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Learning And Development Program Manager Jobs in Riverside, CA

Cordis

Program Manager, R&D - Selution

Irvine, CA · On-site

$111K - $207K/yr

Responsibilities The R&D Program Manager leads cross-functional project teams to ensure efficient ... Together, we strive to create and maintain working and learning environments that are inclusive ...

Cordis

Program Manager, R&D - Selution

Irvine, CA

$111K - $159K/yr

Responsibilities The R&D Program Manager leads cross-functional project teams to ensure efficient ... Together, we strive to create and maintain working and learning environments that are inclusive ...

Sylvan Learning

Program Manager

Redlands, CA · On-site

... Program Manager is responsible for delivering a high quality personal customer experience by ... To ensure a personal learning experience, they also monitors student performance, meets regularly ...

Mentis Systems

Program Manager

Irvine, CA · On-site

The NPD (New Product Development) Program Manager in (APM) PMO Team will be responsible for successfully leading NPD teams through the various stages of product and algorithm development, clinical ...

Best Buddies Int. Inc

Program Manager

Irvine, CA · On-site

$43K/yr

... development, inclusive living, and family support for individuals with intellectual and ... Job Title: Program Manager (Generalist) Department: State Operations and Programs Reports to:

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All JobsLearning And Development Program JobsLearning And Development Program Manager JobsLearning And Development Program Manager Jobs in Riverside, CA

Learning And Development Program Manager information

See Riverside, CA salary details

$31.3K

$100.3K

$179.4K

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

As of Jul 20, 2026, the average yearly pay for learning and development program manager in Riverside, CA is $100,333.00, 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 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
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Learning And Development Program Manager jobs near you
Manager, Learning & Development Partners

Manager, Learning & Development Partners

Inland Empire Health Plan

Rancho Cucamonga, CA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Re-posted 16 days ago

Job description

Overview

What you can expect! 

Find joy in serving others with IEHP! We welcome you to join us in "healing and inspiring the human spirit" and to pivot from a "job" opportunity to an authentic experience!

The Manager, Learning & Development (L&D) Partners leads the enterprise-wide learning partnership model, ensuring learning strategies support all Team Members and leaders across the organization. The manager oversees a team of L&D Partners who consult with business units to assess enterprise capability needs, align learning initiatives to business strategy, and deploy scalable solutions that drive performance. This role oversees the design and deployment of enterprise learning and organizational development solutions that strengthen leadership capability, enhance team performance, and drive measurable business outcomes. This position ensures learning solutions are aligned, practical, measurable, and consistent with enterprise objectives.

As both a people leader and strategic consultative leader, the Manager, Learning & Development Partners ensures consistent performance consulting practices across the team, provides coaching and direction to L&D Partners, and collaborates closely with L&D Architecture Lead, senior leaders, HR Business Partners, and cross functional partners to deliver scalable, high impact learning experiences. The Manager serves as a strategic leader responsible for enterprise learning governance, prioritization, quality, and measurable impact.

 

Commitment to Quality: The IEHP Team is committed to incorporate IEHP's Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.

Additional Benefits

Perks

 

IEHP is not only committed to healing and inspiring the human spirit of our Members, but we also aim to match our team members with the same energy by providing prime benefits and more.

  • Competitive salary
  • State of the art fitness center on-site
  • Medical Insurance with Dental and Vision
  • Life, short-term, and long-term disability options
  • Career advancement opportunities and professional development
  • Wellness programs that promote a healthy work-life balance
  • Flexible Spending Account - Health Care/Childcare
  • CalPERS retirement
  • 457(b) option with a contribution match
  • Paid life insurance for employees
  • Pet care insurance
Key Responsibilities
  • Enterprise Learning Strategy & Business Alignment:
    • Lead development and execution of enterprise annual and multiyear learnings strategy aligned to organizational priorities.
    • Ensure learning needs across all Team Members and leaders are assessed and prioritized.
    • Establish governance and intake processes for enterprise learning requests.
    • Align leadership, compliance, professional, and capability development under a unified strategy.
    • Partner with senior leaders and HR Business Partners to identify business capability gaps/needs and translate into learning and development strategies.
    • Maintain enterprise consistency while allowing functional nuance.
    • Ensure initiatives align with enterprise goals around performance, culture, engagement, and growth.
    • Provide strategic counsel on learning implications of organizational changes or new initiatives.
  • Learning Partnership Team Leadership & Management:
    • Manage and develop a team of Learning & Development Partners serving enterprise functions.
    • Set priorities, assign work, and monitor quality and consistency of consultative and design practices across the team.
    • Build capability within the team in areas such as needs assessment, learning strategy, facilitation, and measurement.
    • Establish standards, processes, and tools to ensure consistent delivery across business units.
    • Support team workload management and resource planning to meet organizational needs.
  • Leadership & Workforce Capability:
    • Support deployment of leadership development programs across all levels.
    • Collaborate on succession planning, individual development planning, and leadership readiness efforts.
    • Integrate succession planning insights into scalable development offerings.
    • Promote experiential development, mentoring, coaching, and stretch opportunities as part of learning strategy.
    • Ensure development opportunities are accessible across the organization.
  • Portfolio & Quality Oversight:
    • Oversee enterprise learning portfolio, ensuring alignment to business priorities.
    • Maintain quality standards in instructional design and delivery.
    • Partner with Learning Architecture & Technology to optimize platforms and tools.
    • Balance enterprise demand with resource capacity.
  • Measurement & Impact:
    • Establish and monitor KPIs for enterprise learning (engagement, behavior change, performance impact, Net Promoter Score (NPS), etc.).
    • Use data to inform prioritization and continuous improvement.
    • Report enterprise learning impact to senior leadership.
    • Address root causes of performance gaps through systemic interventions (learning, leadership, process, or structural solutions.
    • Leverage assessments (360 feedback, personality tools, engagement data) to drive individual and team development strategies.
  • Cross-Functional Collaboration:
    • Partner closely with business unit leaders and other Learning & Development teams to support organizational effectiveness efforts, including culture initiatives, leadership frameworks, and team interventions.
    • Collaborate with Talent Management on succession and development pathways.
    • Align with Compliance and other functions to integrate required training within broader learning strategy.
    • Facilitate high level conversations regarding talent development, leadership capability, and team effectiveness.
    • Oversee facilitation of sessions focused on alignment, accountability, communication, and team performance.
  • Learning Experience & Delivery:
    • Oversee and guide the design of evidence-based learning solutions grounded in adult learning principles.
    • Ensure the integration of modern learning technologies, analytics, and digital design tools to enhance learner engagement.
    • Facilitate leadership, team development, and organizational interventions as needed.
    • Maintain knowledge of LMS platforms, e-learning tools (Articulate, Captivate), and emerging technologies (AR/VR) advancing the L&D function
  • Perform any other duties as required to ensure Health Plan operations and department business needs are successful.
Qualifications

Education & Requirements 

  • Minimum of seven (7) years of progressive experience in Learning & Development, Organizational Development, or Talent Management required
  • At least three (3) years of supervisory experience managing a team in a learning environment
  • Demonstrated experience developing enterprise-wide learning strategies
  • Experience leading multiple enterprise initiatives simultaneously
  • Demonstrated experience partnering with senior leaders and influencing complex, matrixed organizations
  • Bachelor's degree in Organizational Development, Education, Human Resources, or related field from an accredited institution required
    • Master's degree in Organizational Development, Education, Human Resources, or related field from an accredited institution preferred

Key Qualifications

  • Comprehensive expertise and deep understanding in the following areas:
    • Instructional design methodologies (ADDIE or equivalent)
    • Adult learning theory and performance consulting
    • Organizational diagnostics and change management practices
    • Supporting large, complex organizations
    • Succession planning, 360 assessments, and leadership development frameworks
    • Data fluency and dashboard management
  • Strong consultative and relationship building skills. Strong stakeholder management skills
  • Skills in facilitating leadership development and team effectiveness programs
  • Strong analytical capabilities and comfort using data to inform decisions.
  • Proven ability to show/possess:
    • Enterprise Thinking
    • Strategic Prioritization
    • Portfolio Management
    • Stakeholder Influence
    • Learning Governance
    • Data-Driven Decision Making
    • Team Leadership
  • Ability to translate business strategy into scalable learning solutions
  • Ability to coach and develop others, fostering a high performing team environment

Start your journey towards a thriving future with IEHP and apply TODAY!

Work Model Location

This position is on a hybrid work schedule. (Mon & Fri - remote, Tues - Thurs onsite in Rancho Cucamonga, CA.)

Pay RangeUSD $135,200.00 - USD $179,129.60 /Yr.Employment Type: FULL_TIME

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