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Learning Development Program Manager Jobs in Las Vegas, NV

FIRY

Manager, Learning and Development

Las Vegas, NV · On-site

Lead and architect the end-to-end Learning & Development function at Skillz, defining the strategy ... Act as both a strategic advisor and hands-on program leader to ensure managers are equipped to ...

Amh

Manager, Learning Solutions

Las Vegas, NV · On-site

... development, and delivery of company learning solutions while actively contributing to content creation. Manages a cross-functional team, ensuring programs are high-impact, business-aligned, and ...

Quince

Learning Coordinator

Las Vegas, NV · On-site

$64K - $73K/yr

... Development team. As the Learning Coordinator, you will play a critical role in ensuring training ... Track and manage cross-training completions and progress across departments. * Maintain accurate ...

Socket.dev

PROGRAM MANAGER - MAMMOVAN

Las Vegas, NV · On-site

$100 - $125/hr

MAMMOVAN PROGRAM MANAGER Position Description The Mammovan Program Manager is responsible for the ... development is preferred Detailed Responsibilities / Functional * § Oversight of Mammovan ...

Danville Services

Program Manager

Henderson, NV · On-site

$18.50/hr

Join us and help adults with intellectual and developmental disabilities achieve their own unique desired quality of life! Our Program Managers work together with our Direct Support Professionals to ...

Danville Services

Program Manager

Las Vegas, NV · On-site

Join us and help adults with intellectual and developmental disabilities achieve their own unique desired quality of life! Our Program Managers work together with our Direct Support Professionals to ...

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Learning Development Program Manager information

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$28.7K

$91.9K

$164.3K

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

As of Sep 9, 2026, the average yearly pay for learning development program manager in Las Vegas, NV is $91,853.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,300.00 and $101,200.00 per year, depending on experience, location, and employer.

What is a learning development program manager?

A Learning Development Program Manager is a professional responsible for designing, implementing, and managing training and development programs within an organization. They assess the learning needs of employees, create educational materials or programs, and measure the effectiveness of training initiatives. Their goal is to enhance employee skills, improve job performance, and support organizational growth by fostering a culture of continuous learning.

How does a learning development program manager typically collaborate with subject matter experts to create effective training programs?

Learning Development Program Managers often work closely with subject matter experts (SMEs) to ensure that training content is accurate, relevant, and aligned with organizational goals. This collaboration usually involves conducting needs assessments, co-designing curriculum, and reviewing training materials for technical accuracy. Program Managers facilitate regular meetings and feedback sessions with SMEs to refine content and adapt to learner feedback. Building strong relationships and clear communication with SMEs is key to delivering impactful learning experiences.

What are the key skills and qualifications needed to thrive as a learning development program manager, and why are they important?

To thrive as a Learning Development Program Manager, you need expertise in instructional design, project management, and adult learning principles, often supported by a bachelor’s or master’s degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are typically required. Strong communication, leadership, and analytical skills help you collaborate across teams and tailor programs to organizational needs. These skills and qualities are crucial to designing effective learning solutions that drive employee growth and achieve business objectives.

What is the difference between Learning Development Program Manager vs Training Coordinator?

AspectLearning Development Program ManagerTraining Coordinator
ResponsibilitiesDesigning, implementing, and overseeing learning programs and development initiativesOrganizing and scheduling training sessions, managing logistics
Required SkillsCurriculum design, project management, leadershipCommunication, organization, coordination
CertificationsLearning & Development certifications (e.g., CPLP), project managementTraining certifications, CPR/First Aid (if applicable)
Work EnvironmentCorporate training departments, educational institutionsHR departments, training centers

The Learning Development Program Manager focuses on creating and managing comprehensive learning strategies, while the Training Coordinator handles the logistics of training sessions. Both roles require strong organizational skills, but the Program Manager typically has a broader scope and strategic responsibilities.

What are the most commonly searched types of Learning Development Program jobs in Las Vegas, NV?

The most popular types of Learning Development Program jobs in Las Vegas, NV are:

What are popular job titles related to Learning Development Program Manager jobs in Las Vegas, NV?

For Learning Development Program Manager jobs in Las Vegas, NV, the most frequently searched job titles are:

What job categories do people searching Learning Development Program Manager jobs in Las Vegas, NV look for?

The top searched job categories for Learning Development Program Manager jobs in Las Vegas, NV are:

What cities near Las Vegas, NV are hiring for Learning Development Program Manager jobs?

Cities near Las Vegas, NV with the most Learning Development Program Manager job openings:

Learning Development Program Manager jobs near you
Infographic showing various Learning Development Program Manager job openings in Las Vegas, NV as of September 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $91,853 per year, or $44.2 per hour.

Senior Learning & Development

Las Vegas, NV • On-site

RZR Global Inc.
See more jobs at RZR Global Inc.external

Full-time

Posted 14 days ago

Job description

About the job
Who are we?RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.
Role Overview:
RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.
The Senior L&D Lead is a senior individual contributor role built to close those gaps and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.
The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.
Key Responsibilities:
1.RZR Academy Global Onboarding Programs
  • Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
  • Redesign the programs architecture modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
  • Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
  • Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
  • Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
  • Run a 90-day effectiveness assessment for every cohort measure knowledge retention, role readiness, and cultural alignment scores
  • Iterate and improve based on data track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs
  • Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
  • Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
  • Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
  • Run capability assessments before and after each programs to measure effectiveness and manager readiness
  • Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
  • Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development
  • Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence
  • Build succession readiness programs in partnership with the Head of People identify high-potential employees and create structured acceleration tracks
  • Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
  • Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management
  • Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
  • Own the content library create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
  • Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
  • Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
  • Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs
  • Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
  • Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
  • Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness
  • Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
  • Build dashboards and quarterly reports for People leadership and ELT programs ROI, completion rates, effectiveness scores, and manager capability trends
  • Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
  • Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology
  • Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
  • Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
  • Ensure all programs have digital delivery capability for async and remote learners across time zones
Required Skills / Experience
  • 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
  • Demonstrated experience designing and running structured onboarding programs at scale not just administration
  • Proven track record building manager capability or leadership development programs from scratch
  • Strong instructional design skills ability to translate complex topics into engaging, learner-centric content
  • Experience running L&D programs across multiple countries and time zones
  • Data fluency comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
  • Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
  • Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
  • Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
  • Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
  • Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus

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