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Learning And Development Manager Jobs in Rochester, NY

Global Payments, Inc.

Business Analyst

Rochester, NY · On-site

You will work closely with Data Analysts, Project Managers, AI Engineers, Salesforce Administrators, and Learning & Development Coordinators to move ideas from discovery through design, testing ...

Global Payments

Business Analyst

Rochester, NY · On-site

You will work closely with Data Analysts, Project Managers, AI Engineers, Salesforce Administrators, and Learning & Development Coordinators to move ideas from discovery through design, testing ...

Paylocity

Manager Implementation Ops

Pittsford, NY · On-site

Work with the Learning & Development department to coordinate, assess and manage employees' training needs and gaps. * Develop and implement employee motivation activities and incentives. * Handle ...

Paylocity

Manager Implementation Ops

Pittsford, NY · On-site

Work with the Learning & Development department to coordinate, assess and manage employees' training needs and gaps. * Develop and implement employee motivation activities and incentives. * Handle ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Rochester, NY

Learning And Development Manager information

See Rochester, NY salary details

$50.3K

$98.4K

$132.7K

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

As of Sep 6, 2026, the average yearly pay for learning and development manager in Rochester, NY is $98,370.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,400.00 and $114,000.00 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.

More about Learning And Development Manager jobs

What are the most commonly searched types of Learning And Development jobs in Rochester, NY?

The most popular types of Learning And Development jobs in Rochester, NY are:

What are popular job titles related to Learning And Development Manager jobs in Rochester, NY?

For Learning And Development Manager jobs in Rochester, NY, the most frequently searched job titles are:

What job categories do people searching Learning And Development Manager jobs in Rochester, NY look for?

The top searched job categories for Learning And Development Manager jobs in Rochester, NY are:

What cities near Rochester, NY are hiring for Learning And Development Manager jobs?

Cities near Rochester, NY 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 Rochester, NY as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, and 5% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $98,370 per year, or $47.3 per hour.

Enterprise HRBP (Food & Beverage Manufacturing) (Hybrid)

Baldwin Richardson Foods

Macedon, NY • On-site

Full-time

Posted 21 days ago

Baldwin Richardson Foods rating

8.3

Company rating: 8.3 out of 10

Based on 11 frontline employees who took The Breakroom Quiz

58th of 445 rated food and drinks producers

Job description

Enterprise HRBP (Food & Beverage Manufacturing) (Hybrid)
Posting Start Date: 8/14/26
Division: Human Resources
Location Type: On-Site
Pay Min: 85,000.00 USD
Pay Max: 95,000.00 USD
Job Location: Macedon, NY, USA, 14502
Req Id: 718
WHAT WE NEED
The Enterprise HR Business Partner serves as a strategic partner to enterprise leaders, driving talent strategy, organizational effectiveness, leadership capability, workforce planning, employee experience, and culture initiatives across assigned business functions. This role partners closely with Talent Acquisition, Talent Strategy, Learning & Development, and business leaders to design and implement programs which strengthen organizational capability, accelerate talent development, and support business growth and strategy.
This role leverages data, insights, systems and business acumen to influence decision-making, optimize workforce effectiveness, and enhance the employee experience throughout the employee lifecycle. The role is responsible for ensuring alignment to enterprise talent strategies, performance management processes, leadership development initiatives, organizational design principles, and company values while maintaining compliance with applicable employment laws and organizational policies.
WHAT YOU WILL DO
Talent Management, Leadership Development & Organizational Effectiveness (40%)
  • Partner with enterprise leaders, Talent Strategy, and Learning & Development to drive talent management, succession planning, leadership development, organizational effectiveness, and workforce capability initiatives.
  • Lead performance management processes, including goal setting, talent reviews, performance evaluations, calibration, and development planning across assigned business functions.
  • Coach leaders on talent assessment, employee development, organizational effectiveness, and leadership capability while promoting a growth-oriented culture.
  • Drive adoption and execution of Individual Growth Plans (IGPs) and enterprise talent programs that strengthen employee and leadership development.

Employee Experience, Engagement & Employee Relations (30%)
  • Serve as a trusted advisor to leaders and employees, providing guidance on employee relations, performance issues, policy interpretation, organizational change, and employment decisions.
  • Foster a positive employee experience by driving engagement, retention, communication, onboarding, and offboarding strategies across the employee lifecycle.
  • Lead complex employee relations matters and investigations while ensuring compliance with company policies, practices, and employment laws.
  • Partner with leaders to develop and execute action plans that strengthen engagement, culture, and Great Place to Work initiatives.

Workforce Planning & Talent Strategy (20%)
  • Partner with business leaders and Talent Strategy to develop workforce plans, organizational design strategies, succession plans, and talent pipelines aligned to business objectives.
  • Collaborate with Talent team and organizational leaders on strategic hiring, workforce forecasting, and organizational change initiatives.
  • Provide insights and recommendations regarding talent risks, organizational health, workforce capability, and retention trends.

HR Analytics, Systems & Enterprise Programs (10%)
  • Utilize workforce analytics and people insights to inform decision-making and measure the effectiveness of talent, engagement, and organizational initiatives.
  • Champion the adoption and effective use of enterprise HCM and talent management tools, including Performance Management, Talent Planning, Individual Growth Plans (IGPs), and Leadership Development programs.
  • Monitor key workforce metrics, including turnover, engagement, talent development, and succession readiness, and recommend actions that drive business results.

Other Responsibilities
  • Build strong partnerships across People Team Centers of Excellence to deliver integrated talent and people solutions.
  • Lead and support enterprise HR initiatives, process improvements, and change management efforts that enhance organizational effectiveness and employee experience.
  • Contribute to the development and standardization of HR programs, practices, and policies across the enterprise.

WHAT YOU NEED TO BE SUCCESSFUL
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field highly preferred.
  • Minimum of five (5) years progressive Human Resources experience, including HR Business Partner experience supporting professional, corporate, or enterprise functions.
  • Demonstrated experience in talent management, succession planning, leadership development, organizational effectiveness, and workforce planning.
  • Experience using workforce analytics, talent insights, and HR systems to influence business decisions and drive organizational outcomes.
  • Proven ability to consult with and influence leaders on talent strategy, organizational design, employee engagement, and change management initiatives.
  • Experience facilitating talent reviews, performance management processes, and leadership development programs strongly preferred.
  • SPHR or SHRM-SCP certification strongly preferred.

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