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Learning And Development Program Manager Jobs in New Jersey

DOWC

Learning and Development Manager

Parsippany, NJ · On-site

The Manager of Learning & Development plays a crucial leadership role in delivering and enhancing ... Ensure programs are scalable and can be adapted to various learning styles. * Create clear metrics ...

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Learning And Development Program Manager information

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$30.5K

$97.6K

$174.6K

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

As of Jul 15, 2026, the average yearly pay for learning and development program manager in New Jersey is $97,637.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $107,600.00 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, and why are they important?

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 an L&D program manager do?

An L&D (Learning and Development) Program Manager oversees the design, implementation, and evaluation of employee training programs to enhance skills and performance. They coordinate with stakeholders, develop curricula, and often utilize learning management systems (LMS) to ensure effective training delivery and alignment with organizational goals.

What is the role of a learning and development manager?

A learning and development manager oversees employee training programs, identifies skill gaps, and designs initiatives to improve workforce capabilities. They often collaborate with HR and use tools like Learning Management Systems (LMS) to deliver and track training efforts, ensuring organizational growth and compliance.

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 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 Program Managers often design programs that incorporate these proportions to optimize employee growth and skill development.

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.

Is being a BDM a stressful job?

A Business Development Manager (BDM) role can be stressful due to targets, client negotiations, and workload management. The level of stress varies based on industry, company culture, and individual skills in sales and relationship building.

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.

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Learning And Development Program Manager jobs near you
Director of Learning, Development & Culture

Director of Learning, Development & Culture

Landmark Hospitality

Plainfield, NJ • On-site

$75K - $125K/yr

Full-time

Medical, Retirement

Re-posted 15 days ago

Job description

Director of Learning, Development & Culture
By Landmark Hospitality
About By Landmark
By Landmark Hospitality is a vertically integrated hospitality organization operating a portfolio of 15+ restaurants, event venues, and boutique hotels across New Jersey and Pennsylvania. With over two decades of experience in adaptive reuse development and hospitality operations, the company has established itself as a leader in delivering exceptional guest and team experiences at distinctive properties, including Liberty House, The Ryland Inn, Felina restaurants, Logan Inn, and The Albion Summit.
At Landmark, employees are called Memorymakers - a reflection of our commitment to creating meaningful and memorable experiences for guests and team members alike. Our culture is grounded in sincerity, service excellence, and community engagement.
Position Overview
We are hiring a senior learning leader to design, build, and scale the training and development infrastructure that supports a multi-property hospitality portfolio. This is a builder's role for someone who has personally architected curricula, learning pathways, and leadership development programs across multi-unit operations - and who is energized by doing it again from the ground up at By Landmark.
The Director of Learning, Development & Culture is the strategic owner of how Memorymakers grow, advance, and connect to our standards. The role partners closely with Area Partners, property leadership, and ownership to translate operational priorities into programs that move performance, retention, and culture.
What this role is not: This is not a generalist HR role. It does not own recruiting, talent acquisition, employee relations casework, benefits administration, or payroll. Those functions sit elsewhere in the organization. Candidates whose experience is weighted toward HR generalist work or talent acquisition - rather than training architecture and learning program design - are not a fit for this seat.
Location & Work Model
Field-facing role based in New Jersey or Pennsylvania, with regular travel across By Landmark properties in both states. Candidates should expect meaningful on-site time at our venues.
Key Responsibilities
Learning Architecture
  • Design and build standardized onboarding pathways for hourly, management, and salaried roles across all properties - from blank page to launch
  • Architect and continuously improve role-specific training pathways with clear onboarding, certification, and advancement milestones
  • Select, implement, and own the company's LMS and supporting learning technology; drive content development, adoption, and measurement
  • Build and operate a train-the-trainer model that delivers consistent execution across 15+ properties
  • Develop and facilitate leadership development and management training programs that support internal promotion and succession planning
  • Curate and produce training content covering service standards, operational excellence, leadership, and people management
  • Maintain the company training calendar across in-house programming and outside specialty vendors
  • Define and report on the metrics that matter - completion rates, retention, internal promotion rates, time-to-proficiency, and performance outcomes
  • Facilitate mentorship relationships between senior leadership and emerging talent
Culture & Organizational Development
  • Partner with senior leadership on performance management frameworks, employee engagement, and retention strategy
  • Work with Area Partners and property leadership to assess team health, morale, and culture alignment across all locations; design interventions to close identified gaps
  • Lead recognition programs, feedback mechanisms, and engagement surveys; translate findings into actions leadership can use
  • Serve as a visible culture champion across properties - modeling By Landmark's values and reinforcing the Memorymaker identity through daily presence and organization-wide programming
  • Ensure training programs and content reflect applicable federal, state, and local labor regulations
Qualifications
This role is built for a training architect - not an HR generalist. The strongest candidates have:
  • 7+ years in Learning & Development, Training, or Talent Development leadership - preferably in multi-unit hospitality, restaurants, events, or comparable service-driven environments
  • Demonstrated experience designing training infrastructure from scratch - not just managing existing programs. We want to see programs you architected and launched, not inherited
  • Hands-on LMS ownership - selection, implementation, content build-out, adoption tracking, and ongoing optimization
  • Curriculum design and facilitation credibility - you can both build the program and deliver it in front of a room
  • Multi-site operating fluency - you understand how to drive consistency across geographically distributed teams with different operating rhythms
  • Strong project management discipline - comfortable owning the calendar, the platform, the content, and the metrics in parallel
  • Excellent communication skills across all levels - from line-level Memorymakers to ownership
Preferred Experience
  • Multi-unit hospitality, restaurant, or event-venue organization
  • Building leadership development programs for emerging and senior managers in service environments
  • Familiarity with NJ and PA labor markets and employment regulations
  • Supporting organizational growth, change management, or operational scaling
Compensation & Benefits
  • Competitive base salary, commensurate with experience
  • 401(k) plan with company match
  • Comprehensive health insurance
  • Dining privileges across Landmark properties
  • Opportunities for professional development and career advancement

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