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Learning And Development Manager Jobs in Worcester, MA

Dyne Tx

VP, Learning & Leadership Development

Waltham, MA · On-site

$310 - $355/hr

Establish manager readiness and effectiveness measures across the organization Learning & Workforce Capability * Lead enterprise learning and development programs that build critical business ...

Technium

Business Development Manager

Marlborough, MA · On-site

$100K/yr

... learning opportunities--we are committed to finding the right people to join our team as we ... Position Summary Technium is seeking a highly motivated New Business Development Manager to ...

Technium

Business Development Manager

Marlborough, MA · On-site

$100 - $140/hr

... learning opportunities--we are committed to finding the right people to join our team as we ... Technium is seeking a highly motivated New Business Development Manager to identify, develop, and ...

Robert Half

Learning Experience Designer

Boxborough, MA · On-site

$35 - $38/hr

The Learning Experience Designer will support a high-priority learning and development initiative ... Experience creating and managing surveys using Qualtrics or similar platforms * Portfolio or work ...

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All JobsLearning And Development JobsLearning And Development Manager JobsLearning And Development Manager Jobs in Worcester, MA

Learning And Development Manager information

See Worcester, MA salary details

$50.9K

$99.5K

$134.2K

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 Worcester, MA is $99,482.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,300.00 and $115,200.00 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.

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What cities near Worcester, MA are hiring for Learning And Development Manager jobs?

Cities near Worcester, MA 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 Worcester, MA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $99,482 per year, or $47.8 per hour.

VP, Learning & Leadership Development

Dyne Tx

Waltham, MA • On-site

$310 - $355/hr

Other

Re-posted yesterday

Key responsibilities

  • Design and execute enterprise leadership, management, and workforce capability strategies.

  • Build and oversee enterprise learning programs, standards, and systems to develop leadership and organizational capabilities.

  • Partner with senior leaders to strengthen leadership effectiveness, succession planning, and organizational culture.

Job description

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne’s leadership, management, and workforce capability strategy. This role defines and drives the enterprise learning philosophy and establishes the systems, experience, and standards with aligned methodologies for how Dyne develops and delivers training across the organization. The Vice President builds the systems, experiences, and culture that accelerate leadership effectiveness, organizational performance, and talent growth across all stages of the employee lifecycle.

As a member of the HR Leadership Team, this executive partners closely with the Executive Committee (EC), Senior Leadership Team (SLT), and people managers to strengthen leadership capability, succession readiness, enterprise thinking, and organizational effectiveness as Dyne continues to scale toward commercialization and global growth.

This role combines strategic leadership with hands‑on execution and is responsible for leadership development, manager excellence, enterprise learning, onboarding, organizational capability building, and succession‑focused talent development. This leader also serves as the enterprise integrator of training across Dyne, creating alignment, consistency, and connectivity across functional, leadership, compliance, onboarding, and workforce development programs.

This is a full‑time position based in Waltham, MA.

Primary Responsibilities

Enterprise Leadership Development Strategy

  • Develop and execute a multi‑year leadership development strategy aligned with Dyne’s business objectives, culture, values, and growth trajectory
  • Design impactful development experiences for executives, senior leaders, emerging leaders, first‑time managers, and individual contributors
  • Build leadership capability in critical areas, including:
    • Strategic thinking
    • Enterprise leadership
    • Change leadership
    • Decision‑making
    • Cross‑functional collaboration
    • Executive communication
    • People leadership
    • Digital and AI mindset
  • Establish leadership competency frameworks and development pathways aligned to Dyne’s career architecture

Manager Excellence & People Leadership

  • Design and implement a scalable best‑in‑class manager development curriculum
  • Equip leaders with tools, practices, and capabilities to:
    • Coach and develop talent
    • Effectively deliver feedback
    • Lead through change
    • Build engaged and high‑performing teams
    • Establish manager readiness and effectiveness measures across the organization

Learning & Workforce Capability

  • Lead enterprise learning and development programs that build critical business, leadership, and functional capabilities
  • Serve as the central integrator of standards, systems, and platforms for training across the company, partnering with functional leaders to align priorities, develop content‑specific programs, reduce duplication, ensure consistency, and connect development efforts to enterprise capability needs
  • Develop scalable learning solutions that blend instructor‑led, virtual, digital, and experiential methodologies
  • Oversee onboarding and integration programs that accelerate new hire productivity and engagement
  • Partner with Commercial and Medical training function to facilitate onboarding and continuous development programs that enable rapid proficiency for sales, market access, marketing, patient services, and field leadership teams

Talent Development & Succession

  • Partner with Talent Management and HR Business Partners to connect leadership development with talent review, succession planning, and career growth processes
  • Design high‑potential and accelerated development programs that prepare leaders for broader enterprise impact
  • Build leadership pipelines for critical business, scientific, technical, and commercial roles
  • Ensure leadership development efforts strengthen succession readiness across key positions

Organizational Effectiveness & Culture

  • Partner with executive leaders to strengthen leadership team effectiveness, alignment, and execution
  • Support enterprise initiatives that enhance collaboration, accountability, innovation, and engagement
  • Facilitate executive and leadership team workshops focused on strategy, effectiveness, communication, and culture
  • Embed a culture of continuous learning and development across Dyne
  • Champion change management initiatives by developing learning strategies that support organizational transformation, new product launches, and evolving business priorities

Measurement & Impact

  • Define meaningful metrics and analytics to assess learning effectiveness, adoption, and business impact
  • Measure leadership bench strength, succession readiness, internal mobility, employee development, and leadership effectiveness
  • Use data and employee insights to continuously improve programs and investment strategies and translate learning and leadership investments into measurable outcomes tied to business priorities
  • Leverage learning technologies, digital platforms, and data analytics to deliver engaging, measurable, and scalable learning experiences while evaluating program effectiveness and business impact
  • Build and lead a high‑performing Learning & Leadership Development function
  • Establish partnerships with external learning providers, executive coaches, universities, and leadership development organizations
  • Manage budgets, vendor relationships, and strategic investments to maximize quality, scalability, and business impact
Education and Skills Requirements
  • Bachelor’s degree required; advanced degree preferred
  • 20+ years of progressive leadership experience in Learning & Development, Leadership Development, Talent Management, Organizational Development, or related disciplines
  • Experience building enterprise‑wide leadership development strategies in high‑growth and commercial stage organizations
  • Demonstrated success partnering with executive leadership teams
  • Strong understanding of adult learning principles, leadership development methodologies, and organizational effectiveness practices
  • Experience leading organizational change and culture transformation initiatives
  • Proven ability to influence at executive and board‑facing levels
  • Highly adaptable, resilient with strong leadership presence, self‑awareness, and sound judgment
  • Excellent communicator and influencer with ability to adapt style and approach as needed to drive alignment, clarity, and action
  • Ability to build trusted relationships and credibility at all levels of the organization
  • Demonstrated experience leading teams and driving organizational growth
  • Self‑starter, able to drive work forward within fast‑paced, dynamic and high growth environment with a strong track record of execution
  • Digital‑first mindset with a strong interest in emerging technologies, including AI and automation, and the ability to translate these innovations into practical learning programs that build organizational capability and accelerate business performance
  • A startup mindset: adaptable, proactive, resourceful, and willing and ready to roll up your sleeves to execute

MA Pay Range

$310,000 — $355,000 USD

The pay range reflects the base pay range Dyne reasonably expects to pay for this role at the time of posting. Individual compensation depends on factors such as education, experience, job‑related knowledge, and demonstrated skills.

The statements contained herein reflect general details as necessary to describe the principles functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all‑inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance workload.

Dyne Therapeutics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.

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