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Learning And Development Manager Jobs in Phoenix, AZ

Kafene

Business Development Manager

Phoenix, AZ · On-site

$150/hr

Cutting-edge AI and machine learning that analyzes 20,000+ data inputs in real-time, empowering ... Join us. The Business Development Manager (BDM) is a critical driver of growth at Kafene ...

Paychex

Learning Instructor

Phoenix, AZ · On-site

$23.10 - $32.10/hr

Paychex is reimagining how businesses manage their workforce by bringing payroll, HR, benefits, and ... Measured results, inspection and ongoing development in role is required. Responsibilities

Paychex

Learning Instructor

Phoenix, AZ · On-site

$23.10 - $32.10/hr

Paychex is reimagining how businesses manage their workforce by bringing payroll, HR, benefits, and ... Measured results, inspection and ongoing development in role is required. Responsibilities

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Phoenix, AZ

Learning And Development Manager information

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$50.6K

$99K

$133.5K

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

As of Sep 15, 2026, the average yearly pay for learning and development manager in Phoenix, AZ is $98,992.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,900.00 and $114,700.00 per year, depending on experience, location, and employer.

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.

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.

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Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Phoenix, AZ as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 81% Full Time, 15% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $98,992 per year, or $47.6 per hour.

Global Talent & Development Partner

Chandler, AZ • On-site

Array-Technologies-2
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Re-posted 3 days ago

Key responsibilities

  • Design, lead, and improve enterprise-wide talent, performance enablement, and development programs.

  • Partner with HR and business leaders to strengthen leadership and manager capabilities through targeted development pathways and tools.

  • Develop and monitor success measures for programs, refine them based on data and feedback, and manage program logistics and stakeholders.

Job description

Job Description:Global Talent & Development PartnerRole Summary:The Global Talent & Development Partner is responsible for designing, leading, and continuously improving enterprise‑wide talent, performance enablement, and development programs that build leadership and manager capability across the organization. This role owns global learning and leadership development programs, ensuring they are scalable, aligned to business priorities, and integrated across the employee lifecycle.This role serves as a strategic partner to HR leaders and people managers worldwide, translating talent priorities into practical, high‑impact programs that improve performance, readiness, and leadership effectiveness across regions and functions.Key Responsibilities:Global Talent & Development ProgramsLead the design and execution of global talent and development programs, including leadership development, manager effectiveness, performance enablement, and enterprise learning initiatives.Ensure programs are aligned to business strategy, workforce priorities, and evolving organizational needs across regions.Serve as global owner for program governance, structure, content standards, and delivery models.Leadership & Manager DevelopmentOwn leadership development pathways across leadership levels (emerging, people managers, senior leaders), ensuring consistency, quality, and measurable impact.Partner with HR and business leaders to strengthen manager capability in areas such as goal setting, coaching, feedback, performance conversations, and talent development.Incorporate assessments, feedback tools, and experiential learning approaches to strengthen leadership effectiveness.Performance Enablement & Talent IntegrationSupport the performance management ecosystem by embedding learning, manager enablement, and development tools into key talent processes (goal setting, reviews, talent discussions).Ensure alignment between learning programs, performance expectations, succession planning, and broader talent initiatives.Translate insights from talent reviews and leadership data into targeted development priorities.Program Management & MeasurementDevelop clear success measures and dashboards to evaluate program effectiveness, participation, and business impact.Continuously refine programs based on data, participant feedback, and evolving organizational needs.Manage program timelines, vendors, budgets, and delivery partners as applicable.Global Partnership & InfluenceAct as a trusted partner to HR leaders, HRBPs, and people leaders globally, influencing without direct authority.Ensure programs are globally relevant while allowing for thoughtful regional adaptation where needed.Communicate program strategy, expectations, and outcomes clearly to stakeholders and leadership.Qualifications & Experience:8+ years of experience in leadership development, learning & development, talent management, or related HR disciplines.Demonstrated experience leading enterprise or global talent / development programs in complex, matrixed organizations.Strong understanding of performance management, leadership capability building, and adult learning principles.Proven ability to design scalable programs and operate as a program owner rather than a facilitator only.Experience partnering with senior leaders and HR stakeholders to influence talent and leadership outcomes.Comfort working across regions, cultures, and functions with a global mindset.Key Capabilities:Strategic program design and executionLeadership and manager capability developmentPerformance enablement and talent systems integrationData‑driven decision making and impact measurementStakeholder partnership and influenceGlobal mindset with practical execution focus#LI-KB1At Array Tech, Inc., we strive to lead with our culture, and believe that our people are a key enabler of our future state. Our total rewards philosophy supports Array’s ability to attract, develop, and retain our employees. We offer competitive compensation, benefits and wellness programs that align with the local markets where we do business.Array Tech, Inc. offers equal employment opportunity without regard to race, color, gender, age, creed, sex, religion, national origin, disability (physical or mental), marital status, citizenship, ancestry, sexual orientation, gender identity, and gender expression, or any other legally protected status. #J-18808-Ljbffr

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