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Learning Program Manager Jobs (NOW HIRING)

eTeam

Learning Program Manager

Palo Alto, CA · On-site

$50 - $55.60/hr

... learning solutions.Contributes to the development of strategy for projects and programs that impact multiple businesses.Manages program lifecycle from strategy development to implementation.

Five9

OR · On-site

To facilitate our continued rapid growth, Five9 is seeking a GTM Enablement Learning Program Manager to empower our GTM employees and leading partners to better sell and deploy Five9 solutions. This ...

janney

The Learning & Organizational Development (L&OD) Program Manager is an individual contributor responsible for designing, developing, and delivering strategic learning and development solutions ...

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Learning Program Manager information

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$47K

$81.4K

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How much do learning program manager jobs pay per year?

As of Jun 23, 2026, the average yearly pay for learning program manager in the United States is $81,368.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,000.00 and $89,000.00 per year, depending on experience, location, and employer.

What is another word for learning?

For a Learning Program Manager, another word for learning is education or training, which involve acquiring knowledge or skills through instruction, practice, or experience. These terms are often used interchangeably in professional development and organizational learning environments.

What are the 4 types of learning?

In the context of a Learning Program Manager, the four main types of learning are formal, informal, experiential, and self-directed learning. Formal learning involves structured programs like courses and workshops, while informal learning occurs through everyday activities and interactions. Experiential learning emphasizes hands-on experience, and self-directed learning is driven by the individual's initiative and goals.

What are the key skills and qualifications needed to thrive in the Learning Program Manager position, and why are they important?

A Learning Program Manager typically needs a background in instructional design, project management, and adult learning theory, often supported by a degree in education, human resources, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like PMP or CPLP is highly valued. Strong communication, stakeholder management, and organizational skills help candidates excel in collaborating across departments and adapting to evolving training needs. These competencies are crucial to effectively designing, implementing, and overseeing impactful learning initiatives that support organizational goals.

What is the definition of learning?

Learning, in the context of a Learning Program Manager, refers to the process of acquiring knowledge, skills, or competencies through study, experience, or instruction. It involves designing and implementing educational programs that facilitate understanding and skill development for learners. Effective learning strategies often incorporate assessment tools and instructional design principles to ensure measurable progress.

What age do Americans leave school?

In the United States, students typically leave high school at age 18 after completing their secondary education. Some students may finish earlier or later depending on their academic progress or if they pursue alternative education paths, which can influence their readiness for roles like Learning Program Managers that often require a bachelor's degree or higher. Understanding educational backgrounds can help in assessing candidate qualifications for training and development roles.

What does a typical day look like for a Learning Program Manager, and how do they interact with other departments?

A typical day for a Learning Program Manager involves designing training programs, coordinating with subject matter experts, analyzing learning needs, and overseeing program rollouts. You will work closely with HR, department leaders, trainers, and sometimes external vendors to ensure learning solutions align with both employee development and organizational objectives. Frequent tasks include reviewing program effectiveness, managing budgets or timelines, and providing status updates to leadership. Collaboration and strong project management are key, as you'll often balance multiple initiatives and adapt to changing business priorities to deliver successful outcomes.

What does a Learning Program Manager do?

A Learning Program Manager is responsible for designing, implementing, and overseeing training programs within an organization. They collaborate with stakeholders to identify learning needs, develop curriculum, and ensure training aligns with business goals. Their role includes project management, budgeting, measuring the effectiveness of learning initiatives, and leveraging technology to enhance training delivery. Effective Learning Program Managers improve employee skills, engagement, and overall organizational performance.

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Learning Program Manager jobs near you
Infographic showing various Learning Program Manager job openings in the United States as of June 2026, with employment types broken down into 72% Full Time, 27% Part Time, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $81,368 per year, or $39.1 per hour.
Learning Program Manager

Learning Program Manager

GP Strategies Corporation

Fountain Valley, CA • On-site

Full-time

Posted 12 days ago

Job description

Bridge Strategy and Execution. Elevate Dealer Capability. Drive Measurable Impact.

The Learning Program Manager serves as a key strategic partner for dealer training initiatives-ensuring programs are aligned to business objectives, dealer realities, and performance outcomes. Acting as the daytoday client liaison, this role connects stakeholders across Sales, Operations, Marketing, and Field Teams to translate business needs into high-quality, performancedriven training solutions.

This is a highly visible role for someone who thrives in a fastpaced environment, excels at stakeholder management, and is passionate about delivering learning programs that make a measurable difference in dealer performance.

What You'll Do

Serve as the Strategic Liaison

  • Act as the primary daytoday point of contact for dealer training initiatives, ensuring alignment between internal teams, stakeholders, and partners.
  • Build strong relationships and maintain ongoing communication with business leaders, field teams, and program stakeholders.

Translate Business Needs into Training Strategy

  • Partner crossfunctionally with Sales, Operations, Field Teams, Marketing, and Leadership to understand business priorities and performance objectives.
  • Translate those needs into clear, actionable training requirements and program direction.
  • Ensure training solutions remain aligned with evolving business goals, dealer needs, and brand standards.

Drive Program Quality & Execution

  • Act as a steward of quality across all training initiatives, ensuring deliverables meet defined requirements and expectations.
  • Review training outputs and collaborate with design and delivery teams to ensure consistency, accuracy, and effectiveness.
  • Manage timelines, dependencies, and priorities across multiple initiatives simultaneously.

Stakeholder Communication & Enablement

  • Develop clear, compelling communications for training programs, including: 
    • Program overviews
    • Launch communications
    • Leadership updates
    • Dealerfacing messaging
  • Confidently present program plans, timelines, and progress updates to diverse audiences-from executives to field and dealer stakeholders.

Monitoring, Feedback & Continuous Improvement

  • Coordinate feedback loops with stakeholders to evaluate program effectiveness and identify opportunities for improvement.
  • Track issues, risks, and performance gaps, proactively driving resolution with cross-functional partners.
  • Continuously refine training approaches based on feedback, business needs, and performance data.

What Makes You a Great Fit

Required Experience

  • Strong understanding of the retail automotive industry.
  • Minimum 5 years of experience in corporate or agency roles within the automotive space.
  • Experience supporting or managing training, learning, or performance enablement programs.
  • Understanding of adult learning principles and learning development processes.

Core Skills & Competencies

  • Communication & Influence: Confident engaging stakeholders at all levels, from field teams to executive leadership.
  • Strong Writing Skills: Ability to create clear, concise, and compelling communications across multiple audiences.
  • Business Acumen: Deep understanding of dealership operations, performance drivers, and customer experience dynamics.
  • Proactive Ownership: Selfstarter who identifies needs, anticipates challenges, and takes action with minimal direction.
  • Organization & Execution: Able to manage multiple priorities, timelines, and deliverables in a fastmoving environment.
  • Collaboration: Skilled at working crossfunctionally and influencing without direct authority to drive alignment and results.

Why This Role Matters

Dealer performance starts with capability-and this role ensures the right training programs are designed, delivered, and continuously improved to support real business outcomes. You will sit at the intersection of strategy, execution, and stakeholder alignment, making a direct impact on dealer success and overall program effectiveness.

GP Strategies Corporation is one of the world's leading talent transformation providers. By delivering award-winning learning and development solutions, we help organizations transform through their people and achieve meaningful change. GP Strategies has delivered our innovative consulting, learning services, and talent technology solutions to over 6,000 organizations globally.

From our global experience working across thousands of projects and initiatives over the past 55 years, we've learned that relationships, business, work, innovation, strategy, and transformation are all about people. And, to put it simply, GP Strategies is about our people - an extensive global network of learning experts. Additional information can be found at www.gpstrategies.com.

With more than 4000 employees in over 30 countries, diversity at GP Strategies is second nature! Beyond our locations, our culture focuses on performance and revolves around respect, fairness, and working collaboratively to achieve our goals. We support our People, no matter who they are or where they are from, because we all have valuable and unique perspectives and approaches. That's how great ideas are born, which enable us to work smarter.

GP Strategies is committed and proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth and related conditions, sexual orientation, and gender identity), national origin, age, veteran status, disability, or any other federally protected class.

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