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Learning And Development Manager Jobs in Stamford, CT

SS&C

Director, Learning and Development

New York, NY · Remote

Director, Learning and Development Locations: New York, NY (hybrid) Why Join SS&C SS&C combines ... Our teams design, implement, and operate solutions that help clients manage data, automate ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Stamford, CT

Learning And Development Manager information

See Stamford, CT salary details

$54.4K

$106.3K

$143.4K

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

As of Aug 21, 2026, the average yearly pay for learning and development manager in Stamford, CT is $106,307.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,000.00 and $123,200.00 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

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The most popular types of Learning And Development jobs in Stamford, CT are:

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What cities near Stamford, CT are hiring for Learning And Development Manager jobs?

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Learning And Development Manager jobs near you
Infographic showing various Learning And Development Manager job openings in Stamford, CT as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 13% Part Time, 2% Temporary, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $106,307 per year, or $51.1 per hour.

Director, Commercial Learning & Development

Richemont

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 6 days ago

Richemont rating

7.9

Company rating: 7.9 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.
Role Overview
The Director of Commercial Learning and Development is a pivotal leadership role within Cartier North America's Learning & Development, and Transformation team (LDT). Reporting directly to the AVP LDT, this role is responsible for defining (with guidance from AVP), leading, and executing the strategic vision for the Commercial Learning and Development pillar in a deep partnership and collaboration with the Commercial Regional VPs. This pillar is dedicated to elevating the capabilities and performance of Cartier's entire commercial population across North America. The Director will lead a team, fostering their growth and ensuring the delivery of impactful learning solutions that drive commercial excellence and enhance the client experience. This leader will possess a strong commercial business acumen, be highly adept at leveraging data for strategic decision-making and measurement, and will spend significant time in the field to ensure personal deep understanding of the commercial environment, continuous upskilling and coaching of their field team, and supporting commercial success. This role requires a strategic leader who can identify gaps, spot trends, and then partner and ideate solutions with relevant counterparts within the team and across the organization, implement innovative learning solutions, and act as a commercial leader, understanding the nuances of a high-performance selling environment.
Responsibilities
Strategic Leadership & Vision:
  • Define, develop, and execute the overarching strategic vision and roadmap for Commercial Learning and Development across Cartier North America, aligning with global L&D strategies and commercial objectives.
  • Translate complex business challenges and opportunities into innovative and measurable learning and development strategies that drive tangible commercial outcomes.
  • Act as a key strategic team member, partnering with the members of the other three L&D team pillars (Instructional Design, Core Programing, Operations) to, proactively identify gaps, propose solutions, and contribute to the overall strategic direction of the department in alignment with the AVPs vision.

Data Savvy & Measurement Strategy:
  • Leverage advanced analytical skills to interpret complex commercial reporting and data, translating insights into actionable strategies for learning and development.
  • Proactively identify performance gaps and emerging trends through data analysis, informing strategic decisions on areas of focus for the Commercial L&D pillar.
  • Design, implement, and continuously refine a comprehensive measurement strategy to evaluate the effectiveness and return on investment (ROI) of all learning initiatives.

Team Leadership & Development:
  • Lead, mentor, and inspire a high-performing team of Commercial Learning and Development professionals located across North America.
  • Foster a culture of continuous learning, coaching, and development within the team, ensuring individual and collective growth.
  • Oversee the performance management, goal setting, and career development of direct reports, empowering them to achieve excellence and contribute to the pillar's strategic objectives.
  • Delegate effectively, providing clear direction and support to enable the team to execute on strategic priorities.

Commercial Learning:
  • Ensure approach and field team directly contribute to elevating selling skills, client experience, product knowledge, and leadership capabilities within a luxury commercial environment.
  • Reinforce behaviors and skillsets defined in Cartier curriculum.
  • Leverage deep commercial business knowledge and insights from the field as a resource to the Instructional Design team, to ensure learning solutions are relevant, practical, and impactful.
  • Drive the adoption and use of Cartier's Learner Experience Platform and other learning technologies to enhance the learning journey for the commercial population.

Stakeholder Engagement & Partnership:
  • Cultivate and maintain strong, collaborative relationships with key senior stakeholders, including Regional VPs, Boutique Directors, Human Resources Business Partners, and other commercial leaders across North America.
  • Serve as a Commercial Learning and Development liaison, proactively engaging with business partners to understand their needs, align on priorities, and co-create solutions.
  • Partner with cross-functional teams to ensure seamless integration of learning initiatives with broader business strategies, and handoff for reinforcement after in class is completed.
  • Present strategic insights, performance analyses, and recommendations to senior leadership, influencing decision-making and securing buy-in for Commercial L&D initiatives.

Field Presence & Commercial Acumen:
  • Dedicate approximately 70% of time to field activities, including spending time with direct reports, visiting boutiques (both with and without field teams), and engaging with regional leadership.
  • While in field, focusing on the development of Boutique Leadership as well as client facing population.
  • Act as a visible commercial leader, gaining firsthand understanding of the commercial selling environment, client interactions, and operational realities.
  • Utilize field insights to identify emerging trends, performance gaps, and opportunities, translating them into actionable learning strategies and recommendations for the AVP.

Qualifications
  • Minimum of 10 years of progressive experience in Learning & Development, with at least 5 years in a leadership role overseeing a team, preferably within a commercial or retail environment, or 8+ years as a commercial leader in a retail environment with strong experience in people development
  • Proven experience leading and developing a geographically dispersed team
  • Demonstrated depth of knowledge in a commercial selling environment, luxury retail a plus, with experience as a commercial leader highly preferred
  • Exceptional commercial business acumen with a deep understanding of sales drivers, client experience, and market dynamics.
  • Highly analytical and data-savvy, with a proven ability to read, interpret, and make strategic meaning of complex reporting and data to identify gaps, inform decisions, and measure impact.
  • Strong expertise in developing and implementing comprehensive measurement strategies for learning and development initiatives.
  • Strong experience with leveraging data and partnership with Data Analytics team
  • Strong leadership presence with the ability to inspire, influence, and motivate individuals and teams at all levels.
  • Excellent critical thinking skills, with a proactive approach to identifying challenges and developing innovative, results-focused solutions.
  • Superior interpersonal, communication, and presentation skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences, including senior executives.
  • Proven ability to build and maintain strong, trust-based relationships with internal and external stakeholders.
  • Highly collaborative, with a track record of successfully partnering with cross-functional teams to achieve shared objectives.
  • Bachelor's degree in a related field (e.g., Business, Human Resources, Education, Organizational Development); Master's degree preferred.
  • Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) as well as design tools like Canva, and comfort with utilizing AI, experience with Learning Management Systems (LMS)
  • Ability to accommodate travel (approximately 70%) across North America, including field visits to boutiques and regional offices.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.
We Offer
Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are also available. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.
At Richemont, We Craft the Future!
Expected Salary Range: $175,000-205,000
#Richemont #WeCraftTheFuture

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