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Learning Manager Jobs in Lithia, FL (NOW HIRING)

Certus Pest Inc

Learning Experience Designer

Tampa, FL · On-site

$59K - $63K/yr

Format learning data for Manager review and integrate vendor content into the LMS as directed. * Prepare cohort materials and partner with Communications to promote learning programs. * Learning ...

Paychex

Sr Sales Learning Instructor

Saint Petersburg, FL · On-site

$40 - $60/hr

Paychex is reimagining how businesses manage their workforce by bringing payroll, HR, benefits, and ... Able to execute learning & development programs on complex product sets across multiple business ...

Current

Senior Director, Learning & Development

Tampa, FL · On-site

$150 - $230/hr

The Senior Director leads a function spanning learning design, performance management, systems ownership, and integration delivery, and is accountable for turning a collection of firm-level practices ...

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Learning Manager information

See Lithia, FL salary details

$27.1K

$67.7K

$113.7K

How much do learning manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for learning manager in Lithia, FL is $67,653.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,600.00 and $76,500.00 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 Lithia, FL?

The most popular types of Learning jobs in Lithia, FL are:

What job categories do people searching Learning Manager jobs in Lithia, FL look for?

The top searched job categories for Learning Manager jobs in Lithia, FL are:

What cities near Lithia, FL are hiring for Learning Manager jobs?

Cities near Lithia, FL with the most Learning Manager job openings:

Learning Manager jobs near you

Learning Experience Designer

National Pool Partners, Inc.

Tampa, FL • Hybrid

$59K - $63K/yr

Full-time

Posted 7 days ago

Job description

Description

 Hybrid, on-site 3x per week in the Tampa office 


Purpose

Build and deliver engaging learning experiences across CERTUS: roughly 70% instructional design and 30% learning operations. Bring disciplined production, quality assurance, and content operations to keep programs accurate, current, and on schedule as CERTUS grows.


Key Contributions

  • Build and deliver assigned courses, programs, and onboarding modules aligned to department priorities and standards.
  • Apply instructional design and gamification techniques to create interactive, high-retention content.
  • Perform quality assurance on all learning assets before publication.
  • Maintain documentation, source files, and version control for all assigned work.
  • Escalate blocked or at-risk deliverables within 2 business days.
  • Partner with SMEs on targeted learning solutions, including career pathway and certification content.
  • Format learning data for Manager review and integrate vendor content into the LMS as directed.
  • Prepare cohort materials and partner with Communications to promote learning programs.
  • Learning operations (30%): Manage the Certus Academy inbox and respond within 1 business day; handle routine LMS administration, training logistics, recurring communications, and Learner of the Month recognition.

Success Metrics

Targets are set for an early-career designer and rise as independence grows.

  • Learning adoption: = 85% of assigned builds published on the deadlines in the project brief.
  • Leadership development: = 90% of leadership program materials approved without major revision.
  • LMS utilization: = 80% of LMS builds function correctly on first publish.
  • Documentation: source files and version history maintained to standard on = 90% of projects.
  • Program ROI: impact-reporting documentation provided for 100% of assigned programs.
  • Engagement: = 90% positive learner feedback on Designer-built content.
  • Learning operations: 100% of inquiries acknowledged within 1 business day, with resolution or a follow-up timeline; admin requests resolved or escalated within 2 business days; recurring communications posted on schedule.

Growth Impact

  • Expands Learning capacity so content, LMS operations, and learner support stay reliable as CERTUS grows.
  • Reduces quality risk through disciplined QA, documentation, and design standards.
  • Keeps onboarding, technical pathways, and learner recognition current and on schedule.
  • Builds CERTUS instructional design bench strength.

Dependencies

The Designer owns execution and quality. Listed partners own required inputs. Partner input gaps or delays are documented and escalated within 2 business days to prevent missed deadlines.

  • Learning Experience Manager: documented project briefs with priorities and deadlines, design direction and standards, review and approval turnaround, and escalation decisions.
  • Subject Matter Experts: accurate content, timely reviews, and sign-off on technical accuracy. The Designer owns the build; SMEs own the truth of the content.
  • Operations and Field Leaders: learner rosters and eligibility, schedule coordination, and protected time for learners to complete training.
  • Human Resources: accurate team member data feeding onboarding assignments, new hire start dates, and org changes that drive enrollments.
  • Marketing: brand guidelines, templates, and visual standards.
  • Communications: posts L&D messages to company Teams channels. L&D emails learners directly from the Certus Academy inbox and maintains the Gateway L&D pages.
  • Technology and Vendors: LMS availability, system access and permissions, and vendor content files and licensing.

Requirements

Required Qualifications

  • 1+ years of instructional design experience: eLearning, job aids, facilitator guides.
  • Hands-on course development in Articulate Storyline, Rise, or a comparable authoring tool.
  • Working knowledge of LMS administration and reporting.
  • Able to manage concurrent design and operations priorities without dropping either.
  • Strong attention to detail and quality control.
  • Effective SME and stakeholder collaboration; clear written and verbal communication.
  • Follows established design standards, templates, and brand guidelines with high accuracy.

Preferred Qualifications

  • Advanced Articulate Storyline development (triggers, variables, complex interactions).
  • Paylocity Learning or similar LMS platforms.
  • Multimedia or video development.
  • Onboarding or new-hire training program support.
  • Multi-location or field-based organization experience.

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