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Learning And Development Program Manager Jobs in Queens, NY

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Learning And Development Program Manager information

See Queens, NY salary details

$31.3K

$100.4K

$179.5K

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

As of Jun 9, 2026, the average yearly pay for learning and development program manager in Queens, NY is $100,352.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,600.00 and $110,600.00 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 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 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 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 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 are popular job titles related to Learning And Development Program Manager jobs in Queens, NY? For Learning And Development Program Manager jobs in Queens, NY, the most frequently searched job titles are:
What job categories do people searching Learning And Development Program Manager jobs in Queens, NY look for? The top searched job categories for Learning And Development Program Manager jobs in Queens, NY are:
What cities near Queens, NY are hiring for Learning And Development Program Manager jobs? Cities near Queens, NY with the most Learning And Development Program Manager job openings:
Learning And Development Program Manager jobs near you
Infographic showing various Learning And Development Program Manager job openings in Queens, NY as of May 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $100,352 per year, or $48.2 per hour.
Director, Commercial Learning & Development

Director, Commercial Learning & Development

Richemont

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 23 days ago

Richemont rating

8.3

Company rating: 8.3 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

Job description

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.
Role Overview
The Director of Commercial Learning and Development is a pivotal leadership role within Cartier North America's Learning & Development, and Transformation team (LDT). Reporting directly to the AVP LDT, this role is responsible for defining (with guidance from AVP), leading, and executing the strategic vision for the Commercial Learning and Development pillar in a deep partnership and collaboration with the Commercial Regional VPs. This pillar is dedicated to elevating the capabilities and performance of Cartier's entire commercial population across North America. The Director will lead a team, fostering their growth and ensuring the delivery of impactful learning solutions that drive commercial excellence and enhance the client experience. This leader will possess a strong commercial business acumen, be highly adept at leveraging data for strategic decision-making and measurement, and will spend significant time in the field to ensure personal deep understanding of the commercial environment, continuous upskilling and coaching of their field team, and supporting commercial success. This role requires a strategic leader who can identify gaps, spot trends, and then partner and ideate solutions with relevant counterparts within the team and across the organization, implement innovative learning solutions, and act as a commercial leader, understanding the nuances of a high-performance selling environment.
Responsibilities
Strategic Leadership & Vision:
  • Define, develop, and execute the overarching strategic vision and roadmap for Commercial Learning and Development across Cartier North America, aligning with global L&D strategies and commercial objectives.
  • Translate complex business challenges and opportunities into innovative and measurable learning and development strategies that drive tangible commercial outcomes.
  • Act as a key strategic team member, partnering with the members of the other three L&D team pillars (Instructional Design, Core Programing, Operations) to, proactively identify gaps, propose solutions, and contribute to the overall strategic direction of the department in alignment with the AVPs vision.

Data Savvy & Measurement Strategy:
  • Leverage advanced analytical skills to interpret complex commercial reporting and data, translating insights into actionable strategies for learning and development.
  • Proactively identify performance gaps and emerging trends through data analysis, informing strategic decisions on areas of focus for the Commercial L&D pillar.
  • Design, implement, and continuously refine a comprehensive measurement strategy to evaluate the effectiveness and return on investment (ROI) of all learning initiatives.

Team Leadership & Development:
  • Lead, mentor, and inspire a high-performing team of Commercial Learning and Development professionals located across North America.
  • Foster a culture of continuous learning, coaching, and development within the team, ensuring individual and collective growth.
  • Oversee the performance management, goal setting, and career development of direct reports, empowering them to achieve excellence and contribute to the pillar's strategic objectives.
  • Delegate effectively, providing clear direction and support to enable the team to execute on strategic priorities.

Commercial Learning:
  • Ensure approach and field team directly contribute to elevating selling skills, client experience, product knowledge, and leadership capabilities within a luxury commercial environment.
  • Reinforce behaviors and skillsets defined in Cartier curriculum.
  • Leverage deep commercial business knowledge and insights from the field as a resource to the Instructional Design team, to ensure learning solutions are relevant, practical, and impactful.
  • Drive the adoption and use of Cartier's Learner Experience Platform and other learning technologies to enhance the learning journey for the commercial population.

Stakeholder Engagement & Partnership:
  • Cultivate and maintain strong, collaborative relationships with key senior stakeholders, including Regional VPs, Boutique Directors, Human Resources Business Partners, and other commercial leaders across North America.
  • Serve as a Commercial Learning and Development liaison, proactively engaging with business partners to understand their needs, align on priorities, and co-create solutions.
  • Partner with cross-functional teams to ensure seamless integration of learning initiatives with broader business strategies, and handoff for reinforcement after in class is completed.
  • Present strategic insights, performance analyses, and recommendations to senior leadership, influencing decision-making and securing buy-in for Commercial L&D initiatives.

Field Presence & Commercial Acumen:
  • Dedicate approximately 70% of time to field activities, including spending time with direct reports, visiting boutiques (both with and without field teams), and engaging with regional leadership.
  • While in field, focusing on the development of Boutique Leadership as well as client facing population.
  • Act as a visible commercial leader, gaining firsthand understanding of the commercial selling environment, client interactions, and operational realities.
  • Utilize field insights to identify emerging trends, performance gaps, and opportunities, translating them into actionable learning strategies and recommendations for the AVP.

Qualifications
  • Minimum of 10 years of progressive experience in Learning & Development, with at least 5 years in a leadership role overseeing a team, preferably within a commercial or retail environment, or 8+ years as a commercial leader in a retail environment with strong experience in people development
  • Proven experience leading and developing a geographically dispersed team
  • Demonstrated depth of knowledge in a commercial selling environment, luxury retail a plus, with experience as a commercial leader highly preferred
  • Exceptional commercial business acumen with a deep understanding of sales drivers, client experience, and market dynamics.
  • Highly analytical and data-savvy, with a proven ability to read, interpret, and make strategic meaning of complex reporting and data to identify gaps, inform decisions, and measure impact.
  • Strong expertise in developing and implementing comprehensive measurement strategies for learning and development initiatives.
  • Strong experience with leveraging data and partnership with Data Analytics team
  • Strong leadership presence with the ability to inspire, influence, and motivate individuals and teams at all levels.
  • Excellent critical thinking skills, with a proactive approach to identifying challenges and developing innovative, results-focused solutions.
  • Superior interpersonal, communication, and presentation skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences, including senior executives.
  • Proven ability to build and maintain strong, trust-based relationships with internal and external stakeholders.
  • Highly collaborative, with a track record of successfully partnering with cross-functional teams to achieve shared objectives.
  • Bachelor's degree in a related field (e.g., Business, Human Resources, Education, Organizational Development); Master's degree preferred.
  • Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) as well as design tools like Canva, and comfort with utilizing AI, experience with Learning Management Systems (LMS)
  • Ability to accommodate travel (approximately 70%) across North America, including field visits to boutiques and regional offices.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.
We Offer
Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are also available. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.
At Richemont, We Craft the Future!
Expected Salary Range: $175,000-205,000
#Richemont #WeCraftTheFuture

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