1

Manager Learning Development Jobs in Rhode Island

$40/hr

... development, deployment, and monitoring of machine learning models. Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management and Analytics organization.

$40/hr

... development, deployment, and monitoring of machine learning models. Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management and Analytics organization.

$40/hr

... development, deployment, and monitoring of machine learning models. Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management and Analytics organization.

$40/hr

... development, deployment, and monitoring of machine learning models. Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management and Analytics organization.

$40/hr

... development, deployment, and monitoring of machine learning models. Your primary role is to contribute to Workiva's data scientists' efforts within the Data Management and Analytics organization.

Showing results 41-60

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 Sep 15, 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.

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 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 cities in Rhode Island are hiring for Manager Learning Development jobs?

Cities in Rhode Island with the most Manager Learning Development job openings:

Infographic showing various Manager Learning Development job openings in Rhode Island as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $97,636 per year, or $46.9 per hour.

Training & Quality Assurance Manager

Cranston, RI • On-site

Accesspoint Ri
51 - 200 employees

$80K - $90K/yr

Other

This job post has expired today. Applications are no longer accepted.


Job description

Job Details

Job Location: Cranston, RI 02920

Position Type: Full Time

Salary Range: $80,000.00 - $90,000.00

Training & Quality Assurance Manager

The Training & Workforce Development Manager is responsible for leading the organization's training, workforce development, and regulatory compliance initiatives to ensure employees have the knowledge and skills necessary to provide high-quality services. This position partners with leadership across all departments to identify training needs, develop innovative learning solutions, ensure compliance with all regulatory requirements, and foster a culture of continuous learning and professional growth.

The Training & Workforce Development Manager serves as the organization's primary resource for employee training, maintains training systems and records, develops curriculum, supports licensing and survey readiness, and builds strategic partnerships that enhance workforce development opportunities.

Essential ResponsibilitiesTraining & Workforce Development
  • Develop, implement, and continuously improve organization-wide training and professional development programs.
  • Design and maintain onboarding, orientation, annual compliance training, leadership development, and competency-based learning programs.
  • Develop and deliver instructor-led, virtual, and e-learning training as needed.
  • Create and maintain training curriculum using adult learning principles and evidence-based instructional practices.
  • Develop career pathways, certification programs, apprenticeships, and workforce development initiatives that support employee growth and retention.
  • Evaluate training effectiveness through competency assessments, employee feedback, quality metrics, and performance outcomes.
Compliance & Regulatory Oversight
  • Ensure all required training complies with federal, state, licensing, accreditation, and organizational requirements.
  • Maintain knowledge of Rhode Island regulations governing services for individuals with intellectual and developmental disabilities.
  • Support organizational readiness for licensing reviews, surveys, audits, and regulatory inspections.
  • Ensure training documentation, records, and certifications are accurate, current, and audit-ready.
  • Monitor employee training compliance, certification renewals, and regulatory deadlines and proactively address deficiencies.
  • Maintain and update training-related policies, procedures, and documentation to reflect current regulations and best practices.
Department Collaboration
  • Partner with directors and managers to assess department-specific training needs and develop targeted learning plans.
  • Collaborate with Human Resources, Clinical Services, Residential Services, Cornerstone, and other departments to identify performance trends and implement training solutions.
  • Translate findings from audits, incident reviews, employee feedback, and quality improvement initiatives into meaningful training programs.
  • Provide consultation and guidance to leaders regarding employee development, compliance, and training requirements.
Quality Improvement
  • Identify trends and opportunities for continuous improvement.
  • Develop corrective training plans in response to survey findings, audits, incidents, and quality improvement initiatives.
  • Utilize data and metrics to improve training outcomes and organizational performance.
Partnerships & Innovation
  • Build and maintain collaborative partnerships with state agencies, educational institutions, workforce development organizations, and professional associations.
  • Collaborate with organizations such as BHDDH, RIDOH, RIDE, NADSP, CCRI, RIC, Building Futures, and other community partners to expand workforce development opportunities.
  • Identify innovative training methods, technology, certifications, and educational opportunities that strengthen the workforce.
Training Administration
  • Serve as the organization's primary point of contact for all training-related questions and compliance requirements.
  • Manage the Learning Management System (LMS) and all employee training records.
  • Track mandatory training completion, certifications, continuing education, and competency requirements.
  • Generate reports and provide training metrics to leadership.
  • Coordinate external trainers, instructors, vendors, and educational partners.
QualificationsEducation
  • Bachelor's degree in Human Services, Education, Organizational Development, Healthcare Administration, Business Administration, or a related field required.
  • Master's degree preferred.
Experience
  • Minimum of five years of experience in training, workforce development, organizational development, education, or human services.
  • Experience working within the intellectual and developmental disabilities (I/DD) field strongly preferred.
  • Experience developing curriculum and facilitating adult learning.
  • Experience managing learning management systems and training compliance.
  • Experience supporting licensing surveys, audits, or regulatory compliance preferred.
Knowledge
  • Thorough understanding of Rhode Island's I/DD service system.
  • Knowledge of Rhode Island Department of Behavioral Healthcare, Developmental Disabilities and Hospitals (BHDDH), and Rhode Island Department of Education (RIDE) regulations and requirements, as applicable.
  • Knowledge of licensing standards, survey processes, accreditation requirements, and regulatory compliance.
  • Understanding of adult learning principles and instructional design.
  • Knowledge of quality assurance, continuous quality improvement, and performance improvement methodologies.
Skills & Competencies
  • Excellent organizational and project management skills with exceptional attention to detail.
  • Strong curriculum development and presentation skills.
  • Excellent written, verbal, and interpersonal communication skills.
  • Demonstrated ability to build collaborative partnerships across departments and with external organizations.
  • Strong analytical and problem-solving skills.
  • Solution-oriented with the ability to develop practical, effective approaches to organizational challenges.
  • Ability to influence and coach employees and leaders at all organizational levels.
  • Strong technology skills, including Microsoft Office and Learning Management Systems.
  • Ability to manage multiple priorities in a fast-paced environment while meeting deadlines.
  • Commitment to continuous improvement, innovation, accountability, and employee development.
Preferred Certifications
  • Certified Professional in Talent Development (CPTD), ATD certification, SHRM-CP/SHRM-SCP, or comparable professional certification preferred.
  • CPI Instructor, CPR Instructor, or other relevant training certifications preferred.
  • Experience with NADSP credentialing, Registered Apprenticeship Programs, or workforce development initiatives is highly desirable.
#J-18808-Ljbffr