ZipRecruiter

Log In

1

Learning Development Program Manager Jobs in Moore, OK

asrcfh

Program Manager

Norman, OK

... design, development, and deployment of the modernized radar system and its associated data ... Minimum of 5+ years of program management experience. * Bachelor's in Meteorology, Atmospheric ...

asrcfh

Program Manager

Norman, OK

... design, development, and deployment of the modernized radar system and its associated data ... Minimum of 5+ years of program management experience. * Bachelor's in Meteorology, Atmospheric ...

ASRC Federal Holding

Program Manager

Norman, OK · On-site

... Program Manager (MRMS) to support a potential contract with the National Oceanic and Atmospheric ... design, development, and deployment of the modernized radar system and its associated data ...

FLOGISTIX LP

Program Manager

OK · On-site

Support the Business Development team in exploring potential domestic and international business ... Managing project timelines and ensuring project schedules are met. * Use Kanban board system to ...

FLOWCO HOLDINGS INC.

Program Manager

Oklahoma City, OK · Hybrid

Support the Business Development team in exploring potential domestic and international business ... Managing project timelines and ensuring project schedules are met. * Use Kanban board system to ...

SPECK HOMES INC

PROGRAM MANGER

Oklahoma City, OK

$45K - $55K/yr

... development, basic living, spiritual wellbeing and independent living skills. Our youth can learn ... The Program Manager (P.M.) Reports to the Area Director and communicates directly with the Area ...

next page

Showing results 1-20

People also search for

All JobsLearning Development Program Manager JobsLearning Development Program Manager Jobs in Moore, OK

Learning Development Program Manager information

See Moore, OK salary details

$28.9K

$92.6K

$165.6K

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

As of May 30, 2026, the average yearly pay for learning development program manager in Moore, OK is $92,614.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,900.00 and $102,100.00 per year, depending on experience, location, and employer.

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.

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 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.

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 job categories do people searching Learning Development Program Manager jobs in Moore, OK look for? The top searched job categories for Learning Development Program Manager jobs in Moore, OK are:
What cities near Moore, OK are hiring for Learning Development Program Manager jobs? Cities near Moore, OK with the most Learning Development Program Manager job openings:
Learning Development Program Manager jobs near you
Learning & Development Coordinator

Learning & Development Coordinator

WEOKIE Federal Credit Union

Oklahoma City, OK • On-site

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description


The Learning & Development Coordinator provides training to managers and employees to support their ability to provide extraordinary member service and to maximize employee productivity and professional effectiveness. Training is provided via a blended learning approach including instructor-led training (classroom), eLearning, informal round tables, formal programs, as well as one-on-one training. This role supports all internal training and development efforts under the direction of the AVP of Employee Development. Examples include: new hire training, department-specific training, eLearning, professional development, career development, organizational development/special projects, and leadership development.





  1. Development of Training –Under the supervision of the AVP of Employee Development - Develops learning that incorporates sound instructional design principles including: optimizing content for learning delivery, designing appropriate learning content, feedback and remediation sequences and practice exercises, and designing appropriate pre and post-test evaluation tools. Develops lessons using company selected learning and development tools. Creates and maintains a consistent learning development environment using templates and other standardized development tools. Creates exercises using company selected software. Creates instructional graphics using company-selected software (as appropriate). Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to the AVP of Employee Development to ensure member impact and risk is mitigated.
  2. Delivery of Training/Facilitation - Provides training as assigned via the most appropriate learning approach.
  3. Supporting Training Needs Analysis Results –Collaborates with the AVP Employee Development to assess whether training needs are best met with an online solution, instructor led training, or a blended approach. Assists the AVP of Employee Development with identifying subject matter experts and gathering the required source content.
Page Break


  1. Learning Management System – Prepares courses to be posted to the Learning Management System using company selected communication protocol. Provides backup support in the administration of the Learning Management System, including but not limited to: creating sessions, assisting with enrollment and user accounts, and running reports as needed.
  2. Other duties or special projects as assigned or requested.






  1. Training content will be designed using interactive tools that incorporate adult learning principles in order to deliver training in an effective manner utilizing blended learning methodologies.
  2. Successful completion of tasks to support learning and development initiatives.
  3. Positive and respectful communication to/with employees.
  4. Accurate and timely communications are utilized to create a “no surprises” environment.


  1. Personal responsibility for action such that timely resolution of issues requiring coordination of solutions is achieved consistently.


  1. All activities are efficiently conducted, generally error free, and are completed following the appropriate policies, procedures, operational controls, and compliance controls.


  1. Losses, errors, and risks are controlled and mitigated by adhering to all applicable policies and procedures.



  1. Specialized or Technical Knowledge and Skills:
    1. Bachelor’s degree in related field preferred but not required.
    2. 2 years experience in training in a professional setting preferred.
    3. Credit Union experience preferred. WEOKIE FCU experience strongly preferred.
    4. Facilitation and/or public speaking experience preferred.
    5. Intermediate to expert knowledge of Microsoft Office.
    6. Excellent communication skills (written and verbal).
    7. Excellent organizational skills.
    8. Strong attention to detail.
    9. Strong aptitude and interest in learning software/eLearning development tools.
    10. Technical aptitude for using and supporting our Learning Management System.
Page Break


  1. Ability to be a self-starter and manage multiple tasks and projects in a collaborative team environment.
  2. Ability to learn new skills quickly.


  1. Behavioral Competencies: Behavioral competencies are the skills and personal characteristics that an individual should possess in order to be successful in this position.


  1. Core Competencies: Core competencies are consistent for all positions across the organization and are aligned with WFCU’s core values.
    1. Partner Focus: Builds Partner confidence, is committed to increasing Partner satisfaction, sets achievable Partner expectations, assumes responsibility for solving Partner problems, ensures commitments to Partners are met, and solicits opinions and ideas from Partners.
    2. Dependability: Meets commitments, works independently, accepts accountability, handles change, sets personal standards, stays focused under pressure, and meets attendance/punctuality requirements.
    3. Integrity/Ethics: Deals with others in a straightforward and honest manner, is accountable for actions, maintains confidentiality, supports company values, conveys good news and bad.
  2. Job Specific Competencies: The position requires a well-rounded and level-headed individual who is able to maintain composure in a variety of situations. The following stand out among a long list of behavioral competencies for this position:
    1. Job Knowledge: Understands duties and responsibilities, has necessary job knowledge, has necessary technical skills, understands company mission/values, keeps job knowledge current, is in command of critical issues.
    2. Decision Making/Judgment: Recognized problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root causes of issues, makes timely decisions, can make difficult decisions, uses consensus when possible, and communicates decisions to others.
    3. Productivity: Manages a fair workload, volunteers for additional work, prioritizes tasks, develops good work procedures, manages time well, and handles information flow.
    4. Quality: Is attentive to detail and accuracy, is committed to excellence, looks for improvements continuously, monitors quality levels, finds root cause of quality problems, owns/acts on quality problems.
Page Break


  1. Interpersonal Skills: Has good listening skills, builds strong relationships, is flexible/open-minded, negotiates effectively, solicits performance feedback and handles constructive criticism


  1. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit and talk or hear. The employee must occasionally lift and/or move up to 10 pounds.
  2. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The worker is not substantially exposed to adverse environmental conditions. The noise level in the work environment is usually moderate.


EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER

WEOKIE does not and shall not discriminate on the basis of Protected Status, marital status, and political belief or any other status or condition protected by applicable federal and/or state law. Bona fide occupational qualifications will be applied impartially. These activities include, but are not limited to, hiring of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all our members, our staff, clients, volunteers, subcontractors, vendors, and clients.

Apply