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Manager Learning Development Jobs in Iowa (NOW HIRING)

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Manager Learning Development information

See Iowa salary details

$47.9K

$93.6K

$126.3K

How much do manager learning development jobs pay per year?

As of Jun 18, 2026, the average yearly pay for manager learning development in Iowa is $93,644.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,400.00 and $108,500.00 per year, depending on experience, location, and employer.

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 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 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 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.
What are the most commonly searched types of Learning Development jobs in Iowa? The most popular types of Learning Development jobs in Iowa are:
What are popular job titles related to Manager Learning Development jobs in Iowa? For Manager Learning Development jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Iowa look for? The top searched job categories for Manager Learning Development jobs in Iowa are:
What cities in Iowa are hiring for Manager Learning Development jobs? Cities in Iowa with the most Manager Learning Development job openings:
Manager Learning Development jobs near you

Culture & People Business Partner

ARAG North America

Des Moines, IA • On-site

Full-time

Posted 20 days ago

Job description

Purpose
Are you a consultative and collaborative HR professional who builds trusted relationships across an organization? Are you highly detail oriented and genuinely passionate about creating a positive, consistent team member experience?
ARAG is hiring a Culture & People Business Partner to support Employee Relations, Performance Management, and Learning & Development initiatives. This role helps translate real team member needs into meaningful development programs while partnering closely with leaders to strengthen ARAG's culture and team member experience.
Essential Duties and Responsibilities
Performance Management & Employee Relations
  • Takes ownership of the performance management process, ensuring fairness and consistency across the organization.
  • Responsible for managing the completion of performance reviews, monitoring review progress, coordinating follow-up actions on outstanding evaluations, and maintaining consistent oversight of system operations.
  • Serves as first point of contact for employee relations questions, concerns, workplace issues while providing timely, empathetic and consistent support. Conducts initial fact-finding for employment matters and maintains organized, confidential files.
  • Advocates and champions others to resolve conflicts. Brings forth concerns, collaborates, and keeps Senior Manager, Culture & People updated on performance issues being addressed for specific departments and the status of those situations.
  • Provides guidance and recommendations to managers to optimize their team members' performance, reviewing performance evaluations and verbiage, supporting their coaching, counseling and disciplinary efforts as needed while also establishing a positive employer-employee relationship and promoting a high level of team member morale and motivation.
  • Appropriately tracks and maintains records of team member issues, concerns, and documentation.
  • Conducts workplace investigations when complaints or concerns are brought forth.
  • Reviews and guides management recommendations for employment terminations.
  • Leads voluntary and involuntary termination meetings and exit interview processes.
  • Prepares corrective action, disciplinary and separation documentation.
  • Monitors employee relations themes and partners with Culture & People leadership to address root causes through education, communication or process refinement.
  • Ensures consistent, fair application of policies and procedures in alignment with organizational values.

Learning & Development
  • Owns administrative and operational components of ARAG's learning & development programs.
  • Provides recommendations on development opportunities for team members and leaders.
  • Advocates personal, professional and leadership development at ARAG.
  • Manages the Learning Management System (LMS) strategy and e-learning content to support the organizational learning and development needs.
  • Maintains and updates the organization's learning calendar (leadership programs, compliance training, skills development, etc.).
  • Sources, evaluates and recommends external learning content, microlearning and vendor-provided training.
  • Serves as first point of contact for team members looking to grow in their roles, at ARAG or beyond.
  • Provides hands-on execution of learning & development processes including supporting development planning, coordinating logistics, creating and updating materials.
  • Consults with leaders and team members to analyze and understand development needs.
  • Manages vendor relationships, conducts outsourcing assessments, evaluates prospective vendors, and addresses vendor-related issues as required.
  • Collaborates with Communications Manager to coordinate increased engagement and culture alignment with training initiatives.
  • Collects feedback, analyzes learning effectiveness and provides insights for continuous improvement.
  • Manages and/or contributes to projects related to development initiatives.

Legal/Compliance
  • Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
  • Works closely with Culture & People leadership on the implementation and administration of policies and processes including making recommendations for modifications and updates.
  • Maintains HRIS data integrity related to training, development and employee relations documentations.
  • Keeps current with industry trends, best practices, regulatory developments, and employment law. Provides informed recommendations regarding necessary changes or updates.
  • Maintains positive environment by actively supporting and promoting department and company objectives.
  • Serves as a positive role model by representing ARAG at its Best.
  • Perform other duties and special projects as assigned.

Qualifications
Knowledge
  • Working knowledge and understanding of general Human Resources best practices.
  • Demonstrated understanding of management practices, general employment practices, performance management, and employee relations.
  • Knowledge of HR related issues, including compliance such as COBRA, FLSA, ADA, FMLA, ERISA, DOL, OSHA and EEOC reporting requirements, federal, state, and local laws.
  • Experience working with an HRIS system. ADP experience preferred.
  • Experience working with a Learning Management system.
  • Demonstrated knowledge of development and talent management.
  • Excellent computer skills in a Microsoft Office Windows environment. Must include working knowledge of Microsoft Word, Excel, and PowerPoint.

Skills
  • Must be able to maintain a high degree of confidentiality.
  • Requires critical thinking, problem-solving and analytical skills.
  • Excellent listening, oral and written communication skills.
  • Must be able to deal with conflicting points of view and demonstrate integrity and fair-mindedness.
  • Strong judgment in assessing and escalating employee relations matters.
  • Requires strong organizational skills and the ability to work in a fast-paced team environment with shifting priorities. High attention to detail is a must.
  • Demonstrates an ability to manage workload and meet deadlines on a consistent basis.
  • Ability to be flexible and to adjust thinking and behavior to changes in the work environment.
  • Ability to work collaboratively and effectively with individuals at all levels within the organization.
  • Strong interpersonal, relationship building and active listening skills that foster teamwork, commitment, and collaboration.
  • Ability to influence team members and achieve results in areas without direct responsibility.
  • Ability to confront others directly, but professionally.

Education
  • Bachelor's degree in Human Resources, or related discipline or equivalent work experience.

Experience
  • 4+ years' related experience. Employee Relations experience required. Experience coordinating training or development programs preferred.

Certifications, Licenses, Associations, etc.
  • PHR/SHRM-CP Certification preferred.

Physical
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Apply