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Learning And Development Program Manager Jobs in Canyon, TX

Rosendin

Workforce Development Trainer

Amarillo, TX

They direct new training program design and analyze session feedback to make recommendations for ... Learning & Development management * Develop new training content as needed * Participate in peer ...

WTG

Safety & Environmental Program Manager

Amarillo, TX · On-site

$68.60K - $92.90K/yr

Safety Program Development & Oversight: * Develop, implement, and maintain comprehensive ... Manage environmental permitting, spill prevention, waste management, air emissions reporting, water ...

Warren CAT

LDP Trainee

Amarillo, TX

The Leadership Development Program (LDP) Associate participates in a rigorous development program to prepare themselves as an entry-level manager in one of several Divisions of Warren CAT. During the ...

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See Canyon, TX salary details

$25.1K

$80.6K

$144.1K

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

As of May 29, 2026, the average yearly pay for learning and development program manager in Canyon, TX is $80,557.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,500.00 and $88,800.00 per year, depending on experience, location, and employer.

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.

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 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 highest salary for a learning and development manager?

The highest salaries for a Learning and Development Program Manager can exceed $130,000 annually, especially in large organizations or senior roles with extensive experience, certifications, and leadership responsibilities. Top earners often have advanced skills in instructional design, strategic planning, and proficiency with learning management systems (LMS).

What job makes $10,000 a month without a degree?

A Learning and Development Program Manager typically requires a degree, but some high-paying roles in sales, real estate, or entrepreneurship can earn $10,000 or more monthly without a formal degree. Success in these fields often depends on skills, experience, and performance rather than formal education.

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.

More about Learning And Development Program Manager jobs
What cities near Canyon, TX are hiring for Learning And Development Program Manager jobs? Cities near Canyon, TX with the most Learning And Development Program Manager job openings:
Learning And Development Program Manager jobs near you
Learning & Development Administrator

Learning & Development Administrator

Toot'n Totum

Amarillo, TX • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Toot'n Totum rating

3.4

Company rating: 3.4 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

At Toot 'n Totum, we're committed to bringing passion and customer focus to the business.
Summary:
The Learning & Development (L&D) Administrator is a learning-focused position that supports Toot'n Totum through the development, facilitation, and coordination of learning content for Team Members in the organization.
The Learning & Development Administrator performs administrative tasks and services at an intermediate level in support of effective and efficient operations of the Toot'n Totum Human Resources Department. This position serves as a training resource for all Team Members supporting their continued growth and development. The Learning & Development Administrator is an informal leader, subject matter expert and serves as a point of contact for Team Members' training inquiries.
Supervisory Responsibilities:
  • None
Essential Duties & Responsibilities:
  • Develops learning & e-learning content and support materials.
  • Researches, develops, and implements effective learning strategies to educate and retain a diverse workforce.
  • Influences, supports, and facilitates organizational change, continuous improvement, and communication through training, especially in future policies, programs, workflows, etc.
  • Promotes talent growth across the organization.
  • Leads focus group meetings and communicates bi-directionally with stakeholders.
  • Conducts regular audits on compliance learning modules and identifies areas of opportunity in Team Member knowledge to shape future learning programs.
  • Periodically engages in field visits to support L&D and HR efforts.
  • Facilitates in-person and online training sessions. This includes presenting learning content, organizing meetings, reserving spaces, tracking RSVPs, taking attendance, managing supplies and meeting materials, etc.
  • Provides learning support (in-person and virtual) to Team Members, especially to prepare leaders to support their own teams (train the trainer). Serves as the first point of contact for questions for the L&D team; escalates more complex inquiries to subject matter experts.
  • Communicates tips, best practices, and reminders to Operations teams.
  • Manages and assigns content in the Workday Learning Management Systems (LMS) and logs completions for Team Members with valid certifications.
  • Establishes and fosters relationships with all Team Members that enables the HR function to be viewed as an integral part of the business.
  • Embodies personal leadership qualities through the following: Be in the moment to ensure authentic and humanistic interactions. Continuously volunteer discretionary effort and model desired behaviors to drive business results while also leveraging and respecting separate realities. Be curious in interactions, having courageous conversations with others when needed, and take personal accountabilities for all responsibilities.
  • Maintains knowledge of trends, best practices, and new technologies related to learning and content development.
  • Maintains compliance with federal, state, and local employment laws and regulations; assists HR leadership to maintain compliance.
  • Possesses a service mindset by viewing all activities through one of two lenses: the organization's needs and the employee experience. Strives to create experiences worth repeating.
  • May have additional duties outside of specific client group support activities.
Required Skills & Abilities:
  • Core competencies include strong analytical, critical, and strategic thinking; time management and reporting skills; sense of urgency; strong collaboration and communication skills; conflict management; leading people through change; and to work effectively with all levels of the organization.
  • Ability to work in a fast-paced, growing environment.
  • Ability to manage multiple projects and priorities at once and meet deadlines.
  • Maintains keen attention to detail.
  • Excellent written and verbal communication skills.
  • Strong self-concept and ability to make decisions.
  • Acts with integrity, professionalism, and maintains confidentiality.
  • Proficient with Microsoft Office Suite and related software.
  • Proficiency with or the ability to quickly learn the organization's HRIS (Workday), Learning Management Systems (LMS), and content creation software like SCORM-creation software and image and video editing software (ex: Adobe Creative Suite).
Education & Experience:
  • Bachelor's degree with coursework in Communication, Human Development, Principles of Learning, Instructional Design, or related coursework preferred.
  • A minimum of three years' professional experience in a teaching, training, or instructional design position.
Physical Requirements:
  • Ability to stand, walk, sit, talk/hear, push/pull, climb, bend/stoop, crouch/kneel/crawl, balance, twist/reach, carry, grasp with hands, squat, drive and use keyboard.
  • Lifting Requirements: Lift/pull up to 25lbs.
  • Hearing Requirements: Ability to hear alarms, communication equipment, verbal instructions, office machinery such as fax machines, lobby doorbell, phones ringing, etc.
  • Cognitive Requirements: Complex reading, writing and math skills. Complex speech skills; must be able to speak, read, write & understand the English language, clerical tasks, memorization, analytical skills, function under stress & make independent decisions.
  • Vision Requirements: General vision requirements in addition to close vision (<20 inches), Distance Vision (>20 feet), color vision and peripheral vision.
  • Noise Levels: Normal (<85dB) noise levels.
  • Repetitive Motion(s): Regularly & repetitively use both feet and both hands.
  • Environmental Factors: Regular, general working conditions include prolonged periods of sitting at a desk, working on a computer and items consistent with a general office working environment. Occasional infrequent working conditions when visiting retail/field sites may include slippery conditions not created by weather, slippery floors, hot grease, concentrated soaps & cleaning solutions, outdoor weather conditions, extreme heat/cold, Oxygen/Acetylene Cylinders, CO2 Cylinders, electrical equipment, vibration, possible flying debris, flashing/strobing lighting and working around vehicles in motion.

Toot'n Totum and its affiliated companies provides a drug-free workplace.
Toot'n Totum and its affiliated companies are an equal opportunity employer (Minority/Female/Disabled/Veteran). Our employment practices are in accordance with the laws that prohibit discrimination against qualified individuals on the basis of race, religion, color, gender, age, national origin, physical or mental disability, genetic information, veteran's status, marital status, gender identity and expression, sexual orientation, or any other status protected by applicable law.

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