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Manager Learning Development Jobs in Washington (NOW HIRING)

ProSidian Consulting

Program Manager

Alexandria, VA · Hybrid

Measure training impact and enhance workforce development programs using data analytics. RESPONSIBILITIES AND DUTIES - Program Manager | Learning Management System (LMS) & Training Support - Training ...

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Manager Learning Development information

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$57.8K

$112.9K

$152.3K

How much do manager learning development jobs pay per year?

As of Aug 19, 2026, the average yearly pay for manager learning development in Washington is $112,919.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $130,800.00 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 Washington?

The most popular types of Learning Development jobs in Washington are:

What are popular job titles related to Manager Learning Development jobs in Washington?

For Manager Learning Development jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Washington look for?

The top searched job categories for Manager Learning Development jobs in Washington are:

What cities in Washington are hiring for Manager Learning Development jobs?

Cities in Washington with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 11% Part Time, 2% Temporary, and 6% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $112,919 per year, or $54.3 per hour.

Director, Learning and Development

National Ready Mixed Concrete Association

Alexandria, VA • On-site

$117K - $158K/yr

Full-time

Posted 15 days ago

Job description

Position: Director, Learning and Development
Organization: National Ready Mixed Concrete Association (NRMCA)
Location: Remote
Reporting Relationship: Vice President, Learning & Development
Website:
Position Summary
The Director, Learning and Development is a delivery-focused practitioner who designs, develops, implements, and continuously improves NRMCA's assigned learning programs, courses, certifications, credentials, and workforce development initiatives. Partnering closely with subject matter experts, the Director applies instructional design best practices, evaluates program effectiveness, and maintains the quality and consistency of assigned learning assets.
The Director reports to and partners with the Vice President, Learning and Development, who sets the strategy, standards, budget, and direction of the learning portfolio. The Director brings that strategy to life through high-quality learning experiences that strengthen workforce capabilities, advance professional development, and support member success across the ready mixed concrete industry, in service of NRMCA's educational mission.
Primary Responsibilities
Learning Program Design, Development, and Delivery
  • Manage the design, development, implementation, and delivery of assigned learning programs, courses, certifications, credentials, certificate programs, and leadership development offerings.
  • Translate the learning strategy and workforce development priorities into effective learning solutions, development plans, and delivery schedules for assigned programs and projects.
  • Develop learning objectives, assessments, facilitator guides, participant materials, eLearning content, and supporting resources.
  • Ensure assigned learning programs align with adult learning principles and instructional design standards, and maintain consistency across programs, delivery formats, and instructional materials.
  • Coordinate content review and update cycles to keep assigned programs accurate, current, relevant, and aligned with industry and member needs.
  • Develop, maintain, and apply learning course templates, style guides, and production processes that keep assigned programs consistent.

Certification and Credentialing Support
  • Support the development, maintenance, and continuous improvement of assigned certification, credentialing, and certificate programs.
  • Support assessment development and validation efforts.
  • Ensure assigned learning pathways and supporting materials align with program objectives and credentialing standards.
  • Monitor certification and credentialing trends and surface recommended improvements where appropriate.

Facilitator and Subject Matter Expert Engagement
  • Develop productive program-level working relationships with facilitators, state associations, and subject matter experts.
  • Guide SMEs through course development and review processes.
  • Support facilitator onboarding, readiness, and continuous improvement efforts.
  • Promote effective instructional practices and learner engagement techniques.
  • Gather and analyze facilitator and participant feedback to improve program quality.

Learning Technology and Digital Learning
  • Direct and oversee LMS administration, content, assets, course builds, and learner-facing configuration, remaining willing to work in the system directly when needed.
  • Identify and recommend digital learning tools and solutions that improve learner engagement and accessibility.
  • Support the effective use of learning technologies within assigned programs and projects.
  • Partner with operational support staff to ensure accurate learner records, reporting, and system functionality.

Evaluation, Analytics and Continuous Improvement
  • Implement and administer evaluation processes that measure learner satisfaction, learning outcomes, and program effectiveness.
  • Analyze program-level enrollment, completion, certification, and evaluation data to identify trends and opportunities.
  • Produce reports and dashboards that equip the Vice President with the data needed for portfolio planning, executive reporting, and continuous improvement.
  • Use data and stakeholder feedback to suggest enhancements to learning programs and processes.

Project Management and Cross-Functional Collaboration
  • Manage multiple assigned learning programs and initiatives simultaneously, ensuring projects are delivered on time and within scope.
  • Develop project plans, timelines, milestones, and resource requirements for assigned initiatives.
  • Coordinate with Membership, Meetings and Events, Communications, and external partners to support successful program delivery.
  • Support the Vice President in managing contractors, vendors, and external resources supporting learning initiatives.
  • Maintain documentation, processes, and project records to support consistency and scalability.

Program Support and Industry Awareness
  • Support the Vice President's annual learning needs assessments and assigned workforce development initiatives.
  • Research industry trends, workforce challenges, and learning best practices to inform portfolio planning.
  • Surface program-level insights and learner feedback that inform portfolio decisions.
  • Represent Learning and Development in program-level internal meetings, member engagements, and committees as assigned.
  • Serve as a dependable execution partner to the Vice President of Learning and Development.
Qualifications
Required
  • Bachelor's degree in Learning and Development, Organizational Development, Education, Human Resources, Business Administration, or a related field.
  • Five or more years of progressive experience in learning and development, workforce development, professional education, certification, credentialing, or related disciplines.
  • Demonstrated experience designing, developing, delivering, and evaluating adult learning programs.
  • Experience managing projects involving multiple stakeholders and competing priorities.
  • Strong written, verbal, facilitation, and presentation skills.
  • Experience collaborating effectively with subject matter experts and cross-functional teams.

Preferred
  • Master's degree in a related discipline.
  • Association or nonprofit experience.
  • Experience with certification, credentialing, or workforce development programs.
  • Experience with learning management systems and instructional technologies.
  • Knowledge of adult learning theory, instructional design methodologies, and learning evaluation frameworks.
Skills and Competencies
  • Instructional design
  • Learning program management
  • Project management and execution
  • Stakeholder engagement and relationship building
  • Facilitation and presentation skills
  • Data analysis and evaluation
  • Learning technologies and content administration
  • Written and verbal communication
  • Practical problem-solving and attention to detail
  • Continuous improvement mindset
Personal Attributes
  • Honest curiosity and commitment to lifelong learning.
  • Bias for action and accountability.
  • Passion for creating meaningful learning experiences.
  • Resourceful, collaborative, and solutions-oriented.
  • Energized by hands-on building, delivery, and follow-through.
  • Strong sense of stewardship for member value and organizational resources.
  • Adaptable and resilient in a growing and evolving environment.
  • The kind of colleague a colleague would like to have.

The National Ready Mixed Concrete Association is an Equal Opportunity Employer. We welcome diversity in our workforce and encourage all qualified applicants to apply.

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