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Manager Learning Development Jobs in Indiana (NOW HIRING)

DaMar Staffing Solutions of Indianapolis

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Workforce Development & Training Manager

Indianapolis, IN · On-site

$70K - $95K/yr

Workforce Development & Training Manager DaMar Staffing Solutions - Indianapolis, IN Salary Range ... Manage utilization and administration of training and learning management platforms * Coordinate ...

Ball State University

Learning Specialist

Muncie, IN · On-site

Strong ability to prioritize and manage time effectively. * Proficiency with Microsoft Software ... Developmental education. * Experience with assessment of academic preparedness. * Experience ...

Suburban Propane

Manager In Development

Lawrence, IN · On-site

A new employee training program and many opportunities for continued learning and career ... development * Disability and life insurance * Employee recognition program * Generous tuition ...

Elanco

Talent Learning Systems Manager

Indianapolis, IN · Hybrid

Partnering closely with the Talent Development & functional learning teams, IT and Quality to translate strategic goals into robust system solutions, you will manage critical vendor relationships and ...

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Manager Learning Development information

See Indiana salary details

$48.5K

$94.9K

$128K

How much do manager learning development jobs pay per year?

As of May 30, 2026, the average yearly pay for manager learning development in Indiana is $94,870.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $109,900.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Manager of Learning and Development, and why are they important?

To thrive as a Manager of Learning and Development, you need expertise in instructional design, adult learning principles, project management, and typically a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are commonly required. Strong communication, leadership, and stakeholder management skills help you drive engagement and foster a culture of continuous learning. These abilities ensure effective development programs that support organizational growth and employee performance.

How does a Manager of Learning and Development typically collaborate with other departments to identify training needs?

A Manager of Learning and Development regularly partners with leaders across departments to assess skill gaps, gather feedback, and align training programs with organizational goals. This often involves conducting needs assessments, participating in strategic meetings, and analyzing performance metrics to ensure learning initiatives support both employee growth and business objectives. Effective collaboration ensures that learning solutions are relevant, timely, and tailored to the unique challenges each department faces.

What does a Manager of Learning and Development do?

A Manager of Learning and Development is responsible for overseeing the training and professional growth initiatives within an organization. They design, implement, and evaluate programs that help employees improve their skills and knowledge. This role often involves assessing training needs, managing budgets, collaborating with department heads, and measuring the effectiveness of learning solutions. Ultimately, the goal is to support organizational goals by ensuring employees are well-trained and continuously developing.

What is the difference between Manager Learning Development vs Learning and Development Specialist?

AspectManager Learning DevelopmentLearning and Development Specialist
CredentialsBachelor's degree, certifications in training or HR (e.g., CPLP)Bachelor's degree, certifications in training or HR (e.g., CPLP)
Work EnvironmentOversees teams, strategic planning, higher-level managementDelivers training, develops content, supports learning programs
Employer & Industry UsageCorporate, educational, nonprofit sectorsCorporate, educational, nonprofit sectors
Search & Comparison IntentLooking for leadership roles in learning developmentSeeking roles focused on training delivery and content creation

The main difference is that the Manager Learning Development oversees learning strategies and manages teams, while the Learning and Development Specialist focuses on delivering training and developing learning content. Both roles require similar credentials but differ in scope and responsibilities within organizations.

What are the most commonly searched types of Learning Development jobs in Indiana? The most popular types of Learning Development jobs in Indiana are:
What are popular job titles related to Manager Learning Development jobs in Indiana? For Manager Learning Development jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Indiana look for? The top searched job categories for Manager Learning Development jobs in Indiana are:
What cities in Indiana are hiring for Manager Learning Development jobs? Cities in Indiana with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Indiana as of May 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 1% Temporary, and 3% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $94,870 per year, or $45.6 per hour.
Business Development Manager

Business Development Manager

Safety Management Group, LLC

Indianapolis, IN

Other

Posted 9 days ago

Job description

Description


Summary:

Safety Management Group is seeking a Business Development Manager (BDM) to own and accelerate the growth of our VERO safety software business. This role requires both strategic GTM development and hands-on execution of complex mid-market sales cycles, including pipeline generation and sales support.


The BDM will operate in close coordination with SMG's Vice President of VERO and marketing team, helping to build and validate a scalable sales motion that will integrate into broader GTM coverage over time. This will require that the selected candidate learns the business, the software, and client challenges, then translating that insight into a clear, executable go-to-market strategy that consistently drives new revenue.


Experience in construction safety is a plus; however, the ability to quickly learn and translate complex offerings into compelling client value is essential. This is a unique opportunity to re-invent the sales process for a mature product with a proven value proposition. The BDM will represent a fully supported pre-qualification and data management software and service offering, backed by established enterprise clients and a long-tenured implementation and support team.


While a new GTM process and playbook is new and continuously improving, this role comes with a dedicated marketing budget, strong executive partnership, and meaningful influence over the future direction of the product. The BDM will partner closely with SMG leadership and the GTM organization to expand adoption of VERO with new and existing customers. The role will lead early-stage pipeline development, opportunity advancement, and initial client success while helping define a repeatable, scalable go-to-market approach for long-term growth.


Key Responsibilities:

  • New Client Acquisition - The primary goal of the BDM is to drive new logo subscriptions for VERO. 
  • This includes:
  • Utilize prospecting and research tools, coordinate with SMG team to qualify opportunities; prepare for and book pitch meetings with target prospects.
  • Strategize with team members to innovate & improve the overall sales development process
  • Conduct sales development best practices with email, phone, and social drips using enablement technology (Gong) to connect with new prospects.
  • Qualifying, advancing, and closing support of opportunities from first contact through contract, in alignment with GTM processes 
  • Rapidly learning client business processes and identifying where VERO delivers measurable value
  • Conducting compelling presentations and product demonstrations
  • Representing SMG at industry networking events and trade shows
  • Supporting new clients during onboarding and early adoption to ensure long-term success
  • Maintaining disciplined pipeline management and activity tracking within Salesforce CRM


Requirements


  • Bachelor's degree in a related field
  • Five or more years of experience in SaaS/tech-enabled service, B2B field sales, or account management
  • Demonstrated success owning and closing complex sales opportunities
  • Strong strategic, commercial, and consultative selling skills
  • Action- and results-oriented; comfortable being measured by outcomes and activity
  • Demonstrated ability to operate with minimal direction and build structure where it does not yet exist
  • Ability to quickly learn market needs and translate solutions to meet those needs
  • Curiosity to understand client buying motivations and market appetite for VERO
  • Ability to quickly understand safety culture, performance metrics, and SMG's role in improving outcomes
  • High integrity, sound judgment, and strong ethical standards
  • Adaptable and comfortable operating in a changing, growth-oriented environment


Physical Demands of the job may include: Prolonged periods sitting at a desk and working on a computer. Manual dexterity needed for typing and other repetitive tasks. Must be able to speak in an accurate and detailed manner on the phone or in person. Moving about long distances and uneven terrain; Ascending and descending stairs and ladders; Remaining in a stationary position for a prolonged period of time; Working in extreme weather; Being exposed to loud noises; Wearing personal protective gear correctly when required.



*This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Safety Management Group is an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, national origin, protected veteran status, disability or any other legally protected status.

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