ZipRecruiter

Log In

1

Manager Learning Development Jobs in Anna, TX (NOW HIRING)

Keurig Dr Pepper, Inc.

Manager, Early Talent Development

Frisco, TX · On-site

$120K - $140K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Manager, Early Talent Development - Frisco, TX Job Summary: The Manager, Early Talent Development ... Develop curriculum, learning experiences, and coaching strategies that prepare participants for ...

previous page

Showing results 41-60

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Anna, TX

Manager Learning Development information

See Anna, TX salary details

$47.9K

$93.5K

$126.2K

How much do manager learning development jobs pay per year?

As of Aug 19, 2026, the average yearly pay for manager learning development in Anna, TX is $93,549.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,300.00 and $108,400.00 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 Anna, TX?

The most popular types of Learning Development jobs in Anna, TX are:

What job categories do people searching Manager Learning Development jobs in Anna, TX look for?

The top searched job categories for Manager Learning Development jobs in Anna, TX are:

What cities near Anna, TX are hiring for Manager Learning Development jobs?

Cities near Anna, TX with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Anna, TX as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 89% Physical, 4% Hybrid, and 7% Remote job distribution, with an average salary of $93,549 per year, or $45 per hour.

Senior Manager, HR Operations and Shared Services

OmniOn Power

Plano, TX • On-site

Full-time

Medical, Retirement

Posted 11 days ago

Job description

We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure.We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.

To return to the OmniOn Power website, click here.

Job Overview

The Senior Manager, HR Operations and Shared Services is responsible for leading and optimizing the organization's HR operational functions, ensuring the delivery of efficient, compliant, and employee-centric HR services. This role oversees key areas including Payroll, Compensation, Benefits, Learning & Development (L&D), and Human Resources Information Systems (HRIS). The Senior Manager partners closely with HR Leadership, Finance, Legal, and business leaders to drive process excellence, operational efficiency, workforce analytics, and continuous improvement initiatives that support organizational objectives.

This role will report to the VP of HR and be located at the OmniOn Power's HQ in Plano, TX.

Key ResponsibilitiesHR Operations Leadership
  • Lead and manage HR operational functions to ensure effective service delivery across the employee lifecycle.
  • Develop and implement HR policies, procedures, and operational standards that promote consistency, compliance, and scalability.
  • Drive continuous improvement initiatives to enhance employee experience and increase operational efficiencies.
  • Establish and monitor key performance indicators (KPIs), service-level agreements (SLAs), and operational metrics.
  • Manage and develop a team of HR professionals, providing coaching, leadership, and career development.
Payroll Administration
  • Oversee end-to-end payroll operations, ensuring accurate and timely processing for all employees.
  • Ensure compliance with federal, state, local, and international payroll regulations as applicable.
  • Partner with Finance and external vendors to reconcile payroll data and resolve discrepancies.
  • Implement process improvements and controls to minimize payroll errors and ensure audit readiness.
  • Manage payroll audits, reporting requirements, and year-end activities.
Compensation Management
  • Lead compensation programs including salary structures, market pricing, annual merit planning, incentive programs, and pay equity initiatives.
  • Conduct compensation analyses and provide recommendations to support talent acquisition and retention strategies.
  • Partner with business leaders and HR Business Partners on job evaluations, promotions, and organizational changes.
  • Ensure compensation practices remain competitive and aligned with organizational goals.
Benefits Administration
  • Manage company benefits programs including health and welfare, retirement, wellness, leave administration, and employee assistance programs.
  • Partner with brokers, carriers, and vendors to administer and optimize benefit offerings.
  • Lead annual open enrollment activities and employee benefit communications.
  • Monitor benefit utilization, costs, and trends, recommending enhancements as appropriate.
  • Ensure compliance with ERISA, COBRA, ACA, FMLA, and other applicable regulations.
Learning & Development (L&D)
  • Oversee learning programs that support employee development, leadership growth, compliance training, and organizational capability building.
  • Partner with leaders to identify skill gaps and align training initiatives with business objectives.
  • Manage learning technologies, training content providers, and learning management systems (LMS).
  • Measure training effectiveness and ROI through employee feedback and business outcomes.
  • Promote a culture of continuous learning and professional development.
HRIS and HR Technology
  • Serve as the business leader for HRIS strategy, administration, and optimization.
  • Manage system configurations, upgrades, integrations, testing, data integrity, and security.
  • Partner with IT and vendors to implement new HR technologies and system enhancements.
  • Develop workforce analytics and reporting capabilities to support business decision-making.
  • Ensure employee and organizational data accuracy, confidentiality, and compliance with privacy regulations.
Compliance and Risk Management
  • Ensure compliance with employment laws, wage and hour regulations, data privacy requirements, and company policies.
  • Support internal and external audits related to payroll, benefits, HRIS, and HR programs.
  • Maintain HR records and reporting in accordance with legal and regulatory requirements.
  • Identify operational risks and develop mitigation strategies.
QualificationsRequired
  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
  • 8+ years of progressive HR experience, including leadership responsibilities in HR operations.
  • Experience overseeing payroll, compensation, benefits, HRIS, and/or shared services functions.
  • Strong knowledge of employment laws, payroll regulations, and HR compliance requirements.
  • Experience managing HR systems such as Workday, SuccessFactors, UKG, Oracle HCM, or similar platforms.
  • Demonstrated success leading cross-functional projects and process improvement initiatives.
  • Strong analytical, problem-solving, and project management skills.
  • Excellent communication, stakeholder management, and leadership abilities.
Preferred
  • Master's degree in Human Resources, Business Administration, or related field.
  • SHRM-SCP, SPHR, CCP, CBP, CEBS, or related certifications.
  • Experience supporting multi-state and/or global HR operations.
  • Lean, Six Sigma, or continuous improvement certification.
Key Competencies
  • Strategic Thinking
  • Operational Excellence
  • HR Technology Expertise
  • Business Acumen
  • Process Improvement
  • Change Management
  • Data Analytics and Reporting
  • Compliance and Risk Management
  • Team Leadership and Development
  • Customer Service Orientation

Apply