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Learning And Development Program Manager Jobs in Illinois

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Learning And Development Program Manager information

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$29.1K

$93.2K

$166.7K

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

As of Aug 8, 2026, the average yearly pay for learning and development program manager in Illinois is $93,193.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,400.00 and $102,700.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a learning and development program manager?

To thrive as a Learning and Development Program Manager, you need a background in instructional design, adult learning principles, and program management, often supported by a relevant degree or certification such as CPLP or SHRM. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and data analytics platforms is typically required. Strong communication, leadership, and stakeholder management skills help drive engagement and ensure effective collaboration. These skills are vital to designing impactful learning initiatives that align with organizational goals and foster employee growth.

What does a learning and development program manager do?

A Learning and Development Program Manager is responsible for designing, implementing, and overseeing employee training and professional development programs within an organization. They assess training needs, develop learning strategies, and coordinate with various departments to ensure programs align with business goals. Their role often includes managing budgets, measuring program effectiveness, and staying up-to-date with the latest learning technologies and trends.

What are some common challenges faced by learning and development program managers when implementing new training initiatives?

Learning and Development Program Managers often encounter challenges such as securing stakeholder buy-in, aligning training programs with business objectives, and ensuring consistent engagement from participants. Additionally, they must balance the needs of a diverse workforce and keep up with evolving technologies and learning methodologies. Overcoming these challenges requires strong communication skills, adaptability, and ongoing collaboration with both leadership and team members to ensure programs deliver measurable results.

What is the difference between Learning And Development Program Manager vs Training Coordinator?

AspectLearning And Development Program ManagerTraining Coordinator
ResponsibilitiesDesigning, implementing, and overseeing comprehensive learning programs, strategic planning, and managing teams.Coordinating training sessions, scheduling, logistics, and supporting trainers.
Required SkillsProgram development, leadership, strategic thinking, and communication skills.Organizational skills, attention to detail, and communication skills.
CredentialsBachelor’s degree, often a master’s, certifications like CPLP or ATD.Bachelor’s degree often preferred, certifications like CPT or similar beneficial.
Work EnvironmentCorporate offices, training departments, or remote settings.Training rooms, corporate offices, or remote support roles.

The Learning And Development Program Manager focuses on strategic program design and leadership, while the Training Coordinator handles the logistical aspects of training delivery. Both roles are essential in employee development but differ in scope and responsibilities.

What does a learning and development program manager do?

As a learning and development program manager, you design and develop learning programs for an organization. Your responsibilities are to coordinate programs that enhance the capabilities of employees through continued education and skills training. You may implement these strategies through in-person classes, educational materials, or a combination of the two. Throughout employee training, you also evaluate the effectiveness of your plan and make adjustments as necessary. Other duties include utilizing available resources, teaching training methods to instructors, and staying within the company’s budget. Your overall goal is to boost productivity for your organization by creating more knowledgeable and capable employees.

More about Learning And Development Program Manager jobs
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Learning And Development Program Manager jobs near you
Infographic showing various Learning And Development Program Manager job openings in Illinois as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $93,193 per year, or $44.8 per hour.

Sr. Manager, Learning & Development

Sotera Health

Oak Brook, IL

Full-time

Re-posted 26 days ago

Job description

The name Sotera Health was inspired by Soteria, the Greek goddess of safety, and reflects the Company's unwavering commitment to its mission, Safeguarding Global Health.

Sotera Health Company is a leading global provider of mission-critical sterilization and lab testing and advisory services for the healthcare industry. With a combined tenure across our businesses of nearly 200 years and our industry recognized scientific and technological expertise, we help to ensure the safety of millions of patients and healthcare practitioners around the world every year.

Across our 64 facilities worldwide, we have over 3,000 employees who are dedicated to safety and quality. We are a trusted partner to more than 5,800 customers in over 50 countries, including more than 40 of the top 50 medical device companies and 9 of the top 10 pharmaceutical companies.

Role Overview

The Senior Manager, Learning & Development (L&D) is responsible for shaping and driving a high-impact learning strategy that builds a culture of continuous development across the organization. This role leads the design and execution of scalable learning programs, establishes effective operating mechanisms, and curates a comprehensive curriculum that supports leadership growth, front-line leader effectiveness, and job-specific capability building.

This leader partners closely with business stakeholders, HR, and senior leadership to align learning initiatives with organizational goals, ensuring employees at all levels have the skills and capabilities needed to succeed.

Key Responsibilities

1. Build a Learning Culture

  • Champion a culture of continuous learning, curiosity, and growth across the organization
  • Embed learning into the employee lifecycle, from onboarding through leadership development
  • Promote modern learning practices (e.g., social learning, on-demand learning, experiential development)
  • Influence leaders to actively support and model development behaviors

2. Establish Operating Mechanisms

  • Design and implement scalable L&D processes, governance, and frameworks
  • Develop annual and quarterly learning strategies aligned to business priorities
  • Define success metrics and reporting mechanisms to measure learning effectiveness and ROI
  • Manage learning technologies (LMS/LXP) and vendor partnerships
  • Ensure consistent needs assessment, program design, delivery, and evaluation standards

3. Curate and Deliver Enterprise Learning Curriculum

  • Build and maintain a comprehensive, role-based learning curriculum across the organization
  • Oversee development and curation of content across multiple modalities (digital, instructor-led, blended)
  • Ensure accessibility and relevance of learning programs for a diverse workforce

4. Leadership Development

  • Design and deliver leadership development programs for all levels (emerging, mid-level, and senior leaders)
  • Create frameworks for leadership competencies and career progression
  • Partner with HR and executive leadership on succession planning and talent development strategies

5. Job-Related Skills Development

  • Partner with business leaders to identify critical skill gaps and future capability needs
  • Curate and deliver technical, functional, and role-specific training programs
  • Support reskilling and upskilling initiatives aligned with organizational priorities

6. Stakeholder Partnership & Influence

  • Collaborate with HR Business Partners and functional leaders to align learning strategies with business needs
  • Act as a trusted advisor to leadership on organizational capability building
  • Lead cross-functional initiatives to drive enterprise-wide development outcomes

Qualifications

  • Bachelor's degree in Human Resources, Organizational Development, Business, or related field (Master's preferred)
  • 8-12+ years of experience in Learning & Development, Organizational Development, or Talent Management
  • Proven experience building and scaling learning strategies and programs
  • Strong expertise in leadership development and adult learning principles
  • Experience implementing L&D operating models, systems, and metrics
  • Excellent stakeholder management and influencing skills

Key Competencies

  • Strategic thinking and execution
  • Change leadership and cultural transformation
  • Data-driven decision making
  • Program design and curriculum development
  • Communication and facilitation skills
  • Collaboration and stakeholder alignment

Sotera Health goes to market through its three best-in-class businesses - Sterigenics, Nordion and Nelson Labs. Sterigenics is a leading global provider of outsourced terminal sterilization and irradiation services for the medical device, pharmaceutical, food safety and advanced applications markets. Nordion is the leading global provider of Co-60 and gamma irradiators, which are key components to the gamma sterilization process. Nelson Labs is a global leader in outsourced microbiological and analytical chemistry testing and advisory services for the medical device and pharmaceutical industries.

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