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Learning Development Jobs in Manchester, NH (NOW HIRING)

NewYork-Presbyterian

CRNA

Haverhill, MA · On-site

... Learning & Development" - Brandon Hall Group NewYork-Presbyterian Hospital is an equal opportunity employer. Salary Range: 205.00/Hourly It all begins with you. Our amazing compensation packages ...

Cityyear

Impact Manager

Manchester, NH · On-site

... overall Learning & Development experience of all members. The IM works closely with school staff with the support of Impact Leadership in pursuit of meaningful outcomes at a student level and ...

City Year

Impact Manager

Manchester, NH · On-site

... overall Learning & Development experience of all members. The IM works closely with school staff with the support of Impact Leadership in pursuit of meaningful outcomes at a student level and ...

FH Cann & Associates

Corporate Trainer

Andover, MA · On-site

In this role, you will design and deliver effective training programs, create engaging learning materials, and support employee development across the organization. The ideal candidate is a confident ...

Varsity Tutors

Web Development Tutor

Lawrence, MA · Remote

$18 - $40/hr

About the Job The Varsity Tutors Live Learning Platform has thousands of students looking for online Web Development tutors nationally. As a tutor on the Varsity Tutors Platform, you'll have the ...

GBG

Senior Machine Learning Engineer (3968)

Manchester, NH · On-site

$104K - $142K/yr

We drive the development of these cutting-edge technologies, aiming to provide unparalleled ... Senior Machine Learning Engineer The Senior Machine Learning Engineer is a senior individual ...

GBG

Senior Machine Learning Engineer (3968)

Manchester, NH · On-site

$104K - $142K/yr

We drive the development of these cutting-edge technologies, aiming to provide unparalleled ... Senior Machine Learning Engineer The Senior Machine Learning Engineer is a senior individual ...

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Learning Development information

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How much do learning development jobs pay per hour?

As of Jul 15, 2026, the average hourly pay for learning development in Manchester, NH is $39.88, according to ZipRecruiter salary data. Most workers in this role earn between $18.27 and $67.74 per hour, depending on experience, location, and employer.

What jobs pay 4000 a week without a degree?

In learning development, high-paying roles such as corporate trainer, instructional designer, or e-learning specialist can reach or exceed $4,000 weekly with experience and specialized skills. These jobs often require expertise in curriculum design, training delivery, and familiarity with learning management systems but do not always require a formal degree. Success in these roles depends on industry knowledge, certifications, and proven ability to develop effective training programs.

What are the key skills and qualifications needed to thrive in the Learning Development position, and why are they important?

To thrive in Learning Development, you need expertise in instructional design, adult learning principles, and curriculum development, often supported by a relevant bachelor's degree or certifications like CPLP or CPTD. Familiarity with learning management systems (LMS), e-learning authoring tools such as Articulate Storyline or Adobe Captivate, and analytics platforms is commonly required. Exceptional communication, facilitation, and project management skills set standout professionals apart in this field. These abilities are critical for designing effective training programs that enhance employee skills and support organizational goals.

What is a Learning Development job?

A Learning Development job focuses on improving employee skills, knowledge, and performance through training programs, instructional materials, and development initiatives. Professionals in this role assess training needs, design learning experiences, and implement programs to support professional growth. They may use e-learning platforms, workshops, and coaching to enhance workplace effectiveness. Learning Development specialists work closely with management to align training with business goals and ensure continued employee success.

What are the most common projects or responsibilities for someone working in Learning Development?

Professionals in Learning Development typically design and deliver training programs, create instructional materials, and evaluate the effectiveness of learning initiatives. They often conduct needs assessments, collaborate with subject matter experts, and manage projects to ensure timely rollouts of development solutions. On a weekly basis, you may facilitate live or virtual training sessions, update training content based on feedback, and track learning outcomes using analytics tools. The work is highly collaborative, requiring regular interaction with HR, leadership, and operational teams to ensure learning aligns with business objectives.

How do I become an L&D specialist?

To become an L&D (Learning and Development) specialist, typically a bachelor's degree in human resources, education, or a related field is required. Gaining experience in training, instructional design, or organizational development, along with proficiency in learning management systems and relevant certifications like CPLP or ATD, can enhance prospects in this role.

What are jobs in learning and development?

Jobs in learning and development involve designing, implementing, and managing training programs to improve employee skills and knowledge within organizations. Common roles include training specialists, instructional designers, and learning managers, often requiring skills in curriculum development, e-learning tools, and assessment methods.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in growing demand as organizations prioritize employee training and skill development. These roles often require strong communication skills and familiarity with e-learning tools, and demand is expected to increase with ongoing workforce upskilling initiatives.
What are the most commonly searched types of Learning Development jobs in Manchester, NH? The most popular types of Learning Development jobs in Manchester, NH are:
What job categories do people searching Learning Development jobs in Manchester, NH look for? The top searched job categories for Learning Development jobs in Manchester, NH are:
What cities near Manchester, NH are hiring for Learning Development jobs? Cities near Manchester, NH with the most Learning Development job openings:
Learning Development jobs near you
Talent Development Director

Talent Development Director

Brooks Automation

Chelmsford, MA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 24 days ago

Job description

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing (www.brooks.com).
Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.
Talent Development Director
Job Description
Brooks is seeking a Director-level Talent Development leader to translate enterprise talent, culture, and leadership priorities into a practical operating plan that strengthens leadership capability, improves execution discipline, and embeds Brooks' High Performance Culture into how leaders manage the business.
  • Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.

  • Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.

  • Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.

Key Responsibilities
Talent Development Strategy & Operating Plan
  • Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.

  • Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.

  • Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.

Leadership, Culture & Performance Enablement
  • Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.

  • Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.

  • Partner with HR and business leaders to identify leadership, performance, accountability, or behavior gaps and convert them into targeted interventions.

  • Coach and facilitate with leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.

Program Leadership & Governance
  • Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.

  • Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.

  • Use data and feedback to identify risks, assess progress, and adjust priorities, tools, routines, or interventions.

  • Prepare concise insights and recommendations for senior leadership discussions.

Business Partnership & Change Leadership
  • Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.

  • Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.

  • Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.

  • Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.

What Success Looks Like
  • A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.

  • Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.

  • HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.

  • Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.

  • Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.

  • Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.

Qualifications & Experience
  • 10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, or a related discipline.

  • Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.

  • Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.

  • Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.

  • Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.

  • Ability to engage credibly with senior leaders while driving execution at the working level.

  • Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.

  • Prior Director-level experience preferred, or demonstrated readiness to operate at Director-level scope, complexity, influence, and accountability.

Why This Role Is Different
  • This is a Director-level builder/operator role, not a traditional talent program role.

  • The role turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.

  • Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks' High Performance Culture in everyday management routines.

Compensation
Base Salary Range: $148,351.35 USD to $200,710.65 USD
Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
This position is also eligible for an annual discretionary bonus.
Benefits
At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:
  • Medical, Dental, Vision and Disability Insurance
  • 401(k) Plan
  • Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.

Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.
Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.
Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.
Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.
For applicants with disabilities requiring accommodations, don't hesitate to get in touch with talentattraction@brooks.com or call +1 (978) 262-2400 to discuss your needs.
Review EEO Law & EEO Statement.
Brooks Automation participates in E-Verify® to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify® is a registered trademark of the U.S. Department of Homeland Security.

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