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Learning And Development Manager Jobs in Saint Paul, MN

Airgas

Bulk Business Development Manager

Roseville, MN · On-site

$55 - $75/hr

## Business Development Manager - BulkApplylocations: Roseville, MNtime type: Full timeposted on ... Commitment to continuous learning through training and industry resources.**Preferred ...

AMA Las Vegas

Business Development Manager

Minneapolis, MN · On-site

$145 - $165/hr

... Development Manager (BDM), supporting key Litigation Department practices, including Antitrust ... Take advantage of continuous learning opportunities and avenues for career growth. * Inclusion:

New

Airgas

Bulk Business Development Manager

Roseville, MN · On-site

R10093758 Bulk Business Development Manager (Open) Location: Roseville, MN - Filling industrial How ... Commitment to continuous learning through training and industry resources. Preferred Qualifications:

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Saint Paul, MN

Learning And Development Manager information

See Saint Paul, MN salary details

$51.5K

$100.6K

$135.7K

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

As of Sep 4, 2026, the average yearly pay for learning and development manager in Saint Paul, MN is $100,609.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $116,600.00 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 Saint Paul, MN?

The most popular types of Learning And Development jobs in Saint Paul, MN are:

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For Learning And Development Manager jobs in Saint Paul, MN, the most frequently searched job titles are:

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The top searched job categories for Learning And Development Manager jobs in Saint Paul, MN are:

What cities near Saint Paul, MN are hiring for Learning And Development Manager jobs?

Cities near Saint Paul, MN 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 Saint Paul, MN as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $100,834 per year, or $48.5 per hour.

Learning and Development Partner

HHAeXchange

Minneapolis, MN • Hybrid

Full-time

Medical, Retirement, PTO

Re-posted 10 days ago

Job description

HHAeXchange is the leading technology platform for home and community-based care. Founded in 2008, HHAeXchange was born out of an idea to create a fully comprehensive end-to-end homecare solution to help people who are aging or have disabilities thrive in their homes and communities. Our employees are passionate about transforming the healthcare space by building the only homecare ecosystem that fully connects patients, personal care providers, managed care organizations, and states.  

The Learning & Development Partner drives organization-wide learning strategy for HHAeXchange by curating, implementing, and measuring development programs that accelerate employee effectiveness at every career stage. This role takes an AI-first approach-leveraging artificial intelligence tools and existing high-quality content libraries rather than building curriculum from scratch-to deliver scalable, high-impact learning experiences across a fast-growing healthcare technology organization.

The L&D Partner owns three core pillars: general employee onboarding (partnering closely with the Customer Experience team to define where onboarding ends and revenue-focused Enablement begins), management and leadership development (including ownership of HHAeXchange's management development program, LeadWell), and emerging development needs across the business. This role serves as the connective tissue between People & Culture and the CX/Enablement function, ensuring content is shared, approaches are aligned, and the employee experience is seamless from Day 1 through career progression.

This is a hybrid position, with an expectation to report to the NYC office 3 days/week (typically Tues/Wed/Thurs).  
 
To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily with or without reasonable accommodations.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Essential Job Duties

AI-Enabled Learning Strategy & Content Curation

  • Leverage AI tools (e.g., content generation, adaptive learning platforms, analytics) to curate, personalize, and scale learning programs across the organization rather than developing all content from scratch.
  • Continuously evaluate and integrate emerging AI capabilities, third-party content libraries, and digital learning platforms to maximize reach and minimize time-to-competency.
  • Build an internal framework for when to curate versus create, ensuring quality and brand alignment across all learning experiences.

General Onboarding

  • Own the enterprise-wide onboarding experience for all new hires, ensuring a consistent, engaging, and efficient first 90 days.
  • Partner with the Customer Experience/Enablement team to define clear handoff points: where general onboarding ends and role-specific Enablement begins for revenue-focused positions (Sales, Customer Success, Implementation).
  • Design and maintain shared onboarding content with CX/Enablement to eliminate duplication and ensure message consistency.
  • Measure onboarding effectiveness through time-to-productivity metrics, new hire satisfaction surveys, and manager feedback loops.

Management & Leadership Development

  • Own and evolve the LeadWell program-HHAeXchange's management development initiative-ensuring it reflects current leadership skills and business priorities.
  • Design development pathways for new managers, experienced people leaders, and high-potential individual contributors preparing for leadership roles.
  • Facilitate learning sessions (live and virtual) and curate self-paced content to support continuous management growth.

Organizational Development & Stakeholder Partnership

  • Conduct learning needs analyses across departments and translate findings into targeted development plans and develop annual learning roadmaps that support organizational growth, leadership readiness and future skill requirements.
  • Partner with HRBPs and business leaders to identify workforce capability gaps and prioritize development initiatives aligned to business strategy.
  • Serve as the primary L&D liaison to the Customer Experience team, maintaining a regular cadence of alignment on content, priorities, and program calendars.  This includes quarterly planning cycles together to ensure content is shared and aligned. 
  • Partner with People & Culture leadership on talent assessment, succession planning support, and performance development initiatives.
  • Administer and optimize the Learning Management System (LMS), ensuring appropriate content assignment, compliance training integration, and reporting.
  • Establish and maintain measurement frameworks (engagement, completion, behavioral change, business impact) for all learning programs.

Career Development & Internal Mobility

  • Partner with the HRBPs and Talent Acquisition to develop scalable career development resources that help employees understand growth opportunities within HHAeXchange.
  • Partner with leaders and HRBPs to establish role-based development pathways.
  • Support internal mobility initiatives through curated learning journeys and development planning resources.
  • Promote a culture of continuous learning and career ownership.

Change Readiness & Organizational Adoption

  • Support organizational change initiatives through learning and adoption strategies.
  • Develop scalable approaches to reinforce behavior change and adoption.

 Upholding our Company Values

  • Embody and uphold our core values by delivering exceptional solutions (Achieve), succeeding together, powered by transparency and respect (Collaboration), Growing by being curious and always learning (Growth), focusing on our customers' success (Support).
Other Job Duties
  • Other duties as assigned by supervisor or HHAeXchange leader.
Travel Requirements
  • Travel 10-25%, including overnight travel
Required Education, Experience, Certifications, and Skills
  • 7+ years of experience in Learning & Development, Organizational Development, or a related field within a technology or SaaS environment.
  • Demonstrated experience curating and scaling learning programs using third-party content, AI tools, and digital platforms (not solely building from scratch).
  • Demonstrated use of leveraging AI tools to develop and deploy meaningful learning programs effectively
  • Hands-on experience administering and configuring a Learning Management System (WorkRamp, Lessonly, Docebo, or similar).
  • Previous experience defining onboarding-to-enablement handoff models in organizations with dedicated Enablement teams on in team training capabilities.
  • Proven ability to design and facilitate management/leadership development programs.
  • Strong cross-functional partnership skills with the ability to influence without authority across People & Culture, CX/Enablement, and business leaders.
  • Excellent communication skills-written, verbal, and facilitation-with audiences at all organizational levels.
  • Ability to thrive in a fast-paced, autonomous environment with shifting priorities.
The base salary range for this US-based, full-time, and exempt position is $120,000 - $140,000, not including variable compensation. An employee's exact starting salary will be based on various factors including but not limited to experience, education, training, merit, location, and the ability to exemplify the HHAeXchange core values.
 
This is a benefits-eligible position. HHAeXchange offers competitive health plans, paid time-off, company paid holidays, 401K retirement program with a Company elected match, including other company sponsored programs.
 
HHAeXchange is an equal-opportunity employer. The Company offers employment opportunities to all applicants and employees without regard to race, color, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, medical condition, marital status, veteran status, citizenship, genetic information, hairstyles, or any other status protected by local or federal law.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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