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Learning Development Training Manager Jobs in Philadelphia, PA

Addison Group

Learning & Development Lead

Philadelphia, PA · On-site

$65K - $70K/yr

Learning & Development Lead Industry: Nonprofit / Behavioral Health Services Location (City, State ... Proficiency with training technologies and learning management systems * Strong communication ...

UGI

Sr Training Manager - L&D

King Of Prussia, PA

Learning Content & Design and Training Facilitation. The Senior Training Manager - Learning & Development plays a critical role in executing the organization's vision to be the industry-leading ...

Pengate

Technical Training Manager

Chalfont, PA

Foster a culture of continuous learning, accountability, and professional development within the ... Experience with CRM or learning/training management systems (preferred) * Strong understanding of ...

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Learning Development Training Manager information

See Philadelphia, PA salary details

$34.8K

$81.4K

$128.7K

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

As of Jun 1, 2026, the average yearly pay for learning development training manager in Philadelphia, PA is $81,354.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,500.00 and $99,900.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Learning Development Training Manager, and why are they important?

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 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 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.

Learning Development Training Manager jobs near you
Retail Learning & Development Training Manager (Remote)

Retail Learning & Development Training Manager (Remote)

C3 Industries

Philadelphia, PA • Remote

Full-time

Posted 2 days ago

C3 Industries rating

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

21st of 29 rated cannabis dispensaries

Job description

JOB SUMMARY:

The Retail Learning & Development Training Manager is responsible for supporting the development, facilitation, and execution of learning initiatives across the retail organization. This role partners closely with retail leadership and cross-functional teams to support training programs that drive team development, leadership growth, exceptional customer service standards, and learning adoption across our High Profile stores.

The Retail L&D Training Manager plays a hybrid role that balances facilitation, field partnership, learning program support, LMS administration, and training execution. This position supports both day-to-day retail development needs and larger company initiatives, including New Store Openings, leadership development programs, and ongoing retail training initiatives across all markets.

KEY RESPONSIBILITIES:

TRAINING FACILITATION & DELIVERY

  • Facilitate in-person, virtual, and blended learning sessions for retail teams, ensuring high engagement, knowledge retention, and in-store adoption.
  • Support New Store Open (NSO) training planning, preparation, execution, and post-open follow-up support across retail markets.
  • Coordinate and facilitate field-facing learning initiatives tied to leadership development, customer experience, company priorities, and retail team development.
  • Coach managers and team leaders to support on-the-job learning, development, and reinforcement within their teams.

LEARNING PROGRAM DEVELOPMENT & REINFORCEMENT

  • Develop and update training materials, digital learning content, facilitation resources, and supporting training documentation.
  • Help build structured learning pathways and development experiences for employees at various levels, including new hires, leadership teams, and store managers.
  • Develop team-facing tools, job aids, communication resources, and reinforcement materials to support learning adoption, consistency, and team development across retail teams.

FIELD PARTNERSHIP & TEAM DEVELOPMENT

  • Partner closely with RVPs, DMs, store leadership teams, HR, and cross-functional partners to identify learning and development opportunities across retail teams.
  • Provide ongoing field partnership, coaching, and support to retail employees and leadership teams.
  • Support, coach, and partner with designated store-level training leaders and peer trainers across retail locations to reinforce training initiatives, learning adoption, and team development efforts.
  • Build and maintain strong working relationships across retail markets and support teams.

LEARNING TECHNOLOGY & TRAINING OPERATIONS

  • Manage and oversee the use of the Learning Management System (LMS) to support training assignments, tracking, reporting, and content management.
  • Support the administration, assignment, and maintenance of training content within the LMS for retail, facilities, and corporate teams as needed.
  • Explore and recommend new learning technologies, tools, and learning approaches to enhance training effectiveness and engagement.

EVALUATION & CONTINOUS IMPROVEMENT

  • Conduct training needs assessments and collaborate with leadership teams to identify development opportunities and performance gaps.
  • Develop and implement evaluation methods, including surveys, assessments, and feedback tools, to measure training effectiveness and learning adoption.
  • Analyze training participation, engagement, feedback, and performance data to identify trends, measure effectiveness, and support continuous improvement.

SUPERVISORY RESPONSIBLITIES:

No direct reports

JOB REQUIREMENTS:

  • Bachelor's degree in Business Administration, Human Resources, Education, or related field preferred. Relevant work experience may be considered in lieu of a degree.
  • 5+ years of experience in retail training, Learning & Development.
  • Proven experience designing and delivering training programs for large, diverse groups, ideally in a retail or customer service setting.
  • Experience with Learning Management Systems (LMS) and training technology platforms.
  • Experience in retail management, customer service, or sales is a plus.
  • Strong understanding of adult learning principles and best practices in training design.
  • Excellent communication, presentation, and facilitation skills.
  • Ability to influence and build relationships across all levels of the organization.
  • Strong analytical and problem-solving skills.
  • Ability to work independently and manage multiple projects simultaneously.
  • Knowledge of performance management processes and tools.
  • Strong organizational and time management skills.
  • Certification in Learning and Development (e.g., CPLP, SHRM-CP) or related certifications is a plus.
  • Travel: Regular travel to retail locations across current and future markets for on-site training sessions, coaching, and observation.
  • Schedule: Flexible hours; occasional evenings or weekends may be required based on business needs.