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Learning Manager Jobs in Nevada (NOW HIRING)

Amh

Lead LMS Specialist

Las Vegas, NV · On-site

The Lead LMS (Learning Management System) Specialist serves as the company's subject matter expert responsible for the technical ownership, administration, and optimization of the LMS. This role ...

AMH

Lead LMS Specialist

Las Vegas, NV · On-site

The Lead LMS (Learning Management System) Specialist serves as the company's subject matter expert responsible for the technical ownership, administration, and optimization of the LMS. This role ...

Workiva

$40/hr

... learning models ... Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management ...

Workiva

$40/hr

... learning models ... Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management ...

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All JobsLearning JobsLearning Manager JobsLearning Manager Jobs in Nevada

Learning Manager information

See Nevada salary details

$31.6K

$78.8K

$132.4K

How much do learning manager jobs pay per year?

As of Sep 11, 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:

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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.

Senior Learning & Development

Las Vegas, NV • On-site

RZR Global Inc.
See more jobs at RZR Global Inc.external

Full-time

Posted 15 days ago

Job description

About the jobWho are we?
RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.Role Overview:

RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.

The Senior L&D Lead is a senior individual contributor role built to close those gaps  and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.

The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy  our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.

Key Responsibilities:

1.RZR Academy  Global Onboarding Programs

  • Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
  • Redesign the programs architecture  modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
  • Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
  • Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
  • Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
  • Run a 90-day effectiveness assessment for every cohort  measure knowledge retention, role readiness, and cultural alignment scores
  • Iterate and improve based on data  track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs

  • Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
  • Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
  • Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
  • Run capability assessments before and after each programs to measure effectiveness and manager readiness
  • Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
  • Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development 

  • Design and pilot a leadership development programs  focused on strategic leadership, organizational influence, and executive presence
  • Build succession readiness programs in partnership with the Head of People  identify high-potential employees and create structured acceleration tracks
  • Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
  • Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management

  • Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
  • Own the content library  create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
  • Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
  • Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
  • Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs

  • Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
  • Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
  • Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness

  • Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
  • Build dashboards and quarterly reports for People leadership and ELT  programs ROI, completion rates, effectiveness scores, and manager capability trends
  • Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
  • Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology

  • Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
  • Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
  • Ensure all programs have digital delivery capability for async and remote learners across time zones
Required Skills / Experience
  • 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
  • Demonstrated experience designing and running structured onboarding programs at scale  not just administration
  • Proven track record building manager capability or leadership development programs from scratch
  • Strong instructional design skills  ability to translate complex topics into engaging, learner-centric content
  • Experience running L&D programs across multiple countries and time zones
  • Data fluency  comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
  • Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
  • Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
  • Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
  • Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
  • Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus

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