food Bank of the Heartland’s leadership-development framework under the strategic direction of the Vice President of Human Resources, ensuring leadership development initiatives align with the organizational priorities.
    • Design, facilitate, and continuously improve leadership-development programs—including Grow to Lead, Lead to Grow, and future initiatives—for emerging leaders, supervisors, managers, directors, and senior leaders.
    • Build strategic relationships with external facilitators, nonprofit partners, educational institutions, and subject-matter experts to supplement internal learning programs and expand development opportunities for employees and leaders.
    • Translate the organization’s leadership philosophy, competencies, and behavioral expectations into practical learning experiences, tools, and development resources.
    • Create tiered development opportunities based on leadership level, role expectations, organizational priorities, and identified capability needs.
    • Facilitate leadership development focused on communication, coaching, accountability, emotional intelligence, conflict resolution, decision-making, change leadership, performance management, and cross-functional collaboration.
    • Collaborate with the Vice President of Human Resources to identify leadership capability gaps and establish targeted development plans and learning solutions.
    • Support leaders in applying learned practices through facilitated discussions, practical assignments, peer learning, follow-up resources, and ongoing reinforcement.
    • Develop manager toolkits, guides, templates, reinforcement resources, coaching tools, and peer-learning opportunities that strengthen consistency in leadership practices across departments.
    • Equip leaders with practical facilitation techniques, coaching skills, and development resources that strengthen their ability to teach, mentor, and develop employees within their own teams.
    • Coordinate, facilitate, and support leadership retreats, planning sessions, cohort programs, and targeted development experiences that address organizational and team needs.
    • Foster peer-learning networks and leadership communities of practice that encourage collaboration, shared learning, and continuous leadership development across departments.
    • Continuously refine leadership-development pathways using participant feedback, leadership-readiness indicators, succession needs, and organizational priorities to strengthen internal leadership pipelines and long-term organizational continuity.
  • Performance Enablement amp; Accountability: Connecting clear expectations, meaningful feedback, employee development, and organizational results.
    • Support the implementation and continuous improvement of the organization’s performance management framework under the strategic direction of the Vice President of Human Resources.
    • Develop and deliver learning resources, manager education, practical tools, and job aids that support the organization's performance management framework, including goal setting, performance conversations, documentation, feedback, coaching, and employee development planning.
    • Facilitate training for supervisors and managers on performance conversations, coaching, evaluation practices, accountability, and employee development.
    • Support annual and periodic performance-review cycles through leader education, employee communication, system guidance, and process resources.
    • Analyze recurring performance themes and partner with the Human Resources Manager to identify organizational learning opportunities, role clarity needs, leadership support, and process improvements that strengthen employee and organizational performance.
    • Develop learning interventions and performance-support resources that address identified workforce needs while distinguishing between learning needs, accountability concerns, process barriers, role design, and employee relations matters.
    • Promote a growth-oriented performance culture in which feedback, development, and accountability are ongoing rather than limited to annual evaluations.
    • Assist leaders in creating individual development plans tied to performance expectations, career interests, and organizational needs.
    • Measure whether learning interventions improve employee performance, leadership behavior, role clarity, and operational outcomes.
  • Succession Planning, Career Pathways amp; Workforce Readiness: Preparing employees and leaders for future responsibilities while strengthening organizational continuity and internal mobility.
    • Support the Vice President of Human Resources in implementing the organization's succession-planning and leadership-readiness framework.
    • Coordinate talent-review processes, readiness assessments, succession documentation, development planning, and follow-up actions for identified leadership and mission-critical roles.
    • Develop and implement individualized development plans, learning experiences, mentoring opportunities, stretch assignments, and readiness-building activities that prepare identified employees for future leadership and mission-critical roles.
    • Partner with leaders to identify critical skills, future capability needs, and potential continuity risks within their departments.
    • Maintain succession and development documentation in accordance with HR confidentiality and data-governance standards.
    • Track leadership-pipeline indicators, internal promotions, readiness levels, development progress, and identified capability gaps.
    • Support workforce readiness during leadership transitions, organizational growth, new role creation, departmental restructuring, and operational expansion.
    • Develop competency-based career pathways and supporting resources that help employees understand the knowledge, skills, behaviors, experiences, and performance expectations required for career growth and advancement.
    • Partner with the HR team to align external recruitment, internal development, succession planning, and workforce-readiness strategies.
  • Compliance Education amp; Risk Prevention: Ensuring Employees understand the policies, responsibilities, and practices necessary to work safely, ethically, respectfully, and compliantly.
    • Lead the administration, delivery, tracking, and continuous improvement of the organization’s compliance-education program under the policy and governance direction of the Vice President of Human Resources.
    • Partner with the Vice President of Human Resources and the Human Resources Manager to translate policy, legal, safety, and regulatory requirements into clear and effective employee and manager education.
    • Maintain responsibility for training administration and education while escalating policy interpretation, employment-law, investigation, and enforcement matters to the appropriate HR leader.
    • Develop and maintain an annual compliance-training calendar aligned with legal requirements, organizational policies, Feeding America expectations, safety standards, and identified workforce risks.
    • Maintain complete and audit-ready training records, completion data, certifications, acknowledgments, and supporting documentation.
    • Monitor training completion and provide leaders with timely reporting regarding outstanding requirements and compliance risk.

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