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Learning Technology Manager Jobs in Minnesota (NOW HIRING)

RJM CONSTRUCTION LLC

IT Manager

Golden Valley, MN

$99K - $121K/yr

... continuous learning, innovation, and operational excellence across technology and business ... Manages cybersecurity protection policies and implementations such as application upgrades, data ...

RJM CONSTRUCTION

IT Manager

Golden Valley, MN · On-site

$98K - $120K/yr

... continuous learning, innovation, and operational excellence across technology and business ... Manages cybersecurity protection policies and implementations such as application upgrades, data ...

Socket.dev

IT Manager

Golden Valley, MN · On-site

$130K - $165K/yr

... learning, innovation, and operational excellence across technology and business functions ... Manages cybersecurity protection policies and implementations such as application upgrades, data ...

Kids for the Future

IT Manager

Golden Valley, MN · On-site

$101K - $131K/yr

Demonstrated hands on experience with AI/Machine learning models and practices, proficiency in ... technology concepts to non-technical stakeholders * Strong project management skills, with the ...

U.S. Bank

Learning Consultant

Minneapolis, MN · On-site

Interacts and effectively manages relationships with Talent Consultants and senior leadership to ... technology - Proven ability to design end-to-end learning experiences, including needs analysis ...

US Bank

Learning Consultant

Minneapolis, MN

Interacts and effectively manages relationships with Talent Consultants and senior leadership to ... technology - Proven ability to design end-to-end learning experiences, including needs analysis ...

ATS, Inc.

Learning & Development Specialist

Saint Cloud, MN · On-site

$65K - $80K/yr

Experience managing digital learning content, resources, and learning technologies. * Proficiency in Microsoft Office applications and experience working with SharePoint or similar content management ...

Robert Half

LMS Administrator

Plymouth, MN · On-site

$42 - $48/hr

... learning management systems, HRIS platforms, or closely related learning technology environments. * Cornerstone preferred. * Hands-on experience administering LMS platforms, including course ...

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Learning Technology Manager information

See Minnesota salary details

$30.4K

$75.8K

$127.3K

How much do learning technology manager jobs pay per year?

As of Sep 14, 2026, the average yearly pay for learning technology manager in Minnesota is $75,786.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,800.00 and $85,700.00 per year, depending on experience, location, and employer.

What is a learning technology manager?

A Learning Technology Manager is responsible for overseeing the implementation and management of educational technologies within an organization. They evaluate, select, and support digital tools and platforms that enhance teaching, learning, and training experiences. Their role often includes collaborating with educators, IT staff, and administrators to ensure technology aligns with educational goals, as well as providing training and support for users. Learning Technology Managers also stay updated with the latest trends in educational technology to continuously improve learning outcomes.

What skills and qualifications are needed to thrive as a learning technology manager?

To excel as a Learning Technology Manager, you need expertise in instructional design, learning management systems (LMS), and a background in education or information technology, often supported by a relevant degree. Familiarity with e-learning authoring tools, data analytics platforms, and certifications such as CompTIA or ATD can be highly advantageous. Strong project management, communication, and leadership skills help foster collaboration and drive technology adoption among educators and learners. These competencies are crucial for effectively implementing innovative learning solutions that enhance organizational training and development outcomes.

How does a learning technology manager collaborate with instructional designers and educators to implement new technologies?

A Learning Technology Manager works closely with instructional designers and educators to assess their needs, recommend appropriate digital tools, and facilitate the integration of technology into the curriculum. This collaboration often involves conducting training sessions, troubleshooting issues, and gathering feedback to refine technology solutions. Effective communication and project management are key, as the manager ensures that both pedagogical objectives and technical requirements are met. This role also frequently leads cross-functional meetings to align stakeholders and drive successful adoption of new learning platforms.

What is the difference between Learning Technology Manager vs Learning Systems Specialist?

AspectLearning Technology ManagerLearning Systems Specialist
CredentialsTypically requires a bachelor’s or master’s in education, instructional design, or related fields; certifications in LMS or e-learning tools are commonSimilar credentials, often with certifications in LMS platforms and instructional technology
Work EnvironmentOversees learning technology strategies, manages teams, and collaborates with stakeholdersFocuses on technical support, system configuration, and troubleshooting of learning platforms
Employer & Industry UsageUsed in educational institutions, corporate training, and e-learning companiesCommon in organizations with complex learning management systems and technical support needs

The Learning Technology Manager and Learning Systems Specialist roles share similar credentials and work environments, but the manager oversees strategy and team management, while the specialist handles technical system support. Both are vital in organizations leveraging learning technologies.

What are popular job titles related to Learning Technology Manager jobs in Minnesota?

For Learning Technology Manager jobs in Minnesota, the most frequently searched job titles are:

What job categories do people searching Learning Technology Manager jobs in Minnesota look for?

The top searched job categories for Learning Technology Manager jobs in Minnesota are:

What cities in Minnesota are hiring for Learning Technology Manager jobs?

Cities in Minnesota with the most Learning Technology Manager job openings:

Learning Technology Manager jobs near you
Infographic showing various Learning Technology Manager job openings in Minnesota as of August 2026, with employment types broken down into 85% Full Time, 12% Part Time, 2% Contract, and 1% Nights. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $75,786 per year, or $36.4 per hour.

Senior Director - Learning and Development

Chanhassen, MN • On-site

Life Time, Inc.
See more jobs at Life Time, Inc.external

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 12 days ago

Life Time rating

6.5

Company rating: 6.5 out of 10

Based on 394 frontline employees who took The Breakroom Quiz

Job description

Position Summary
The Senior Director of Learning & Development is a strategic enterprise leader responsible for designing and executing strategies that enhance organizational performance, leadership capability, and workforce engagement.
Operating as a core leader within Talent Management, this role drives a cohesive, end-to-end approach to how talent is developed, activated, and sustained across the organization, partnering closely with Human Capital leaders and business stakeholders to align learning strategy with leadership development, performance, succession, and employee listening strategies to ensure a consistent and high-impact talent lifecycle. The Sr. Director builds strong, trust-based partnerships across the organization to align priorities, guide leaders in adopting consistent practices, and ensure learning and development efforts are grounded in the realities of how the business operates.
This role leads a multidisciplinary team spanning learning design, solution partners, program management, and learning technology, while driving alignment cross-functionally with Talent Acquisition, Onboarding, Performance Management, and People Analytics. Through strong partnership and advisory, the Sr. Director influences enterprise-wide talent strategy, manages learning investments, and oversees vendor and external partnerships.
The Sr. Director establishes a scalable learning and capability model designed to strengthen bench strength, accelerate readiness, and enable a high-performing, engaged workforce.
Key Responsibilities
Enterprise Talent & Capability Strategy
  • Design and lead strategies that improve organizational performance, leadership effectiveness, and workforce engagement.
  • Establish an integrated Talent Management approach connecting development, performance, succession, and retention.
  • Align capability-building strategies with business priorities, workforce planning, and growth objectives.
  • Serve as a strategic advisor to senior leaders on organizational capability and talent investments.

Leadership Development & Succession
  • Define and lead enterprise leadership development frameworks across all levels.
  • Build and operationalize succession planning strategies and readiness pathways.
  • Ensure alignment between leadership expectations, performance standards, and development experiences.
  • Partner with senior leaders to strengthen leadership bench and long-term talent pipelines.

Learning & Development Strategy & Operating Model
  • Oversee the design and delivery of role-based, leadership, and compliance learning programs.
  • Establish scalable learning pathways aligned to job architecture and skills frameworks.
  • Lead the evolution from program-based learning to integrated, experience-driven development.
  • Ensure learning solutions are practical, accessible, and directly tied to performance outcomes.

Learning Operations, Standards & Technology
  • Drive a modern, integrated learning ecosystem that enhances user experience, supports data-driven decision-making, and scales with organizational growth.
  • Establish clear processes for learning intake, prioritization, and execution.
  • Set instructional design standards and ensure consistency across learning experiences.
  • Oversee LMS and learning technology strategy in partnership with HR Technology.
  • Manage vendor relationships and optimize learning investments.
  • Ensure learning data integrity and reporting visibility.
  • Lead preparation for future learning platform transitions and enhancements.

Talent Integration & Cross-Functional Partnership
  • Lead adoption of new learning and talent practices by influencing leaders and driving sustained behavior change across the organization
  • Partner with Talent Acquisition to align hiring profiles with development pathways.
  • Collaborate with Onboarding & Early Experience to ensure smooth transition from hire to readiness.
  • Partner with the Team Member Experience team and People Analytics to leverage employee listening insights (e.g., engagement surveys, lifecycle feedback) and translate them into targeted learning and leadership strategies.
  • Use insights from engagement, retention, and performance data to inform continuous improvement of development programs and leadership capability.
  • Influence leaders across the business to embed development into day-to-day leadership practices.

Measurement & Impact
  • Define and track key metrics including leadership readiness, internal mobility, engagement, and retention.
  • Leverage data to continuously refine learning and talent strategies.
  • Demonstrate measurable impact of development initiatives on business performance.

Qualifications
  • 10+ years progressive experience in Learning & Development, Talent Management, or Organizational Development, or related fields.
  • Proven experience leading enterprise-wide learning or capability strategies.
  • Strong expertise in leadership development and organizational effectiveness.
  • Demonstrated ability to build scalable programs and operating models.
  • Experience integrating learning with performance, succession, and engagement strategies.
  • Strong business acumen and ability to translate strategy into execution.
  • Demonstrated experience leveraging learning technologies (e.g., LMS, learning experience platforms) to drive adoption, scalability, and measurable impact
  • Ability to partner effectively with HR Technology to shape platform strategy, integrations, and future-state learning ecosystem

Pay
This is a salaried position starting at $136,000.00(or applicable minimum salary, if higher) and pays up to $187,000.00, based on experience and qualifications. In addition, this role is eligible for bonuses based on performance metrics.
Benefits
All team members receive the following benefits while working for Life Time:
  • A fully subsidized membership
  • Discounts on Life Time products and services
  • 401(k) retirement savings plan with company discretionary match (21 years of age and older)
  • Training and professional development
  • Paid sick leave where required by law

Full-time Team Members are eligible for additional benefits, including:
  • Medical, dental, vision, and prescription drug coverage
  • Short term and long term disability insurance
  • Life insurance
  • Pre-tax flexible spending and dependent care plans
  • Parental leave and adoption assistance
  • Paid time off, including 5 to 20 vacation days per calendar year (based on tenure) and paid sick leave
  • Deferred compensation plan, if the team member meets the required income threshold

Life Time is a place for everyone. As an organization, we are committed to an inclusive, diverse and equitable workplace that respects and celebrates the unique contributions of each individual while ensuring we remain an equal opportunity employer that recruits, hires, trains and promotes based on merit and qualifications.

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