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Learning Manager Jobs in Flanders, NJ (NOW HIRING)

ESource Corp

Fractional Learning Leader

Sparta, NJ · On-site +1

Manage and oversee learning for new product or service launches, geographical expansions, and technology stack consolidations. * Build and staff a complete L&D function for new business units or ...

ESource Corp

Fractional Learning Leader

Sparta, NJ · On-site

Manage and oversee learning for new product or service launches, geographical expansions, and technology stack consolidations. * Build and staff a complete L&D function for new business units or ...

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Learning Manager information

See Flanders, NJ salary details

$31.8K

$79.4K

$133.4K

How much do learning manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for learning manager in Flanders, NJ is $79,408.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,500.00 and $89,800.00 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 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 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 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.
More about Learning Manager jobs
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What cities near Flanders, NJ are hiring for Learning Manager jobs? Cities near Flanders, NJ with the most Learning Manager job openings:
Learning Manager jobs near you

Learning Partner- Operations, Systems & Platforms

CoreWeave

Livingston, NJ • On-site

Full-time

Re-posted 8 days ago

CoreWeave rating

9.8

Company rating: 9.8 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

1st of 223 rated it services

Job description

CoreWeave is The Essential Cloud for AI™. Built for pioneers by pioneers, CoreWeave delivers a platform of technology, tools, and teams that enables innovators to build and scale AI with confidence. Trusted by leading AI labs, startups, and global enterprises, CoreWeave combines superior infrastructure performance with deep technical expertise to accelerate breakthroughs and turn compute into capability. Founded in 2017, CoreWeave became a publicly traded company (Nasdaq: CRWV) in March 2025. Learn more at www.coreweave.com.

ABOUT THE ROLE

CoreWeave University runs on the systems, data, and operational infrastructure that make everything else possible — and building that infrastructure well is what allows a learning function to deliver at scale in a company growing as fast as we are. The Learning Partner Lead, Operations, Systems & Platforms, is a senior practitioner who independently owns complex workstreams within CWU's operational backbone: the LMS and learning technology stack, measurement and analytics, program operations, and vendor and content partnerships.This is not an administrator role — it is a builder and systems-thinker role. The person we're looking for brings the depth to configure and optimize enterprise learning platforms, the analytical capability to design and own measurement frameworks, and the operational judgment to design processes that scale. Both openings are based in Dallas and will work closely together, with each person owning distinct operational domains within the pillar. The pillar is being built from the ground up, which means this person will have direct input into how CWU's operating infrastructure takes shape.

WHAT YOU'LL DO

Learning Technology & Systems

  • Own the configuration, optimization, and ongoing management of CWU's LMS and learning technology platforms — including user management, course catalog architecture, system integrations, and workflow logic.
  • Lead the evaluation and implementation of new tools and platform integrations; drive technical onboarding and change management for platform changes.
  • Design system architecture and processes that support CWU's program delivery model at scale across multiple sites.
  • Partner with IT, HRIS, and vendor contacts to ensure platform performance, security, and integration health.
  • Build and maintain comprehensive system documentation and governance standards.

Data, Analytics & Insights

  • Design and own CWU's core measurement framework — defining what matters, how we capture it, and how we report it to stakeholders at every level.
  • Build and maintain dashboards and recurring reporting outputs for CWU leadership, Learning Partners, and senior business stakeholders.
  • Analyze learning data to surface actionable insights about program effectiveness, learner engagement, and capability gaps.
  • Ensure data integrity across all CWU platforms and reporting outputs; build processes that keep data clean and consistent.

Program Operations

  • Own the design and continuous improvement of CWU's core operational processes — scheduling, communications, enrollment, logistics, and post-program workflows.
  • Build scalable operational systems and templates that the full LP team can rely on; reduce friction and manual effort across the function.
  • Identify inefficiencies and bring structured improvement proposals to CWU leadership without being asked.

Vendor & Content Ecosystem

  • Own key vendor and content partner relationships — including contracts, renewals, performance management, and escalations.
  • Maintain and curate CWU's content library; ensure it is organized, current, tagged accurately, and accessible to learners.
  • Lead or support evaluation and onboarding of new vendor and content partnerships.

WHAT YOU'LL BRING

Experience

  • 5–8+ years of experience in L&D operations, HR technology, learning analytics, or a closely related field, with increasing scope and ownership over time.
  • Deep hands-on experience with enterprise LMS platforms — configuration and optimization, not just day-to-day administration.
  • Demonstrated experience designing or owning learning measurement frameworks or analytics programs.
  • Track record of identifying operational gaps, designing solutions, and implementing them with minimal direction.
  • Experience in a high-growth technology company is strongly preferred.

Skills & Knowledge

  • Strong systems thinking — able to see how operational components connect and design processes that hold up as the organization scales.
  • Analytically strong: comfortable designing measurement frameworks, working with data in spreadsheets or BI tools, and presenting insights to senior stakeholders in plain language.
  • Familiarity with HRIS integrations, SSO, and related enterprise technology infrastructure is a meaningful differentiator.
  • Clear, precise written communication; produces documentation and stakeholder outputs that are accurate, well-organized, and professionally formatted.

Ways of Working

  • Independently owns complex workstreams end-to-end; identifies and resolves blockers without waiting for direction.
  • Brings structure to ambiguity — this is a greenfield build, and this role requires someone who can define what 'good' looks like, not just execute against an established standard.
  • Partners effectively with both technical stakeholders (IT, HRIS, vendors) and non-technical stakeholders (Learning Partners, business leaders).
  • Collaborative within the pillar — the two LP Leads in this role will need to work closely together, divide ownership clearly, and build coherently toward shared operational goals.

HOW YOU'LL BE EVALUATED

The dimensions below reflect the profile we're hiring against — not a checklist, but a signal of what success looks like at this level.

Expertise & Impact: Possesses deep knowledge in learning operations, systems, and analytics. Independently manages complex operational workstreams and refines processes for efficiency and scale. Continuously expands capabilities and shares insights with peers.

Ownership & Execution: Consistently delivers high-quality operational outcomes. Anticipates how CWU's growth affects operational requirements and aligns work accordingly. Balances risk and evidence to make sound decisions independently.

Collaborate & Multiply: Builds trusted partnerships with technical and non-technical stakeholders. Drives clarity on operational deliverables and timelines across cross-functional work. Creates accountability structures for shared operational programs.

Strategic Application: Connects operational infrastructure to CWU's ability to deliver and demonstrate business impact at scale. Brings a strategic lens to how the function measures, reports, and continuously improves its operations.

A note on AI fluency: At this level, AI tools should be integrated across all major workflows as standard practice — data analysis, documentation generation, reporting synthesis, vendor evaluation research, and operational process design. We expect this person to optimize their own AI-enabled practices and assist peers in earlier stages of adoption. Candidates should be prepared to describe specific AI tools and workflows they use today, and where they see opportunities to advance AI-enabled operations within an L&D function, particularly within L&D systems and platforms.


The base salary range for this role is $127,0000 to $168,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).

What We Offer

The range we've posted represents the typical compensation range for this role. To determine actual compensation, we review the market rate for each candidate which can include a variety of factors. These include qualifications, experience, interview performance, and location.

In addition to a competitive salary, we offer a variety of benefits to support your needs. The benefits below reflect our US-based offerings for full-time employees; for roles in other locations, benefits vary and are shared during the hiring process. These include:

  • Medical, dental, and vision insurance - 100% paid for by CoreWeave
  • Company-paid Life Insurance
  • Voluntary supplemental life insurance
  • Short and long-term disability insurance
  • Flexible Spending Account
  • Health Savings Account
  • Tuition Reimbursement
  • Ability to Participate in Employee Stock Purchase Program (ESPP)
  • Mental Wellness Benefits through Spring Health
  • Family-Forming support provided by Carrot
  • Paid Parental Leave
  • Flexible, full-service childcare support with Kinside
  • 401(k) with a generous employer match
  • Flexible PTO
  • Catered lunch each day in our office and data center locations
  • A casual work environment
  • A work culture focused on innovative disruption

California Applicants

California Consumer Privacy Act

Equal Opportunity & Accommodations

CoreWeave is an equal opportunity employer, committed to fostering an inclusive and supportive workplace. All qualified applicants and candidates will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

As part of this commitment and consistent with the Americans with Disabilities Act (ADA), CoreWeave will ensure that qualified applicants and candidates with disabilities are provided reasonable accommodations for the hiring process, unless such accommodation would cause an undue hardship. If reasonable accommodation is needed, please contact: careers@coreweave.com.

Export Control Compliance

This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must either be (A) a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful permanent resident (green card holder), (iii) refugee under 8 U.S.C. § 1157, or (iv) asylee under 8 U.S.C. § 1158, (B) eligible to access the export controlled information without a required export authorization, or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency. CoreWeave may, for legitimate business reasons, decline to pursue any export licensing process.

What CoreWeave employees say

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