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Learning And Development Manager Jobs in Riverside, CA

Xe Careers

Business Development Manager

Irvine, CA · On-site +1

$70K - $90K/yr

As the Business Development Manager (BDM), you will be revenue-owning and responsible for ... Learning, development, and tuition assistance programs. * Global career opportunities in an ...

Degenkolb Engineers

Business Development Manager

Orange, CA · On-site

$107K - $145K/yr

... long learning. We deliver customized structural solutions in a variety of practice areas such as ... Our Orange office is seeking a Business Development Manager to support and expand Degenkolb ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Riverside, CA

Learning And Development Manager information

See Riverside, CA salary details

$53.2K

$104K

$140.3K

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

As of Jul 18, 2026, the average yearly pay for learning and development manager in Riverside, CA is $104,013.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,100.00 and $120,500.00 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 Riverside, CA? The most popular types of Learning And Development jobs in Riverside, CA are:
What are popular job titles related to Learning And Development Manager jobs in Riverside, CA? For Learning And Development Manager jobs in Riverside, CA, the most frequently searched job titles are:
What job categories do people searching Learning And Development Manager jobs in Riverside, CA look for? The top searched job categories for Learning And Development Manager jobs in Riverside, CA are:
What cities near Riverside, CA are hiring for Learning And Development Manager jobs? Cities near Riverside, CA 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 Riverside, CA 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 $104,013 per year, or $50 per hour.
Learning and Development Manager - Irvine, CA

Learning and Development Manager - Irvine, CA

Auction.com

Irvine, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 23 days ago

Job description

At Auction.com, we're transforming real estate. As the nation's leading online platform for buying and selling residential bank-owned and foreclosure properties, we connect buyers, sellers, and investors with innovative technology. With over $70 billion in assets, our success is driven by a culture of innovation, collaboration, and impact. We go beyond the bid-empowering our people to thrive and shape the future of the industry
This is an onsite position in Irvine, CA
Learning & Development Manager
Overview
We are seeking a strategic, hands-on Learning & Development Manager to build the capabilities, tools, and learning experiences that support organizational effectiveness, operational consistency, and workforce readiness across a distributed and evolving business environment.
The Learning & Development Manager will partner closely with Operations leadership, people managers, Human Resources, and functional subject matter experts to identify capability gaps and translate business priorities into scalable onboarding, process training, compliance and regulatory learning, leadership development, and reinforcement programs. This role owns the design, delivery, and continuous improvement of learning solutions that improve role readiness, strengthen manager effectiveness, support consistent execution across teams, locations, and working styles, and reinforce strong people management practices across the organization.
The successful candidate will bring strong expertise in adult learning, organizational development, and AI-enabled content creation. They will create modern, data-informed development experiences-including playbooks, manager toolkits, role-based learning paths, remote learning resources, and just-in-time job aids-that strengthen operational performance, support multiple managers, and build a culture of continuous learning across the organization.
Key Responsibilities
Learning & Development / Operational Readiness
  • Design and deliver scalable onboarding and role-readiness programs that improve time to proficiency, support consistent execution, and reinforce core operational processes across teams
  • Develop role-based curricula for frontline employees, support teams, and people managers, including systems training, process knowledge, compliance and regulatory requirements, service standards, leadership expectations, and decision-making frameworks
  • Create and continuously improve learning assets such as process guides, playbooks, manager toolkits, job aids, remote learning modules, and microlearning resources that support multiple ways of performing the same work while maintaining operational standards
  • Leverage AI capabilities to accelerate content development, personalize learning paths, generate role-based practice scenarios, support knowledge discovery, and improve access to learning resources for employees and managers
  • Evaluate and apply modern learning technologies, including learning platforms, virtual delivery tools, and AI-assisted workflow solutions to scale program delivery, learner engagement, and remote access to development resources
  • Facilitate in-person and virtual training sessions, reinforcement workshops, leadership training for managers, and manager coaching experiences that support distributed teams, varied learning needs, and long-term adoption of operational practices

Organizational Partnership & Business Support
  • Partner with leaders across functions to identify performance gaps, prioritize capability needs, and align learning strategies to operational goals, service expectations, and business priorities
  • Translate business processes, policy updates, system changes, and team-specific workflows into actionable learning plans for new hires, tenured employees, and managers
  • Collaborate cross-functionally with Operations, HR, Compliance, Technology, and business partners to ensure learning content is accurate, relevant, and aligned to organizational standards, regulatory requirements, and operational success measures
  • Build role clarity and performance expectations by defining core competencies, critical behaviors, and success profiles that support effective execution across different teams and reporting structures
  • Serve as a trusted advisor to managers on learning strategy, reinforcement planning, and approaches that support consistency while recognizing that multiple teams may complete the same work through different but effective methods
  • Design and lead compliance and regulatory training programs, along with leadership development for managers, to strengthen accountability, support sound decision-making, and reinforce operational success across teams

Change Management & AI Adoption
  • Lead learning support for new processes, system updates, policy changes, organizational transformations, and workflow improvements that affect team effectiveness and operational execution
  • Drive adoption of AI-enabled tools and remote learning solutions by designing practical training, usage guidance, governance guardrails, and reinforcement strategies for employees and managers
  • Equip managers with communication plans, job aids, coaching resources, and facilitation tools needed to support change, reinforce expectations, and guide teams through varied operational practices

Data, Insights & Program Effectiveness
  • Use data and insights such as training participation, proficiency trends, quality outcomes, employee engagement, process adherence, and internal mobility to diagnose issues, prioritize investments, and measure program impact
  • Establish accountability and define success metrics for programs, including adoption, proficiency, behavior change, learner confidence, and business results

People Management & Leadership Skills
  • Demonstrated background managing, coaching, and developing employees or people managers in a business, operations, training, or workforce enablement environment
  • Ability to build trust, provide clear expectations, deliver constructive feedback, support performance improvement, and reinforce accountability in a way that promotes employee growth and team effectiveness
  • Experience supporting managers through employee development conversations, change adoption, team communication, conflict resolution, and consistent application of performance expectations
  • Strong emotional intelligence, communication judgment, and leadership presence, with the ability to guide teams through sensitive topics, organizational change, and varied working styles

Qualifications
Candidates should bring experience in the following areas:
  • Demonstrated experience leading Learning & Development, organizational training, or workforce capability programs in a fast-paced business environment
  • Strong understanding of operational processes, workforce performance drivers, and the influence of managers on team effectiveness and execution consistency
  • Proven ability to conduct needs assessments, design curricula, facilitate training, and evaluate learning effectiveness using business and learner data
  • Experience creating scalable learning content such as process guides, onboarding materials, workshop content, coaching frameworks, and digital learning assets for both in-person and remote audiences
  • Familiarity with AI tools and workflows for content creation, learning personalization, coaching support, and knowledge management, with sound judgment on appropriate and responsible use
  • Strong facilitation, presentation, and stakeholder management skills, with the ability to influence leaders, support multiple managers, and engage learners across a range of roles and locations
  • Analytical mindset with experience using metrics such as training adoption, proficiency, quality outcomes, behavior change, and employee readiness to improve programs
  • Proficiency with learning platforms, content authoring tools, reporting systems, virtual collaboration tools, and Microsoft 365 applications
  • Excellent program and project management skills, with the ability to manage competing priorities and deliver high-quality learning solutions under time constraints

Education & Experience
  • Bachelor's degree in Human Resources, Organizational Development, Education, Business, Communications, or a related field
  • 7+ years of progressive experience in learning and development, organizational training, workforce development, or a closely related field
  • Experience supporting operational teams and building programs that improve onboarding, manager effectiveness, remote learning access, and consistent performance across diverse workgroups
  • Prior people management experience, including coaching employees, supporting manager capability, addressing performance needs, and helping teams navigate change, is strongly preferred

Preferred Qualifications
  • Hands-on experience with modern learning platforms, content authoring tools, virtual facilitation tools, and workforce learning technologies
  • Demonstrated success driving adoption of AI-enabled tools or building AI-assisted learning content and workflows
  • CPTD, ATD, SHRM, or other relevant professional certification
  • Experience in operational learning, workforce enablement, or training within financial services, mortgage, real estate, or other regulated environments
  • Experience leading teams directly or partnering closely with people leaders to strengthen coaching, accountability, employee engagement, and performance consistency

Additional Information
  • Travel: Up to 15% travel may be required for training delivery, leader sessions, and business partnership activities

The good faith base salary [or wage] range for this role at the time of posting and hire is $90,200 - $150,300 per year. Actual compensation offered will be determined based on a number of factors, including but not limited to a candidate's qualifications, skills, competencies, experience, and geographic location.
In addition to base salary, this position is eligible for : bonus.
Auction.com also offers a comprehensive benefits package for eligible employees, including (but not limited to):
  • Medical, dental, and vision insurance.
  • Auction.com contributes an amount equal to 25% of your eligible contributions in our 401k plan.
  • Paid Time Off (PTO), including 12 paid holidays.

The availability and value of benefits may vary and are subject to the terms and conditions of the applicable plan documents.
The Company reserves the right to modify compensation and benefits programs at any time, consistent with applicable law.
Learn more about our benefits and culture at:
https://www.auction.com/lp/careers/
Auction.com is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status, or any other characteristic protected by applicable law.
To all recruitment agencies: Auction.com does not accept agency resumes unless you are part of our preferred partner network. Please do not forward resumes to our jobs alias, Auction.com employees or any other company location. Auction.com is not responsible for any fees related to unsolicited resumes.
To review our California Personnel Privacy Statement and Notice at Collection, please click here.

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