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Learning And Development Manager Jobs in Trumbull, CT

Robert Half

Learning Systems Administrator

Stamford, CT · On-site

$45 - $50/hr

Managed day-to-day LMS operations, ensuring system reliability and performance * Configured and ... Developed internal controls to maintain system integrity and reporting accuracy Operational Support ...

Entegris

Manager, Thin Film Deposition R&D

Danbury, CT · On-site

$125K - $160K/yr

Manager, Thin Film Deposition R&D The Role: Our site in Danbury, CT is seeking a Thin Film ... your learning journey • Values-driven culture with colleagues that rally around People ...

Deloitte

Cornerstone Senior Manager

Stamford, CT

... Human Resources, Learning and Development, and Information Technology * Leading design ... Managing and developing teams of analysts, consultants, senior consultants, and managers through ...

BIC

Associate Brand Manager- Shavers

Shelton, CT · Hybrid

$86K - $112K/yr

Learning & Development Expectations * Demonstrates strong business curiosity and a desire to develop a general manager mindset. * Learns to balance speed and rigor, making thoughtful recommendations ...

BIC

Associate Brand Manager- Shavers

Shelton, CT · On-site

$86K - $112K/yr

Learning & Development Expectations * Demonstrates strong business curiosity and a desire to develop a general manager mindset. * Learns to balance speed and rigor, making thoughtful recommendations ...

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

Learning And Development Manager information

See Trumbull, CT salary details

$50K

$97.8K

$132K

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

As of Jul 14, 2026, the average yearly pay for learning and development manager in Trumbull, CT is $97,822.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,900.00 and $113,300.00 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 job categories do people searching Learning And Development Manager jobs in Trumbull, CT look for? The top searched job categories for Learning And Development Manager jobs in Trumbull, CT are:
What cities near Trumbull, CT are hiring for Learning And Development Manager jobs? Cities near Trumbull, CT 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 Trumbull, CT as of July 2026, with employment types broken down into 1% As Needed, 72% Full Time, 23% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $97,822 per year, or $47 per hour.

Senior Performance Management and Talent Development Specialist

Knights of Columbus - Council 11091

New Haven, CT • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 13 days ago

Job description

Feel Good About Doing Good
The Knights of Columbus is a tax-exempt Catholic fraternal benefit society that provides financial security to members and their families through our life insurance, long-term care insurance, disability income insurance, investment and annuity products. Charity is at the core of our missions: our profits are donated to help those in need and to support our faith - $1.73B over the past ten years.
While we have many employees who are not Catholic, we follow the Church's teachings in our investment strategies and our employee benefits. As part of our religious mission, we support the pro-life cause by contributing to the March for Life and pregnancy resource centers, we oppose assisted suicide and euthanasia, we are evangelists for the Catholic faith, and we help Christians who are facing religious persecution in the Middle East. We all work together to support our two million members as they volunteer to help others in their parishes and communities around the world.
Share Your Talent. Live Your Purpose.
We are a growing and purpose-driven community of professionals. Join us to discover how you can meet your goals and ours!
#LI-Hybrid
Overview
We are seeking a skilled and proactive Performance Management and Talent Development professional to fill a position focused on a program that creates a practical structure for manager and employee engagement and fosters success and growth opportunities. The ideal candidate will bring strategic insight and hands-on experience in leading end-to-end performance cycles and talent development initiatives.
Core Responsibilities
  • Develop and communicate review cycle launches, timelines, and deliverables to ensure compliance at each stage (goal-setting, probationary reviews, annual reviews).
  • Lead goal-setting and performance review workshops.
  • Coach individuals on corporate goal alignment, learning goal opportunities, and reporting annual achievements.
  • Act as a visible champion for a continuous learning culture, promoting resources and encouraging participation in development opportunities.
  • Integrate the growth mindset philosophy into all talent development initiatives and communications.

Skills Qualifications
Required:
  • Facilitating engaging workshops and training sessions (both virtual and in-person) for diverse audiences, including senior leadership.
  • Strong analytical skills with experience using data to drive decision-making and measure program effectiveness.
  • Exceptional communication, interpersonal, and influencing skills, with the ability to build relationships at all levels of the organization.
  • Proficient in HRIS platforms (SAP preferred) and LMS.
  • Proficient in Word, Excel, PowerPoint, and Outlook.
  • Demonstrated experience with creating professional and comprehensive presentations and spreadsheets.
  • Evidence of an effective team player who is flexible, motivated, and participates in all HR initiatives.
  • Excellent problem-solving and troubleshooting abilities.
  • Able to operate independently with solid decision-making skills.

Education
Required:
• Bachelor's degree in HR, Organizational Development, Psychology, Business, or a related field (or equivalent experience).
• 5+ years in HR, with 2+ years in performance management and talent development administration.
Compensation
The wage range for this role takes into account a broad array of factors that are considered in making compensation decisions, including but not limited to: skill sets; experience and training; licensure and certifications; and other business and organizational needs. The range below applies as long as the work is performed in Connecticut; the Knights of Columbus reserves the right to adjust the wage range if the position is performed in another location. At the Knights of Columbus, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $110,000 - $187,000.
Authorization to work in the United States is required.
This position is not eligible for visa sponsorship.
Physical Demands
Must be able to remain in a stationary position for a majority of the workday.
KofC Cares
Our mission is focused on family and faith, and we support our employees in seeking a balanced life.
Employee benefits include:
Time Away: 13 paid holidays per year in addition to vacation and paid sick leave, and flexible workweek schedules.
Professional Development: Certifications, designation, and tuition reimbursement.
Retirement Benefits: 401(k) retirement savings plan with matching company contributions, and cash balance retirement plans fully funded by the company.
Health and Wellness:
  • Short-term disability and term life insurance fully paid for by the company;
  • Up to 12 weeks of childbirth leave under STD policy.
  • One week of fully paid parental leave for all new parents, including adoptive and foster parents.
  • A variety of health insurance options, including premium-level family coverage and a pre-tax Health Savings Account with employer contributions. The Order's health plans do not cover abortion, sterilization, or contraception, and the Order has helped advocate for other employers who do not want to provide coverage.
  • Long-term disability insurance;
  • Dental insurance;
  • Vision insurance;
  • Health club membership reimbursement;
  • Employee Assistance Program

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