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Learning Manager Jobs in Fort Mill, SC (NOW HIRING)

The Learning Experience

Assistant Director

Stallings, NC · On-site

$40K - $43K/yr

Conducts classroom observations, evaluations, and provides feedback that motivates and encourages learning. * Manages team to ensure TLE curriculum is executed in alignment with brand standards;

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Learning Manager information

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$27.2K

$68K

$114.2K

How much do learning manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for learning manager in Fort Mill, SC is $67,997.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,800.00 and $76,900.00 per year, depending on experience, location, and employer.

What does a learning manager do?

A learning manager oversees the development and implementation of training programs within an organization to enhance employee skills and knowledge. They analyze learning needs, design curricula, coordinate training sessions, and evaluate program effectiveness, often using learning management systems (LMS). Strong communication, organizational skills, and knowledge of instructional design are essential for this role.

What qualifications do I need to work in L&D?

Learning Managers typically need a bachelor's degree in education, human resources, or a related field, along with experience in training or instructional design. Certifications such as CPLP or ATD can enhance prospects, and strong communication, organizational, and technological skills are essential for success in L&D roles.

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.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in high demand across various industries as organizations prioritize employee training and skill development. The role often requires strong communication skills and familiarity with e-learning tools, and demand is expected to grow with ongoing digital transformation efforts.

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.

What education do you need to be a training manager?

A training manager typically needs a bachelor's degree in education, human resources, business, or a related field. Many employers prefer candidates with experience in training, development, or management, and professional certifications such as CPLP or ATD can enhance prospects.
More about Learning Manager jobs
What are popular job titles related to Learning Manager jobs in Fort Mill, SC? For Learning Manager jobs in Fort Mill, SC, the most frequently searched job titles are:
What job categories do people searching Learning Manager jobs in Fort Mill, SC look for? The top searched job categories for Learning Manager jobs in Fort Mill, SC are:
What cities near Fort Mill, SC are hiring for Learning Manager jobs? Cities near Fort Mill, SC with the most Learning Manager job openings:
Learning Manager jobs near you
Infographic showing various Learning Manager job openings in Fort Mill, SC as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 23% Part Time, 1% Temporary, and 1% Contract. Highlights an 89% Physical, 1% Hybrid, and 10% Remote job distribution, with an average salary of $67,997 per year, or $32.7 per hour.

Sr Specialist, Learning Technology

Scout Motors

Charlotte, NC

Other

Medical, Dental, Vision, Retirement, PTO

Posted 20 days ago

Job description

Overview

As our Learning Technology Sr. Specialist, you are the strategic and operational owner of the learning technology ecosystem supporting the Commercial Organization. You'll administer the Business Unit's LMS endtoend, and you'll also own adjacent platforms that plug into or stand alongside the LMS-specifically our AI RolePlaying/Simulation tool, Sales Enablement Platform (e.g., Cornerstone, Mindtickle, or a bespoke solution), our Knowledge Base, and Content Management System.

You will partner across Sales, Service, Field Ops, Marketing, HR/People, IT/SecOps, and Compliance to deliver mobilefirst, retail-ready learning that is reliable, measurable, and tied to business outcomes like timeto-ramp, conversion rates, first-time-fix, shrink reduction, and CSAT/NPS. Your superpower is translating operational needs into scalable system configurations, clean data flows, and insightful dashboards the business actually uses.

In a modern commercial organization, LMS administration is necessary but not sufficient. Success comes from an integrated learning stack - practice with feedback (AI roleplay), performance support (KB), intheflow guidance (DAP), targeted enablement (SEP), and analytics that tie learning to results. This role is the connective tissue.

 What you'll do

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

Top 6 Outcomes You'll Drive (First 12 Months)

  • Platform Reliability & Scale: 99.9% LMS uptime; SSO success 99%; Tier1 ticket deflection 30% via self-service.
  • Content Lifecycle Discipline: 100% adherence to content audit plan; publish/retire SLAs met; metadata/taxonomy standards implemented.
  • Sales Readiness Acceleration: AI roleplay adoption 80% of sellers; measurable lift in certification timetoramp (target set with Sales Ops).
  • Enablement Platform Utilization: Monthly Active Users (MAU) and content engagement benchmarks met for Sales Enablement Platform (SEP).
  • Analytics to Action: Quarterly learner impact reports linking training to performance; 90% reporting accuracy & timeliness.
  • Compliance Confidence: Ontime completion 95%; zero critical audit findings; recertification lapse rate 2%.

LMS Ownership (Business Unit) - SAP Successfactors

  • Configure and maintain LMS global and BU settings, SSO, user roles, permissions, and integrations (HRIS, SEP, content vendors).
  • Upload, test, and manage SCORM/xAPI, video, microlearning, blended programs; ensure crossdevice/browser compatibility.
  • Build assignments, learning paths, certifications, recert windows; automate notifications and reminders.
  • Generate dashboards and enterprisegrade reports (compliance, completions, timetocert, adoption); ensure accuracy and ontime delivery.
  • Provide Tier1/2 support; monitor uptime and performance; manage incidents with clear SLAs and postmortems.

Ecosystem Platforms (Beyond LMS)

  • AI RolePlaying/Simulation Tool: Administer scenarios, scoring rubrics, feedback loops; integrate results to LMS/LRS; partner with Sales Leaders to align on competency models and "certify to sell" standards.
  • Sales Enablement Platform (SEP): Configure taxonomy, segments, and content governance; ensure CRM and LMS alignment; manage readiness, pitches, battlecards, and field analytics.
  • Knowledge Base (KB): Govern structure, findability (search/tags), versioning, and feedback loops; integrate KB snippets into learning for intheflow support.
  • Content Management System (CMS): Manage content lifecycle, localization workflows, and publishing governance; ensure web accessibility and brand compliance.

Integrations, Data, and Architecture

  • Partner with IT to maintain LMSHRIS sync, SSO/IDP (Okta/Azure AD), and secure data flows; steward PII and rolebased access.
  • Implement and maintain xAPI pipelines and an LRS (e.g., Watershed, Learning Locker) to capture practice data (AI roleplays), KB searches, and SEP engagement.
  • Define and enforce taxonomy, metadata, and naming standards across systems to improve search, recommendations, and analytics.

Content Operations & Governance

  • Own the content audit plan (cadence, owners, criteria, retire/refresh); maintain a single source of truth across LMS/KB/CMS.
  • Establish decentralized admin governance: admin certification, approval workflows, QA checklists, and audit trails.
  • Develop and maintain job aids, FAQs, and inapp guidance to drive selfservice and reduce support tickets.

Analytics & Business Impact

  • Build learner impact reports integrating course data, AI practice scores, SEP usage, and field KPIs (with Sales/Service Ops).
  • Publish executive and managerlevel dashboards (Power BI/Tableau/Excel) focused on timeto-ramp, activity-to-outcome, and skill gap closure.
  • A/B test delivery formats; run cohort analyses; recommend content and channel optimizations.

Compliance, Security & Accessibility

  • Ensure training records meet regulatory and organizational standards; conduct regular audits and partner with Compliance.
  • Manage content and platform accessibility (e.g., WCAG 2.1 AA).
  • Coordinate vendor risk and platform updates with IT/SecOps; maintain documentation and runbooks.

Projects, Vendors & Roadmap

  • Lead platform upgrades, migrations, and feature rollouts; maintain a rolling roadmap that balances stability with innovation.
  • Manage vendor relationships and renewals; define business cases and pilots (e.g., AI features, mobile offline).
  • Build communities of practice with field leaders; host office hours and release briefings.

Location & Travel Expectations: 

  • This role will be based out of the Scout Motors corporate headquarters in Charlotte, NC. 
  • This role requires 4-5 days per week in the office, with regular in-person meetings and events. 
  • Applicants should expect that the role will require the ability to convene with Scout colleagues in person and travel to participate in events on behalf of the company from time to time.
  • Travel: Ability and willingness to travel to field locations, ridealongs, store visits, national meetings 5% of the time. Valid driver's license required.
What you'll bring 

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You'll be comfortable with change and flexible in a fast-paced, high-growth environment. You'll take a collaborative approach to achieve ambitious goals. Here's what else you'll bring: 

Required Qualifications

  • 8+ years currently administering enterprise LMS platforms in a corporate environment (SuccessFactors, Cornerstone, Docebo, Absorb, Mindtickle, etc.).
  • Handson experience with mobilefirst learning and field adoption in retail/sales environments.
  • Proficient with SCORM/xAPI, content testing, and compatibility troubleshooting.
  • Experience with LMSHRIS integrations and multilanguage content delivery.
  • Strong technical troubleshooting; data accuracy discipline; able to coordinate with IT and vendors for enhancements.
  • Proficiency with Microsoft Office; familiarity with Articulate 360 (Storyline/Rise); HTML/CSS basics a plus.
  • Strong communication, stakeholder management, and project coordination skills.

Preferred Experience (Ecosystem & Tools)

  • AI RolePlaying/Simulation: Administering scenario libraries, analytics, and feedback (e.g., Mindtickle/AI Coach, Second Nature, Rehearsal, or similar).
  • Sales Enablement Platform (SEP): Cornerstone, Docebo, Mindtickle, or a custom/bespoke enablement system.
  • Knowledge Base & CMS: SharePoint/Confluence/ServiceNow KB; headless CMS (e.g., Contentful) or enterprise CMS (e.g., Adobe, Sitecore).
  • Learning Record Store & xAPI: Watershed, Learning Locker; experience designing xAPI statements and dashboards.
  • Video & Microlearning: Kaltura, Vimeo Enterprise, Microsoft Stream; Vyond/Synthesia for rapid media.
  • InApp Guidance / DAP: WalkMe, Whatfix, Pendo for workflowembedded guidance.
  • Microlearning & Retail Readiness: Axonify, EduMe, EdApp, Whatfix mobile pulses.
  • Badging & Credentials: Credly, Accredible (issuing/verifying microcredentials).
  • Assessment & Proctoring: Questionmark, Talview/Proctorio (as applicable).
  • Translation/Localization: Smartling, Lokalise, Phrase, or enterprise workflows for multimarket content.
  • Analytics: Advanced Excel plus Power BI/Tableau for executive dashboards and cohort analyses.
  • Search & Recommendations: Elastic/Coveo search tuning; metadata and synonyms for KB/LMS findability.
  • AR/VR / Simulations (Nice to have): STRIVR, PICO/Oculus; POS or device simulations for handson practice.

Competencies

  • Ecosystem Thinking: Designs systems to work together-consistent taxonomy, data contracts, and user journeys.
  • Operational Excellence: Clear SLAs, runbooks, and release checklists; bias for reliability and scalability.
  • Insight to Action: Turns data into decisions; partners with Ops leaders to impact timetoramp and field performance.
  • Change Enablement: Trains decentralized admins and drives adoption through selfservice and fieldfriendly design.
  • Security & Compliance Mindset: Protects data, meets audit standards, and designs with accessibility in mind.

Impact Metrics (What Great Looks Like)

  • Platform Health: Uptime %, page load, SSO success %, MTTR, ticket deflection %.
  • Operational Rigor: Content audit adherence %, release cadence reliability, admin SLA compliance.
  • Learning Outcomes: Timetocertification/ramp, assignment ontime completion %, recert lapse rate.
  • Adoption & UX: MAU, session depth, search success %, CSAT/NPS, roleplay participation & pass rates.
  • Business Impact (Commercial/Retail): Conversion rate uplift posttraining, attach rate improvement, firsttimefix rate, shrink improvement, customer NPS.
  • Data Quality: Reporting accuracy/timeliness, HRIS sync error rate, localization coverage.
What you'll gain

The benefits of joining Scout include the chance to build products and a company from the ground up.  This is a chance to create something new and lasting - with an iconic brand at its foundation.  In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

  • Competitive insurance including:
    • Medical, dental, vision and income protection plans
  • 401(k) program with:
    • An employer match and immediate vesting
  • Generous Paid Time Off including:
    • 20 days planned PTO, as accrued
    • 40 hours of unplanned PTO and 14 company or floating holidays, annually
    • Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
    • Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave
Pay Transparency

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate's skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $110,000.00 - $135,000.00

Internal leveling code: IC8

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