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Manager Learning Development Jobs in Iowa (NOW HIRING)

WesleyLife

Workforce Development Manager

Johnston, IA · On-site

... learning opportunities * Represent the organization in workforce boards, economic development ... Strong relationship management, influencing, and communication skills * Proven ability to think ...

WesleyLife

Workforce Development Manager

Johnston, IA · On-site

... learning opportunities * Represent the organization in workforce boards, economic development ... Strong relationship management, influencing, and communication skills * Proven ability to think ...

Trinity Health

Accountable for personal learning & development byparticipatingin knowledge, skill & competency ... Embraces ideas & cultural differences while managing complex or competing priorities; Enhances a ...

Trinityhealth

Accountable for personal learning & development byparticipatingin knowledge, skill & competency ... Embraces ideas & cultural differences while managing complex or competing priorities; Enhances a ...

Trinity Health

Accountable for personal learning & development byparticipatingin knowledge, skill & competency ... Embraces ideas & cultural differences while managing complex or competing priorities; Enhances a ...

Trinityhealth

Accountable for personal learning & development byparticipatingin knowledge, skill & competency ... Embraces ideas & cultural differences while managing complex or competing priorities; Enhances a ...

Loenbro

Business Development Manager

Cedar Rapids, IA · On-site

Keen interest in learning more about the construction industry and evolving trends and ability to ... Professional development and training opportunities * Employee assistance program (EAP) Benefits ...

Trinityhealth

$37.50 - $49.50/hr

Directly manages department(s) / service line; Decisions are guided by resource availability as ... Accountable for personal learning & development byparticipatingin knowledge, skill & competency ...

Trinity Health

$37.50 - $49.50/hr

Directly manages department(s) / service line; Decisions are guided by resource availability as ... Accountable for personal learning & development byparticipatingin knowledge, skill & competency ...

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Showing results 41-60

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Iowa

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 Aug 19, 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.

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.

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 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 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 is the average salary for a manager learning development in the US?

The average salary for a manager learning and development in the US is approximately $85,000 to $115,000 per year, depending on experience, industry, and location. Professionals in this role often require strong leadership, instructional design skills, and familiarity with learning management systems (LMS).

What is the average salary for a manager learning development?

The average salary for a manager learning development typically ranges from $70,000 to $110,000 annually, depending on experience, industry, and location. In Texas, salaries tend to be competitive within this range, with factors such as company size and certifications influencing compensation.

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
Infographic showing various Manager Learning Development job openings in Iowa as of August 2026, with employment types broken down into 2% As Needed, 81% Full Time, 15% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $93,644 per year, or $45 per hour.

Workforce Development Manager

WesleyLife

Johnston, IA • On-site

Full-time

Re-posted 4 days ago

WesleyLife rating

4.6

Company rating: 4.6 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Position Summary
The Workforce Development Manager is responsible for executing workforce development strategies that build sustainable talent pipelines and partnerships and strengthen the organization's employer brand across the broader education and community ecosystems. In alignment with WesleyLife's Vision 2030 and the Uniting Generations strategies, this role operationalizes intergenerational programming within talent development efforts strengthening a multigenerational workforce and creating meaningful opportunities for connections across generations. This role works in partnership with internal leaders and external organizations to implement workforce programs, support talent pipeline growth, and contribute to an age-inclusive workplace culture.
Essential Job Functions & Responsibilities
Workforce Strategy & Talent Pipeline Development
  • Support the implementation of workforce development strategies aligned with current and future hiring needs
  • Build and manage scalable talent pipelines, including internships, apprenticeships, early career programs, and reskilling initiatives
  • Partner with People and Culture and business leaders to identify skill gaps and translate them into targeted pipeline programs
  • Align workforce strategies with intergenerational workforce goals, ensuring representation and engagement across age groups
  • Manage day-to-day execution of workforce programs, ensuring timelines,
    deliverables, and outcomes are achieved

Education & Community Partnerships
  • Establish and maintain strategic partnerships with high schools, community colleges, universities, and workforce development organizations
  • Collaborate with educators to co-develop curriculum alignment, career pathways, and experiential learning opportunities
  • Represent the organization in workforce boards, economic development groups, and community coalitions. May include attending job fairs.
  • Align partnerships to support both workforce pipeline development and intentional engagement opportunities between students, team members, and the communities served that extend beyond hiring and career paths to engagement and connection.
  • Identify and develop partnerships that expand access across generations, including youth, career changers, and older adults seeking workforce participation

Career Pathways & Program Design
  • Leverage external partnerships to showcase WesleyLife's diverse career pathways and strengthen its reputation as an employer of choice
  • Design programs that support entry, progression, and retention of early and nontraditional talent
  • Ensure programs are inclusive, accessible, and aligned with diversity, equity, and inclusion goals

Employer Branding & Talent Engagement
  • Enhance the organization's visibility and reputation as an employer of choice within targeted talent markets
  • Coordinate and participate in outreach initiatives including career fairs, campus events, speaking engagements, and community forums
  • Position the organization as a leader in workforce innovation and age-inclusive employment practices and partnership creativity

Stakeholder Engagement & Relationship Management
  • Key point of contact for external workforce and education partners
  • Build strong, long-term relationships that drive mutual value and measurable outcomes
  • Partner across departments to align workforce, programming, and culture efforts into a unified system

Program Integration & Culture Support
  • Support integration of intergenerational programming into workforce practices and employee experience
  • Support development of mentorship, reverse mentorship, and cross-generational team initiatives that enhance collaboration and knowledge sharing

Intergenerational Programming & Unite Generations Integration
  • Embed intergenerational experiences into internships, mentorships, and career pathways as structured and repeatable components, not one-time activities
  • Support development of signature workforce experiences (e.g., mentorship programs, reverse mentorship, team-based engagement) that support WesleyLife commitment to fostering meaningful connections across generations

Metrics & Impact Measurement
  • Track and report on key performance indicators (KPIs) and program outcomes
  • Analyze workforce trends and provide insights to inform strategic decisions
  • Measure outcomes related to:
    • Talent pipeline growth
    • Retention and engagement
    • Participation and engagement across generations
    • Impact on intergenerational engagement on perception of aging, employee experience, and belonging
  • Deliver regular reporting to leadership on partnership impact and workforce outcomes

Education & Experience
Required
  • Bachelor's degree in human resources, Business, Education, Public Administration, Public Health, or related field
  • 3-7 years of experience in workforce development, talent acquisition, education partnerships, Public Health or a related field
  • Proven experience building partnerships with educational institutions or community organizations and multiple generations
  • Demonstrated ability to design and implement talent pipeline or workforce programs
  • Strong relationship management, influencing, and communication skills
  • Proven ability to think independently with a mindset of innovation

Preferred
  • Experience working across sectors (corporate, education, nonprofit, or government)
  • Knowledge of workforce trends, labor market dynamics, and talent development practices
  • Experience with intergenerational programming, community engagement, or age inclusive workforce strategies
  • Background in employer branding, early career recruiting, or apprenticeship programs
  • Demonstrated ability to design, implement and track program outcomes across multiple system applications

Why Choose WesleyLife?
At WesleyLife, you're not just starting a job - you're joining a purpose-driven community where your well-being, growth, and impact truly matter. With nearly 80 years of excellence in serving older adults, we empower our team members to thrive while making meaningful connections and changing lives every day.
WesleyLife is proud to be recognized as one of Senior Care's Best Places to Work by WeCare Connect! We're committed to a workplace where every team member is seen, heard, and appreciated.
WesleyLife is revolutionizing the experience of aging by challenging the stigma that aging means decline and promoting the idea that life transitions are opportunities for growth and purpose. Come be a part of the revolution!
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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