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Learning Manager Jobs in Nevada (NOW HIRING)

MNCP Staffing

Learning Solutions Designer

Las Vegas, NV

$62K - $84K/yr

Handles various other duties as delegated by direct supervisor/management. n/a Minimum Qualifications * Bachelor's degree in Instructional Design, Education, Adult Learning, Communications, or a ...

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Learning Manager information

See Nevada salary details

$31.6K

$78.8K

$132.4K

How much do learning manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for learning manager in Nevada is $78,796.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,100.00 and $89,100.00 per year, depending on experience, location, and employer.

What is a learning manager?

A learning manager creates training opportunities for employees who want to focus on skills development and job advancement. As a learning manager, your duties include assessing the needs of a company or organization, planning training programs, and working with third-party educators to meet the company’s needs. You may also assist employees seeking to change their career path. Qualifications for the job vary depending on employer needs, but you typically need a bachelor’s degree in human resources, business management, or a similar field and relevant work experience.

What is a learning manager?

A Learning Manager is a professional responsible for designing, implementing, and overseeing training and development programs within an organization. They assess learning needs, create educational materials, and ensure that employees have access to the resources required for professional growth. Learning Managers often collaborate with subject matter experts and use various technologies to deliver effective training. Their goal is to enhance workforce skills, improve performance, and support organizational objectives.

What are the main challenges learning managers face when implementing new training programs across multiple departments?

Learning Managers often encounter challenges such as aligning training content with diverse departmental needs, ensuring consistent participation, and measuring the effectiveness of programs across various teams. Coordinating with department heads to customize learning solutions, managing scheduling conflicts, and integrating feedback for continuous improvement are common aspects of the role. Success in this area requires strong communication, project management skills, and the ability to adapt training strategies to different learning styles and business objectives.

What are the key skills and qualifications needed to thrive as a learning manager, and why are they important?

To thrive as a Learning Manager, you need expertise in instructional design, curriculum development, and adult learning principles, often supported by a degree in education, HR, or related fields. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and assessment platforms is typically required. Strong leadership, communication, and project management skills help Learning Managers effectively lead teams and engage stakeholders. These skills ensure the design and delivery of impactful learning programs that drive organizational growth and employee development.

What is the difference between Learning Manager vs Training Coordinator?

AspectLearning ManagerTraining Coordinator
CredentialsBachelor’s degree in Education, HR, or related field; often requires experience in learning and developmentBachelor’s degree in Business, Education, or related field; certifications like ATD or CPTD are common
Work EnvironmentOversees learning programs across departments, strategic planning, manages teamsCoordinates training sessions, schedules, and logistics, often works directly with trainers and employees
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for strategic learning initiativesCommon in corporate settings for organizing and implementing training activities

The Learning Manager focuses on developing and overseeing comprehensive learning strategies, while the Training Coordinator handles the logistics and execution of training sessions. Both roles are essential in employee development but differ in scope and responsibilities.

What degree do you need to be a learning manager?

A learning manager typically needs a bachelor's degree in education, human resources, business administration, or a related field. Many employers prefer candidates with a master's degree or relevant certifications in training and development, along with experience in instructional design or organizational learning.
More about Learning Manager jobs

What are the most commonly searched types of Learning jobs in Nevada?

The most popular types of Learning jobs in Nevada are:

What are popular job titles related to Learning Manager jobs in Nevada?

For Learning Manager jobs in Nevada, the most frequently searched job titles are:

What job categories do people searching Learning Manager jobs in Nevada look for?

The top searched job categories for Learning Manager jobs in Nevada are:

What cities in Nevada are hiring for Learning Manager jobs?

Cities in Nevada with the most Learning Manager job openings:

Learning Manager jobs near you
Infographic showing various Learning Manager job openings in Nevada as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $78,796 per year, or $37.9 per hour.

Learning & Development Manager (Supply Chain)

Spreetail

Las Vegas, NV • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Spreetail propels brands to increase their ecommerce market share across the globe while improving their operational costs. Learn how we are building one of the fastest-growing ecommerce companies in history: www.spreetail.com.  

We are looking for an operational Learning and Development Manager whose core mission is clear: ensure our teams are safe, highly skilled, and built to stay. This is not a corporate, desk-bound training role. You will be deeply embedded on the fulfillment center floor, owning the end-to-end onboarding and safety culture for your facility. From writing the standard operating procedures (SOPs) that define our network to directly supporting new building launches, you will connect training quality directly to warehouse efficiency, accident reduction, and associate retention. If you are a hands-on operations leader who treats training as a primary tool to improve frontline execution and morale, we want you to lead our learning programs.
How you will achieve success:
  • Make Safety the Standard: Build and sustain a safety-first culture at your home FC and across every site in your regional assignment. Lead safety training, conduct walk-throughs, reinforce safe behaviors at every level, and drive near-miss reporting culture. Every site you touch should be safer after your visit than before it. 
  • Own Onboarding Quality: Design, deliver, and continuously improve the onboarding experience at your home FC. Every new associate and leader should hit the floor knowing what they need to succeed. Onboarding quality is your leading indicator for safety, retention, and execution. 
  • Build and Maintain the Training Library: Develop, document, and own the training programs, SOPs, and job instructions that define Spreetail's operating model. Your materials become the network standard — they must be accurate, accessible, and actually used. 
  • Drive Compliance Across Your Region: Audit training completion and safety compliance at your home FC and assigned regional FCs. Identify gaps, build corrective plans, track completion, and hold sites accountable. Travel within your region a minimum of 25% of the time to deliver this work in person. 
  • Build a Culture That Retains People: Develop and execute retention programs that connect associates to meaningful outcomes through development, recognition, and engagement. Treat onboarding quality and learning culture as your primary retention levers. 
  • Connect Learning to Operational Performance: Partner with site leadership to identify where execution gaps trace back to training quality or learning curve. Build targeted interventions that improve efficiency, quality, and cost — and measure whether they worked. 
  • Deploy When the Network Needs You: During periods of high onboarding volume, major operational initiatives, or when a site becomes a focus, deploy as part of the Away Team to provide direct operational support. You go where the need is greatest, regardless of whether it is your home FC. 
  • Support Facility Launches: When Spreetail opens a new fulfillment center, you are part of the team that stands it up — bringing training infrastructure, onboarding programs, and safety culture from day one. 
What experiences will help you in this role:
  • Multiple years of progressive experience in high-volume fulfillment, manufacturing, or distribution; e-commerce expertise strongly preferred 
  • 3+ years in a leadership capacity with demonstrated ability to develop frontline associates and supervisors 
  • Proven track record of building safety-first cultures — safety is a leadership value you have demonstrated in practice 
  • Hands-on experience building or managing training programs, onboarding curriculum, or learning initiatives in an operational environment 
  • Demonstrated ability to improve retention and engagement in a high-velocity warehouse environment 
  • Experience working across multiple sites or functions; ability to build trust quickly in new environments 
  • Strong ability to document complex operational processes into clear, accurate, usable SOPs and training materials 
  • Strong problem-solving and analytical skills; ability to connect learning gaps to operational outcomes 
  • Willingness to travel a minimum of 25% of the time within an assigned region; available for deployment to critical-need facilities when needed 
In an effort to Make Spreetail Better, we hire people that are aligned with our values and are passionate about pursuing ecommerce excellence. We believe the right person can learn what is needed to succeed in their role, so we encourage job applicants to apply even if you don't meet all the qualifications listed. We are looking for diverse backgrounds and perspectives, so we don’t require college degrees and welcome non-linear career paths. If this role highlights your experience and gets you excited – please apply!

What you can expect from us: 
• We provide the flexibility to take care of yourself. Spreetail operates in a work culture that promotes results and encourages taking time off when needed. In addition to a generous vacation policy, we also offer paid time-off for your wedding week, paid parental leave and support for parents of growing families. 
• We celebrate accomplishments. Each year at Spreetail is a milestone with the opportunity to receive special gifts, swag store credit, or donations to a nonprofit of your choice. We also recognize people pursuing impacts with Spreetail Spotlight Awards.
• We care about your Health & Wellness. Spreetail works hard to enhance the employee experience through benefit programs and perks that provide meaningful support. We offer affordable medical, dental and vision plans with coast-to-coast coverage. We also provide free telehealth and on-demand mental health resources. Learn more about our benefits & perks package. 
• We create the opportunity to revolutionize your community. We encourage Spreetailers to give back and make a social impact, and we offer paid time off to do it.

Spreetail is committed to a diverse and inclusive workplace. Spreetail is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation, please email hr@spreetail.com.


Please be aware of scammers. Spreetail will only contact you through Lever or the spreetail.com domain. Spreetail will never ask candidates for money during the recruitment process. Please reach out to careers@spreetail.com directly if you have any concerns. Emails from @spreetailjobs.com are fraudulent.

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