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Learning And Development Program Manager Jobs in Hummelstown, PA

Amphenol TCS

Program Manager

Yocumtown, PA · On-site

Manage and provide technical leadership for new product development programs with high complexity. Manage these programs to ensure that products/technologies are delivered according to market ...

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Graham Packaging Company

Program Manager

Lancaster, PA · Remote

... learning, and taking action for continuous improvement and growth. Graham Packaging is seeking a ... product development engineers. Act as a technical "devil's advocate". * Oversee the flow of ...

Masonic Villages

Program Manager

Elizabethtown, PA

$53K - $72K/yr

Program Manager Bleiler Cottages Full Time | Days Work from home flexibility - up to 2 days/week ... and developmental disabilities (IDD). The Residential Manager will be responsible for the ...

Graham Packaging Company

Program Manager

Lancaster, PA · On-site

... learning, and taking action for continuous improvement and growth. Overview Graham Packaging is ... product development engineers. Act as a technical "devil's advocate". * Oversee the flow of ...

Precision Custom Components, LLC

Program Manager

York, PA · On-site

$80K - $100K/yr

Precision Custom Components (PCC) is seeking a talented Program Manager to join our team. This is ... The development and implementation of effective cost containment, cost tracking, and control ...

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All JobsLearning And Development Program Manager JobsLearning And Development Program Manager Jobs in Hummelstown, PA

Learning And Development Program Manager information

See Hummelstown, PA salary details

$28.3K

$90.6K

$162.1K

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

As of Jul 5, 2026, the average yearly pay for learning and development program manager in Hummelstown, PA is $90,635.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,200.00 and $99,900.00 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.

More about Learning And Development Program Manager jobs
What job categories do people searching Learning And Development Program Manager jobs in Hummelstown, PA look for? The top searched job categories for Learning And Development Program Manager jobs in Hummelstown, PA are:
Learning And Development Program Manager jobs near you
Learning and Development Specialist

Learning and Development Specialist

Penn National Insurance

Harrisburg, PA • On-site

Full-time

Medical, Retirement

Posted 4 days ago

Job description


The Learning & Development Specialist designs, develops, delivers, and manages engaging learning experiences that support employee performance and organizational goals. This role combines learning management system (LMS) administration, instructional design and content development, and facilitation of instructor-led and virtual learning.
ESSENTIAL DUTIES AND RESONSIBILITIES
Learning Design & Development & Facilitation
  • At the direction of the Director, Talent Development:
    • Designs and develops engaging learning solutions using adult learning principles and instructional design best practices.
    • Creates eLearning, blended learning, and instructor-led training materials (e.g., storyboards, facilitator guides, job aids, videos, assessments).
  • Use authoring tools (e.g., Articulate Rise/Storyline, Adobe tools) to develop interactive learning content.
  • Evaluate and implement AI learning tools (e.g., generative AI, chatbots, virtual coaches) to enhance learner engagement and knowledge retention
  • Apply accessibility and inclusive design standards in all learning solutions.
  • Provide feedback on the evaluation of learning effectiveness to the Director, Talent Development in order to make data-informed improvements.
  • Facilitate instructor-led and virtual learning sessions for employees. May also assist with sessions for leaders.
  • Adapt facilitation style to meet diverse audiences and learning needs.
  • Create a positive and engaging learning environment that encourages participation.

Learning Management System (LMS)
  • Administer and maintain the LMS, including course creation, user management, reporting, and troubleshooting.
  • Upload, test, and maintain learning content within the LMS.
  • Partner with stakeholders to assign learning, track completion, and generate reports.
  • Support the HR Systems Support Specialist with system enhancements, upgrades, and process improvements related to the LMS.
  • Build and maintain automated learning workflows (enrollment rules, reminders, certifications, recertification cycles) within LMS platform and using Microsoft 365 tools (Automate, PowerBi)

Professional Designations & Administration
  • Administers the professional designations program, to include approval review and process and applicable bonus payments.
  • Provides metrics and analysis of talent development initiatives.

ADDITIONAL RESPONSIBILITIES
  • May assist the Director, Talent Development in assessing learning needs.
  • Supports organizational initiatives such as onboarding, compliance, and change initiatives.
  • Network with appropriate professional organizations, attend conferences and conduct research in order to provide recommendations on best practices.
  • Performs other duties as may be assigned by the Director, Talent Development.

QUALIFICATIONS
Education/
Credentials
  • Bachelor's degree in Learning & Development, Education, Psychology, Human Resources, or a related field is desired.
Experience
  • A minimum of 3 years of experience in Learning & Development, instructional design, training delivery, or a closely related role.
Technical/ Professional Knowledge
  • Experience with Articulate 360, Rise and/or Storyline
  • Experience designing automated, scalable learning ecosystems
  • Experience administering or working within a Learning Management System
  • Experience facilitating in-person and/or virtual training sessions
  • Experience supporting leadership or professional development programs
  • Strong ability to translate business needs into technology-enabled learning solutions
  • Familiarity with learning analytics and evaluation models (e.g., Kirkpatrick)
  • Experience working in a corporate or regulated environment

The compensation has been carefully determined by considering a variety of important factors, including skill sets, experience, training, and certifications. With these considerations in mind, the estimated hiring range is The compensation has been carefully determined by considering a variety of important factors, including skill sets, experience, training, and certifications. With these considerations in mind, the estimated hiring range is $69,800 $96,000.
JOB REQUIREMENTS (as required by ADA - Americans with Disabilities Act)
  • This position is primarily a sedentary position that requires occasional standing and walking throughout the office environment.
  • Must be able to perform computer-based tasks and access digital information necessary for job duties, including through the use of assistive technologies.
  • Must be able to complete computer-based tasks and utilize office equipment as needed to perform essential job functions.
  • Must be able to access and enter information accurately using automated systems.
  • Must be able to communicate effectively with internal and external clients using telephone, electronic, or other communication systems.
  • Must be able to present information to individuals and groups.
  • Must be able to interpret and apply concepts that may or may not be based upon established guidelines.
  • Must be able to maintain acceptable attendance and adhere to scheduled work hours.
  • Must have a valid driver's license and be able to operate a motor vehicle.
  • Must be able to travel, with overnight stays required, if needed.

About Us
Why Choose Penn National Insurance?
At Penn National Insurance, we're on a mission to help people feel secure and make life better when bad things happen. For over 106 years, we've been a trusted partner to individuals, families and businesses because we are a mutual insurance company where service and support for our policyholders are at the heart of everything we do.
We're not just a company-we're a community united by our core mission to "Make Life Better." Here, you'll find a place where your professional growth, success and personal well-being are our top priorities.
Your Career Journey: Empowering Your Growth
Your career should be more than just a job-it should empower you to feel secure, supported and inspired. At Penn National Insurance, we invest in your growth and celebrate your contributions with a comprehensive and competitive total rewards package. We're committed to supporting your journey and helping you thrive at every stage of your career. Key highlights include:
  • Benefits and Compensation: Generous 401(k) match, graded profit sharing, incentive compensation, and a wide range of benefits to support your financial health, physical well-being and career development.
  • Flexibility: We offer remote and hybrid work options, flexible scheduling and a "dress-for-your-day" culture.
  • Recognition: We celebrate your achievements, big and small, through employee recognition programs designed to honor your contributions.

Your Employer of Choice: A Legacy of Trust and Strength
Joining Penn National Insurance means becoming part of a company with over a century of experience, built on trust, innovation and strong relationships. From our beginnings as a mutual insurance company founded by farmers to our 100th anniversary in 2019, we've stayed true to our relationship-driven model, focusing on direct service and meaningful support.
Your Community: Making an Impact Together
Making life better isn't just our mission-it's a value that guides everything we do. Our employees are at the heart of this mission, giving back through community engagement and charitable efforts. We proudly support our community through financial support and employee volunteering opportunities including our annual United Way campaign, where employee contributions and company matches make a significant impact each year.
Your Future: Building a Rewarding Career Path
We're not just offering a job; we're providing a fulfilling and rewarding career. We support your growth with a range of resources designed to help you build your skills and achieve your goals, including:
  • Continuing Education Support: Access to programs that help you enhance your knowledge, skills and educational goals along with 100% tuition reimbursement for academic studies.
  • Professional Development Opportunities: Tailored designation programs to help you advance in your career such as CPCU, AINS, CPA, CISSP, and more.
  • Long-Term Career Focus: With an average employee tenure of 14 years and many team members serving for over 40 years, we take pride in fostering a work environment that values long-term growth and development.

When you join us, you're not just starting a job-you're becoming part of a team that values your growth and invests in your future. Our commitment to long-term retention and employee development ensures that you will be part of a tradition and legacy of excellence that spans decades.
Only candidates from the following states will be considered for opportunities with Penn National Insurance and Inservco Insurance Services: Alabama, Delaware, Iowa, Maryland, Minnesota, North Carolina, Ohio, Pennsylvania, South Carolina, Tennessee, Virginia, Wisconsin - unless specifically stated otherwise in the job posting.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, creed, affectional and sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Consistent with the Americans with Disabilities Act (ADA) and EEOC guidance, it is the policy of Pennsylvania National Insurance to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. If you require a reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to a HR Business Partner via telephone at 800-368-4764, or through email.

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