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Learning Development Training Manager Jobs in Florida

The Setai

Training Manager

Miami Beach, FL · On-site

Training Manager This position does not offer relocation assistance. The Setai does not sponsor or ... Previous experience in training, learning and development, hotel operations, leadership, or human ...

Lennar

Training Manager

Miami, FL · On-site

... the development of training content, structured onboarding experiences, and scalable learning ... Manage a centralized training library to ensure all materials are organized, accessible, and ...

Lennar Homes

Training Manager

Miami, FL · On-site

... the development of training content, structured onboarding experiences, and scalable learning ... Manage a centralized training library to ensure all materials are organized, accessible, and ...

Current

Senior Director, Learning & Development

Tampa, FL · Remote

$187K - $225K/yr

The Senior Director partners closely with the CHRO, firm managing partners, service line leaders, HR Business Partners, and integration teams, and serves as the executive voice for talent development ...

Lennar Corporation

Training Manager

Miami, FL · On-site

... the development of training content, structured onboarding experiences, and scalable learning ... Manage a centralized training library to ensure all materials are organized, accessible, and ...

Lennar

Training Manager

Miami, FL · On-site

... the development of training content, structured onboarding experiences, and scalable learning ... Manage a centralized training library to ensure all materials are organized, accessible, and ...

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Learning Development Training Manager information

What does a learning development training manager do?

A Learning Development Training Manager is responsible for designing, implementing, and overseeing training programs within an organization. Their main goal is to improve employee skills, boost productivity, and ensure that staff members are equipped with the knowledge needed to meet company objectives. They assess training needs, develop educational materials, and evaluate the effectiveness of training initiatives. Additionally, they often collaborate with department heads and external vendors to deliver both in-person and online learning opportunities.

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

To thrive as a Learning Development Training Manager, you need expertise in instructional design, adult learning principles, and experience with curriculum development, often supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or ATD are commonly required. Exceptional communication, leadership, and analytical skills set top performers apart, enabling them to engage learners and evaluate program effectiveness. These skills are crucial for designing impactful training initiatives that drive employee growth and organizational success.

What are the typical challenges a learning development training manager faces when implementing new training programs across a diverse workforce?

A Learning Development Training Manager often encounters challenges such as varying levels of learner engagement, differing learning styles, and resistance to change among staff. Adapting training materials to suit both in-person and remote teams, while ensuring consistent quality and effectiveness, can be demanding. Additionally, aligning training initiatives with organizational goals and measuring their impact on performance requires strong communication and analytical skills. Overcoming these obstacles involves strategic planning, collaboration with department leaders, and ongoing feedback from participants.

What is the difference between Learning Development Training Manager vs Learning and Development Specialist?

AspectLearning Development Training ManagerLearning and Development Specialist
CredentialsTypically requires a bachelor’s degree in HR, education, or related field; certifications like CPLP or ATD are commonSimilar credentials; often holds a bachelor’s degree and relevant certifications
Work EnvironmentManages teams, develops training programs, and oversees training initiatives within organizationsDesigns and delivers training sessions, often working directly with employees or teams
Employer & Industry UsageUsed across various industries in corporate, nonprofit, and government sectorsCommonly employed in similar settings, focusing on training delivery and content creation

The Learning Development Training Manager typically oversees training programs and manages teams, while the Learning and Development Specialist focuses on designing and delivering training content. Both roles require similar credentials and are integral to organizational learning initiatives, but differ mainly in scope and responsibilities.

What cities in Florida are hiring for Learning Development Training Manager jobs?

Cities in Florida with the most Learning Development Training Manager job openings:

Learning Development Training Manager jobs near you

Senior Learning & Development Specialist

Sunrise, FL • On-site

Choice Home Warranty
Real Estate • 501 - 1,000 employees
Learn more about Choice Home Warrantyexternal

$75K - $90K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 5 hours ago

Job description

Job description:
Senior Learning & Development Specialist
Choice Home Warranty
Salary: $75,000 to $90,000 annually
About the Opportunity
Choice Home Warranty is seeking an experienced Senior Learning & Development Specialist who combines strong training facilitation skills with hands on instructional design and content development experience.
This is not a traditional trainer position focused primarily on delivering existing material. We are looking for someone who can identify a learning or performance need, understand the business process behind it, partner with subject matter experts, design an effective learning solution, facilitate the training, and evaluate whether it produced the intended results.
You will have the opportunity to influence how employees learn by improving existing programs and developing new learning experiences that are practical, engaging, and connected to employee performance.
The ideal candidate has experience in Learning & Development, instructional design, and corporate training, preferably within a call center, customer service, claims, sales, or high volume operations environment.
You should be equally comfortable facilitating a classroom, building a professional training presentation, creating a job aid, designing an assessment, developing realistic scenarios, and improving a training program that is not producing the desired results.
What You Will DoTraining Facilitation
  • Facilitate new hire training, ongoing training, refresher training, process updates, and employee development programs.
  • Deliver engaging instructor led and virtual training to employees with varying levels of experience.
  • Adjust facilitation methods based on the audience, subject matter, learning objectives, and employee needs.
  • Create an interactive learning environment that encourages participation, practical application, critical thinking, and knowledge retention.
  • Incorporate realistic scenarios, exercises, role playing activities, and knowledge checks into learning programs.
  • Evaluate employee understanding throughout training and provide additional reinforcement when needed.

Learning & Development
  • Partner with Operations, Quality, leadership, and subject matter experts to identify performance gaps and determine whether training is the appropriate solution.
  • Conduct training needs analysis to identify knowledge, skill, and behavioral gaps.
  • Translate business processes, policies, procedures, system functionality, and operational requirements into structured and practical learning programs.
  • Develop measurable learning objectives and select appropriate learning approaches based on the topic and audience.
  • Design training that teaches employees how to apply knowledge, use judgment, solve problems, and handle realistic situations rather than simply memorize information.
  • Recommend improvements to existing programs based on employee performance, Quality results, operational feedback, customer experience, and changes within the business.

Instructional Design and Content Development
  • Design and develop learning programs from initial concept through implementation and evaluation.
  • Create professional training presentations, facilitator guides, participant materials, job aids, reference guides, assessments, exercises, scenarios, and other learning resources.
  • Simplify complex policies, processes, and technical information into content that frontline employees can understand and apply.
  • Develop scenario based learning that requires employees to apply policies and procedures to realistic customer and operational situations.
  • Create assessments and knowledge checks that measure understanding and practical application.
  • Review and redesign existing training materials to improve clarity, organization, consistency, visual presentation, and effectiveness.
  • Maintain training materials as policies, processes, systems, and business requirements change.
  • Help establish consistent standards for training presentations, facilitator materials, job aids, assessments, and other learning resources.

Training Effectiveness and Continuous Improvement
  • Measure training effectiveness using assessments, employee performance, Quality results, operational metrics, and feedback.
  • Partner with Operations and Quality to determine whether training is producing measurable improvements in employee performance.
  • Identify recurring performance issues and recommend appropriate training, coaching, or other learning interventions.
  • Use feedback from employees, trainers, supervisors, and operational leadership to continuously improve learning programs.
  • Help establish best practices for how training is developed, facilitated, measured, and maintained across the organization.

What We Are Looking For
  • Minimum of 5 years of professional experience in Learning & Development, corporate training, instructional design, or a closely related field.
  • Demonstrated experience independently designing and developing corporate training programs.
  • Demonstrated experience facilitating instructor led training in a professional environment.
  • Strong knowledge of instructional design and adult learning principles.
  • Advanced PowerPoint skills with the ability to create professional, visually organized, and engaging training materials.
  • Experience developing facilitator guides, job aids, assessments, exercises, scenarios, reference materials, and other learning resources.
  • Strong written communication and content development skills.
  • Ability to translate complex processes, policies, procedures, or technical information into clear and practical learning experiences.
  • Strong presentation, facilitation, and classroom management skills.
  • Experience partnering with subject matter experts, operational leaders, and other stakeholders.
  • Strong organizational and project management skills.
  • Ability to manage multiple learning initiatives and priorities simultaneously.
  • Ability to work independently and take ownership of projects from initial need through development, delivery, and evaluation.

Preferred Experience
  • Learning & Development experience within a call center, customer service, claims, insurance, financial services, sales, or other high volume operational environment.
  • Experience developing scenario based and interactive learning programs.
  • Experience using Quality results, operational KPIs, customer feedback, or other performance data to identify learning opportunities.
  • Experience developing training for complex policies and processes that require employees to exercise judgment and critical thinking.
  • Bachelor's degree in Learning & Development, Instructional Design, Education, Human Resources, Communications, Business, or a related field is preferred. Equivalent professional experience will also be considered.

What Success Looks Like
Success in this position is not measured simply by how many training sessions are delivered.
A successful Senior Learning & Development Specialist will be able to understand a complex business process, determine what employees need to know and do, anticipate where employees may struggle, and build learning experiences that prepare them to perform successfully in real situations.
You will also be expected to recognize when existing training is not producing the intended results, identify potential causes, and recommend or implement improvements.
Ultimately, your work should contribute to measurable improvements in employee knowledge, confidence, performance, and the customer experience.
Compensation
The salary range for this position is $75,000 to $90,000 annually. Compensation within the range will be based on relevant experience, instructional design capabilities, technical skills, and demonstrated ability to develop high quality learning programs.
Interview Process
As part of the interview process, qualified candidates may be asked to discuss examples of learning programs or training materials they have previously developed and may be asked to complete a brief instructional design exercise.
Candidates should not submit confidential, proprietary, or otherwise protected information or materials belonging to a current or former employer.
Equal Employment Opportunity
Choice Home Warranty is an equal opportunity employer. Employment decisions are based on qualifications, experience, business needs, and other job related factors without regard to any characteristic protected by applicable federal, state, or local law.
Benefits:
  • 401(k) matching
  • Dental insurance
  • Health insurance
  • Life insurance
  • Paid time off
  • Vision insurance

Work Location: In person

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