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Learning And Development Manager Jobs in Rochester Hills, MI

Reliance One

Instructional Designer

Warren, MI · On-site +1

$33 - $35/hr

Support project planning activities, including timelines, resources, dependencies, and development expectations. * Manage projects using agile learning design approaches to respond to changing ...

New

LIFT

Learning Lab Coordinator

Detroit, MI · On-site

Senior Manager, Education & Workforce Development Job Location: LIFT ALMMII Headquarters 1400 Rosa Parks Blvd Detroit, MI 48216 Scope of Work & Purpose: The Learning Lab Coordinator is responsible ...

New

University Prep Schools

Learning Specialist

Detroit, MI · On-site

Summary: The Learning Specialist (resource room teacher) is primarily responsible for providing ... Highly-developed organizational, planning, and time management skills; * Implements and follows ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Rochester Hills, MI

Learning And Development Manager information

See Rochester Hills, MI salary details

$46.9K

$91.8K

$123.8K

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

As of Jul 13, 2026, the average yearly pay for learning and development manager in Rochester Hills, MI is $91,768.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,900.00 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 Rochester Hills, MI? The most popular types of Learning And Development jobs in Rochester Hills, MI are:
What are popular job titles related to Learning And Development Manager jobs in Rochester Hills, MI? For Learning And Development Manager jobs in Rochester Hills, MI, the most frequently searched job titles are:
What job categories do people searching Learning And Development Manager jobs in Rochester Hills, MI look for? The top searched job categories for Learning And Development Manager jobs in Rochester Hills, MI are:
What cities near Rochester Hills, MI are hiring for Learning And Development Manager jobs? Cities near Rochester Hills, MI 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 Hills, MI as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 22% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $91,768 per year, or $44.1 per hour.
Leadership Development - Content & Learning Experience Lead

Leadership Development - Content & Learning Experience Lead

GP Strategies Corporation

Troy, MI • On-site

Full-time

Posted 26 days ago

Job description


Content & Experience Designer - Leadership Development
About the Role
We are seeking a highly skilled Content & Experience Designer to play a critical role in shaping impactful leadership development initiatives. This position is responsible for translating leadership development strategies and architectures into high-quality, cohesive learning experiences that drive meaningful and sustained behavior change.
You will design and develop facilitator-led materials, participant resources, and leader tools that align tightly with business priorities and learning objectives. A key focus of this role is ensuring instructional integrity across all assets-creating a seamless, engaging, and application-focused learning journey.
This role is ideal for someone who combines deep leadership development expertise with strong instructional design capability and thrives in collaborative, fast-paced environments.
Key Responsibilities
  • Translate leadership development architectures into high-quality learning assets, including facilitator guides, participant materials, and practical leader tools
  • Ensure consistency and instructional rigor across all program components, aligning learning objectives, design principles, and outcomes
  • Design engaging, learner-centered experiences that promote real-world application and behavior change
  • Develop clear, compelling, and structured content tailored to diverse leadership audiences
  • Partner closely with Learning Architects, Graphic & Media Designers, and Project Managers to deliver integrated solutions
  • Support rapid prototyping and iteration, using feedback to refine and enhance program effectiveness
  • Contribute to scalable solutions that can be deployed across enterprise and functional groups
Required Qualifications
  • Deep expertise in leadership development, with the ability to engage meaningfully with content-not just format
  • Strong foundation in instructional design principles, with proven experience ensuring end-to-end instructional integrity
  • Demonstrated ability to translate learning architectures into high-quality deliverables
  • Experience creating facilitator guides, participant materials, and leader-facing tools
  • Strong capability in learner experience design, with a focus on engagement and application
  • Excellent content development and writing skills, with the ability to simplify complex concepts into practical learning
  • Proven ability to collaborate effectively within cross-functional teams
Preferred Qualifications
  • Experience in a design or capability lead role (vs. purely operational roles)
  • Proven track record of designing solutions at scale across enterprise environments
  • Familiarity with modern and AI-enabled design tools and workflows
What We're Looking For
We are looking for a designer who brings both strategic thinking and execution excellence. The ideal candidate:
  • Connects learning design to real business outcomes
  • Designs with a strong emphasis on application and behavior change
  • Thrives in ambiguity and can translate broad ideas into structured, testable solutions
  • Balances rigor with creativity, ensuring both quality and engagement
  • Walk through a leadership program they have designed end-to-end, including business context and design decisions
  • Demonstrate how they translate abstract requirements into structured learning solutions
  • Share examples of tools or assets that influenced real behavior change
  • Discuss their approach to iteration, feedback, and stakeholder alignment
  • Provide 1-2 work samples and explain their specific contributions

About Us
GP Strategies Corporation is one of the world's leading talent transformation providers. By delivering award-winning learning and development solutions, we help organizations transform through their people and achieve meaningful change. GP Strategies has delivered our innovative consulting, learning services, and talent technology solutions to over 6,000 organizations globally.
From our global experience working across thousands of projects and initiatives over the past 55 years, we've learned that relationships, business, work, innovation, strategy, and transformation are all about people. And, to put it simply, GP Strategies is about our people - an extensive global network of learning experts. Additional information can be found at www.gpstrategies.com.
With more than 4000 employees in over 30 countries, diversity at GP Strategies is second nature! Beyond our locations, our culture focuses on performance and revolves around respect, fairness, and working collaboratively to achieve our goals. We support our People, no matter who they are or where they are from, because we all have valuable and unique perspectives and approaches. That's how great ideas are born, which enable us to work smarter.
GP Strategies is committed and proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth and related conditions, sexual orientation, and gender identity), national origin, age, veteran status, disability, or any other federally protected class.

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