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Learning Development Project Manager Jobs in Minnesota

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Learning Development Project Manager information

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$42.1K

$92.6K

$139.1K

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

As of Sep 11, 2026, the average yearly pay for learning development project manager in Minnesota is $92,594.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,900.00 and $106,300.00 per year, depending on experience, location, and employer.

What does a learning development project manager do?

A Learning Development Project Manager oversees the planning, execution, and delivery of training and educational programs within an organization. They coordinate between instructional designers, subject matter experts, and stakeholders to ensure that learning initiatives meet organizational goals and quality standards. Their responsibilities include managing project timelines, budgets, resources, and evaluating the effectiveness of training solutions. By facilitating communication and problem-solving, they help ensure that learning projects are delivered on time and within budget.

What are the key skills and qualifications needed to thrive as a learning development project manager?

To thrive as a Learning Development Project Manager, you need expertise in instructional design, project management methodologies, and a background in education or human resources, often supported by a bachelor's degree or higher. Familiarity with learning management systems (LMS), project management software (like Asana or MS Project), and relevant certifications such as PMP or CPLP are typically required. Strong communication, leadership, and organizational skills help manage cross-functional teams and engage stakeholders effectively. These skills and qualities are crucial for delivering impactful learning solutions on time and within budget, ensuring organizational growth and employee development.

What are some common challenges a learning development project manager faces when coordinating cross-functional training initiatives?

A Learning Development Project Manager often encounters challenges such as aligning diverse stakeholder expectations, managing tight timelines, and ensuring consistent communication across departments. Balancing the needs of subject matter experts, instructional designers, and end users can be complex, especially when adapting training content to fit different learning styles or organizational cultures. Proactive planning, regular status updates, and fostering strong relationships across teams are key strategies for overcoming these challenges and delivering successful learning programs.

What cities in Minnesota are hiring for Learning Development Project Manager jobs?

Cities in Minnesota with the most Learning Development Project Manager job openings:

Learning Development Project Manager jobs near you
Infographic showing various Learning Development Project Manager job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 11% Part Time, and 6% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $92,594 per year, or $44.5 per hour.

Senior Director - Learning and Development

Chanhassen, MN • On-site

Life Time, Inc.
See more jobs at Life Time, Inc.external

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

Life Time rating

6.5

Company rating: 6.5 out of 10

Based on 394 frontline employees who took The Breakroom Quiz

Job description

Position Summary
The Senior Director of Learning & Development is a strategic enterprise leader responsible for designing and executing strategies that enhance organizational performance, leadership capability, and workforce engagement.
Operating as a core leader within Talent Management, this role drives a cohesive, end-to-end approach to how talent is developed, activated, and sustained across the organization, partnering closely with Human Capital leaders and business stakeholders to align learning strategy with leadership development, performance, succession, and employee listening strategies to ensure a consistent and high-impact talent lifecycle. The Sr. Director builds strong, trust-based partnerships across the organization to align priorities, guide leaders in adopting consistent practices, and ensure learning and development efforts are grounded in the realities of how the business operates.
This role leads a multidisciplinary team spanning learning design, solution partners, program management, and learning technology, while driving alignment cross-functionally with Talent Acquisition, Onboarding, Performance Management, and People Analytics. Through strong partnership and advisory, the Sr. Director influences enterprise-wide talent strategy, manages learning investments, and oversees vendor and external partnerships.
The Sr. Director establishes a scalable learning and capability model designed to strengthen bench strength, accelerate readiness, and enable a high-performing, engaged workforce.
Key Responsibilities
Enterprise Talent & Capability Strategy
  • Design and lead strategies that improve organizational performance, leadership effectiveness, and workforce engagement.
  • Establish an integrated Talent Management approach connecting development, performance, succession, and retention.
  • Align capability-building strategies with business priorities, workforce planning, and growth objectives.
  • Serve as a strategic advisor to senior leaders on organizational capability and talent investments.

Leadership Development & Succession
  • Define and lead enterprise leadership development frameworks across all levels.
  • Build and operationalize succession planning strategies and readiness pathways.
  • Ensure alignment between leadership expectations, performance standards, and development experiences.
  • Partner with senior leaders to strengthen leadership bench and long-term talent pipelines.

Learning & Development Strategy & Operating Model
  • Oversee the design and delivery of role-based, leadership, and compliance learning programs.
  • Establish scalable learning pathways aligned to job architecture and skills frameworks.
  • Lead the evolution from program-based learning to integrated, experience-driven development.
  • Ensure learning solutions are practical, accessible, and directly tied to performance outcomes.

Learning Operations, Standards & Technology
  • Drive a modern, integrated learning ecosystem that enhances user experience, supports data-driven decision-making, and scales with organizational growth.
  • Establish clear processes for learning intake, prioritization, and execution.
  • Set instructional design standards and ensure consistency across learning experiences.
  • Oversee LMS and learning technology strategy in partnership with HR Technology.
  • Manage vendor relationships and optimize learning investments.
  • Ensure learning data integrity and reporting visibility.
  • Lead preparation for future learning platform transitions and enhancements.

Talent Integration & Cross-Functional Partnership
  • Lead adoption of new learning and talent practices by influencing leaders and driving sustained behavior change across the organization
  • Partner with Talent Acquisition to align hiring profiles with development pathways.
  • Collaborate with Onboarding & Early Experience to ensure smooth transition from hire to readiness.
  • Partner with the Team Member Experience team and People Analytics to leverage employee listening insights (e.g., engagement surveys, lifecycle feedback) and translate them into targeted learning and leadership strategies.
  • Use insights from engagement, retention, and performance data to inform continuous improvement of development programs and leadership capability.
  • Influence leaders across the business to embed development into day-to-day leadership practices.

Measurement & Impact
  • Define and track key metrics including leadership readiness, internal mobility, engagement, and retention.
  • Leverage data to continuously refine learning and talent strategies.
  • Demonstrate measurable impact of development initiatives on business performance.

Qualifications
  • 10+ years progressive experience in Learning & Development, Talent Management, or Organizational Development, or related fields.
  • Proven experience leading enterprise-wide learning or capability strategies.
  • Strong expertise in leadership development and organizational effectiveness.
  • Demonstrated ability to build scalable programs and operating models.
  • Experience integrating learning with performance, succession, and engagement strategies.
  • Strong business acumen and ability to translate strategy into execution.
  • Demonstrated experience leveraging learning technologies (e.g., LMS, learning experience platforms) to drive adoption, scalability, and measurable impact
  • Ability to partner effectively with HR Technology to shape platform strategy, integrations, and future-state learning ecosystem

Pay
This is a salaried position starting at $136,000.00(or applicable minimum salary, if higher) and pays up to $187,000.00, based on experience and qualifications. In addition, this role is eligible for bonuses based on performance metrics.
Benefits
All team members receive the following benefits while working for Life Time:
  • A fully subsidized membership
  • Discounts on Life Time products and services
  • 401(k) retirement savings plan with company discretionary match (21 years of age and older)
  • Training and professional development
  • Paid sick leave where required by law

Full-time Team Members are eligible for additional benefits, including:
  • Medical, dental, vision, and prescription drug coverage
  • Short term and long term disability insurance
  • Life insurance
  • Pre-tax flexible spending and dependent care plans
  • Parental leave and adoption assistance
  • Paid time off, including 5 to 20 vacation days per calendar year (based on tenure) and paid sick leave
  • Deferred compensation plan, if the team member meets the required income threshold

Life Time is a place for everyone. As an organization, we are committed to an inclusive, diverse and equitable workplace that respects and celebrates the unique contributions of each individual while ensuring we remain an equal opportunity employer that recruits, hires, trains and promotes based on merit and qualifications.

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