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Manager Learning Development Jobs in Rhode Island

GXO Logistics

Director, Learning and Development

NC · On-site +1

Build and manage end-to-end program structures including: * Graduate & Early Career Programs ... Site Leader Development Programs * Field Learning & Facilitator Networks * Establish program ...

Brown University

Learning Designer

Providence, RI · On-site

The Learning Designer is a member of a course development team within the Sheridan Center for ... Plan and manage instructional design projects: online course development, related instructional ...

City Year

Impact Manager

Providence, RI · On-site

Reporting to the Managing Director of Impact/Impact Director and based in assigned schools, the IM ... In collaboration with the Impact team, develop, plan, and facilitate learning and development ...

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Showing results 1-20

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Rhode Island

Manager Learning Development information

See Rhode Island salary details

$49.9K

$97.6K

$131.7K

How much do manager learning development jobs pay per year?

As of Jul 13, 2026, the average yearly pay for manager learning development in Rhode Island is $97,636.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,800.00 and $113,100.00 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 Rhode Island? The most popular types of Learning Development jobs in Rhode Island are:
What are popular job titles related to Manager Learning Development jobs in Rhode Island? For Manager Learning Development jobs in Rhode Island, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Rhode Island look for? The top searched job categories for Manager Learning Development jobs in Rhode Island are:
What cities in Rhode Island are hiring for Manager Learning Development jobs? Cities in Rhode Island with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Rhode Island as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $97,636 per year, or $46.9 per hour.

Learning and Development Manager

G.A. Rogers & Associates

Newport, RI • On-site

Other

Re-posted 22 days ago

Job description

Our client is seeking an experienced and strategic Learning & Development Leader to drive enterprise-wide talent development initiatives across multiple locations.


This role will lead the design, implementation and continuous improvement of learning programs that strengthen leadership capability, employee performance, onboarding effectiveness, and workforce development.


The ideal candidate brings deep experience supporting distributed operations environments, preferably within manufacturing, industrial, logistics, distribution, or other multi-site operational organizations.


This individual will partner closely with business leaders to build scalable learning strategies that support organizational growth, employee engagement, succession planning, and operational excellence.


Learning & Development Strategy

  • Develop and execute a comprehensive learning and development strategy aligned with organizational goals and workforce needs.
  • Build scalable learning programs that support employees and leaders across multiple locations and business functions.
  • Establish and maintain learning standards, processes, and tools to ensure consistency across all sites.


Leadership & Talent Development

  • Design and implement leadership development programs for frontline supervisors, managers, and emerging leaders.
  • Partner with leadership teams to identify high-potential employees and create succession and development plans.
  • Support career pathing initiatives and competency-based development frameworks.


Onboarding & Employee Development

  • Oversee and enhance the company onboarding experience to improve new hire engagement, retention, and productivity.
  • Create role-specific training programs that accelerate employee readiness and performance.
  • Ensure onboarding and training processes are consistently executed across all locations.


Performance Management

  • Partner with HR and business leaders to support performance management processes, employee development planning, and coaching initiatives.
  • Train leaders on performance conversations, employee development, and accountability practices.
  • Support initiatives that strengthen organizational culture and employee engagement.


Training Program Management

  • Conduct organizational training needs assessments through collaboration with business leaders, site visits, surveys, and performance metrics.
  • Develop and deliver training using multiple learning modalities including instructor-led, virtual, blended, and e-learning platforms.
  • Manage learning management systems (LMS) and track training participation, effectiveness, and compliance.


Multi-Site Partnership & Operational Support

  • Travel to company locations to support training implementation, leadership alignment, and workforce development initiatives.
  • Collaborate with site leaders to ensure training programs support operational goals and workforce challenges.
  • Standardize learning practices while maintaining flexibility for location-specific needs.


Vendor & Project Management

  • Manage external training vendors, educational partnerships, and learning resources.
  • Lead enterprise learning initiatives and cross-functional HR development projects.
  • Monitor program effectiveness through KPIs, employee feedback, retention metrics, and business performance indicators.



Qualifications

  • Bachelor’s degree in Human Resources, Organizational Development, Business, Education, or related field preferred.
  • 8+ years of progressive experience in Learning & Development, Talent Development, Organizational Development or related HR leadership roles.
  • Proven success supporting multi-location or multi-site operations environments.
  • Experience designing and implementing leadership development and workforce training programs at scale.
  • Strong knowledge of adult learning principles, instructional design, and talent development best practices.
  • Experience managing Learning Management Systems (LMS) and performance management platforms.
  • Strong facilitation, communication, and stakeholder management skills.
  • Ability to influence leaders across all levels of the organization.
  • Strong project management and vendor management experience.
  • Ability to travel up to 25% as needed.

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