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Learning Development Training Manager Jobs in Florence, MS

CLUB4 FITNESS

Personal Training Manager

Madison, MS · On-site

OVERVIEW: A Club4Fitness PT Manager is responsible recruiting for, hiring, onboarding, and ... the development of individual personal trainers while they build clientele * Responsible for ...

CLUB4 FITNESS

Personal Training Manager

Flowood, MS · On-site

OVERVIEW: A Club4Fitness PT Manager is responsible recruiting for, hiring, onboarding, and ... the development of individual personal trainers while they build clientele * Responsible for ...

CLUB4 Fitness

Personal Training Manager

Madison, MS · On-site

OVERVIEW: A Club4Fitness PT Manager is responsible recruiting for, hiring, onboarding, and ... the development of individual personal trainers while they build clientele * Responsible for ...

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All JobsLearning Development Training JobsLearning Development Training Manager JobsLearning Development Training Manager Jobs in Florence, MS

Learning Development Training Manager information

See Florence, MS salary details

$25K

$58.5K

$92.5K

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

As of Aug 29, 2026, the average yearly pay for learning development training manager in Florence, MS is $58,496.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,500.00 and $71,800.00 per year, depending on experience, location, and employer.

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 near Florence, MS are hiring for Learning Development Training Manager jobs?

Cities near Florence, MS with the most Learning Development Training Manager job openings:

Learning Development Training Manager jobs near you

Learning & Development Specialist II - Mortgage

Jackson, MS • On-site

Hope Credit Union
Commercial Banking • 201 - 500 employees
Learn more about Hope Credit Unionexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted yesterday

Job description

HOPE Overview
HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources; and engages in advocacy that strengthens the financial health of people in under-resourced Deep South communities. Since 1994, these efforts have benefited more than three million people in Alabama, Arkansas, Georgia, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at https://www.hopecu.org/.
Title: Learning & Development Specialist II - Mortgage
Department: Human Assets
Reports To: VP, Learning & Development Manager
Supervises: N/A
Job Classification: Exempt, Full-time
Location: Jackson, MS
The Learning and Development Specialist II will be responsible for designing, developing, and delivering training programs to enhance the skills and knowledge of our mortgage employees. Reporting to the Vice President of Learning and Development Manager, this role will collaborate closely with various departments to identify training needs and create customized programs that align with our company's objectives.
Responsibilities:
  • Organizational Culture:
    • Supports Strengthening HOPE Initiative that values an organizational culture for open communication, innovation, associate engagement, and other traits that contribute to collaboration and high performance.
  • Training Program Design and Development:
    • Collaborate with subject matter experts to assess technical training needs.
    • Design and develop engaging, interactive, and results-oriented technical training materials, including presentations, e-learning modules, manuals, and assessments.
    • Determine instructional methods and modalities, such as individual training, group instruction, lectures, demonstrations, conferences, meetings, workshops and virtual trainings.
  • Training Delivery:
    • Conduct training sessions for employees, ensuring a clear and engaging learning experience.
    • Deliver and/or assist with New Hire Orientation and Compliance Training
    • Coordinate training schedule with the hiring and training needs of the company. Develop training calendar.
    • Assist employees with problems concerning "how to" perform specific tasks related to their positions. This can be done by creating relevant job aids, one on one or coaching.
  • Content Maintenance and Updates:
    • Create instructional material. Course development includes: training objectives, course outlines, instructor and participant guides, relevant handouts, tests/quizzes, relevant hands-on training exercises, and computer-based training, etc.
    • Continuously update and improve training materials to reflect industry best practices and technological advancements.
    • Ensure that training content remains current and relevant.
  • Evaluation and Assessment:
    • Implement evaluation tools and assessments to measure the effectiveness of training programs.
    • Gather feedback from participants and adjust training content as needed to meet objectives.
    • Develop systems to monitor and ensure employees are performing their responsibilities according to the training
  • Technical Expertise:
    • Stay current with industry trends, technologies, and best practices to provide the most up-to-date training.
  • Collaboration:
    • Consult closely with the Vice President, Learning and Development Manager.
    • Confer with management, supervisors, and employees to gain knowledge of work situations requiring training and to better understand changes in policies, procedures, regulations, business initiatives and technologies.
    • Network with staff across departments to ensure that Learning and Development Department maintains a positive and beneficial relationship with staff.
    • Assist in the development and execution of the annual training plan and training budget.
  • Documentation:
    • Maintain accurate records of training sessions, attendance, and evaluation results.
    • Generate reports on training effectiveness for management review.
    • Report on progress of employees under guidance during training periods.
  • Secondary Functions:
    • Keep abreast of new technologies, training trends, and products and services of the company. Maintain knowledge of instructional technologies.
    • Perform general administrative duties such as attending meetings, report production, etc
  • Other duties as assigned

Qualifications:
  • Required
    • High school Diploma or GED
    • 2-3 years experience training in a financial environment, preferred in Mortgage lines of business
    • Knowledge of basic financial job skills, products, and services.
    • Proven presentation and facilitation skills.
    • Ability to travel within company's footprint up to 75%.
  • Preferred
    • Bachelor's degree in related field
    • Knowledge of Microsoft Word, Power Point, Excel, Articulate360 and Canva.

Key Competencies & Skills:
  • Accountability - Accepting responsibility that results in anticipation/prevention of problem areas from actions, and problem solving inside and outside the department/organization.
  • Continuous Learning - Actively and continuously gaining insight of strengths and weaknesses in order to identify the relevant areas that need further development (with regard to skills and knowledge) and acting up on it.
  • Organizational Awareness - Having and using knowledge of systems, situations, procedures, and culture inside the organization to identify potential problems and opportunities; perceiving the impact and the implications of decisions on other components of the organization.
  • Functional Expertise and Usage - Acquiring and applying functional knowledge in an area of specialty that is not technical (for example, Sales, Finance, and Human Resources Management)
  • Results Orientation - Being persistent and showing perseverance on achieving concrete and tangible results out of personal responsibility; getting optimum results from situations and being ready to take action and show tenacity in case of obstacles or resistance.
  • Problem Solving - Having the ability to identify problems and issues of varying complexities and to find effective solutions with few guidelines.

Work Environment:
  • Employee spends the majority of time in office environment, generally accessible to the public, customers, and potential customers
  • Noise level in the work environment is usually moderate
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Comprehensive Benefits Package:
  • Paid Vacation and Sick Time
  • 11 Paid Holidays
  • 401(k) with Company Match
  • Medical, Dental, and Vision Benefits
  • Flexible Spending Account (FSA)
  • Disability Benefits
  • Life Insurance, Critical Illness, Accident
  • Employee Assistance Program (EAP)
  • Tuition Reimbursement, Professional Development

Hope Enterprise Corporation does not participate in or engage in any form of visa sponsorship, including employment-based visa applications or extensions (e.g., H-1B, TN, O-1, OPT, STEM OPT, etc.). Candidates must be legally authorized to work in the United States at the time of application and throughout the duration of employment.
We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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