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Manager Learning Development Jobs in Boca Raton, FL

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Manager Learning Development information

See Boca Raton, FL salary details

$48.4K

$94.6K

$127.6K

How much do manager learning development jobs pay per year?

As of Sep 9, 2026, the average yearly pay for manager learning development in Boca Raton, FL is $94,611.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,200.00 and $109,600.00 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 Boca Raton, FL?

The most popular types of Learning Development jobs in Boca Raton, FL are:

What are popular job titles related to Manager Learning Development jobs in Boca Raton, FL?

For Manager Learning Development jobs in Boca Raton, FL, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Boca Raton, FL look for?

The top searched job categories for Manager Learning Development jobs in Boca Raton, FL are:

What cities near Boca Raton, FL are hiring for Manager Learning Development jobs?

Cities near Boca Raton, FL with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Boca Raton, FL as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $94,611 per year, or $45.5 per hour.

Bilingual Human Resources Manager

Fort Lauderdale, FL • On-site

SST Direct
See more jobs at SST Directexternal

$70K - $80K/yr

Full-time

Posted 11 days ago

Job description

Bilingual Human Resources Manager

Location: Ft Lauderdale 
Schedule: Full-Time
Industry: Manufacturing / Construction / Industrial
Bilingual: English & Spanish Required
Salary:80,000

We are seeking an experienced Human Resources Manager to lead key HR functions across performance management, employee development, talent acquisition, workforce planning, employee relations, compliance, and HR operations.

Key ResponsibilitiesPerformance Management, Learning & Development
  • Administer and continuously improve performance management programs and processes.
  • Partner with leadership to establish performance expectations, measurable goals, and employee development plans.
  • Guide managers through performance reviews, goal-setting, evaluations, and talent assessments.
  • Monitor performance trends and recommend strategies to improve individual and organizational effectiveness.
  • Coach managers on effective performance conversations, feedback, and employee development.
  • Develop, coordinate, and facilitate employee training, leadership development, and compliance programs.
  • Conduct training needs assessments to identify organizational and departmental skill gaps.
  • Oversee onboarding and new hire orientation programs.
  • Partner with leadership on career development and succession planning initiatives.
  • Track training participation, completion, and effectiveness.
Talent Acquisition & Workforce Planning
  • Oversee full-cycle recruitment, including workforce planning, sourcing, screening, interviewing, selection, and onboarding.
  • Partner with hiring managers to identify staffing needs and develop effective recruiting strategies.
  • Facilitate behavioral and competency-based interviews and provide hiring recommendations.
  • Build relationships with universities, colleges, trade schools, technical programs, and professional organizations.
  • Represent the organization at career fairs, networking events, and industry associations.
  • Develop internship, apprenticeship, and early-career development programs.
  • Analyze recruiting metrics, including time-to-fill, quality-of-hire, and turnover trends.
HR Operations & Employee Relations
  • Serve as a trusted HR resource for employees and managers.
  • Provide guidance on employee relations, conflict resolution, performance concerns, and policy interpretation.
  • Conduct prompt, thorough, and confidential workplace investigations.
  • Support managers with coaching, counseling, corrective action, and corrective action plans.
  • Promote employee engagement, retention, recognition, and culture-building initiatives.
  • Assist with compensation and benefits administration, salary benchmarking, and compensation reviews.
  • Maintain employee records, HRIS data integrity, and personnel documentation.
  • Generate HR reports and analyze workforce data and HR metrics.
  • Maintain compliance with applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEOC, OSHA, COBRA, and HIPAA requirements.
  • Support policy development, HR audits, technology implementations, and process improvement initiatives.
Qualifications
  • Bachelor’s Degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
  • Equivalent combination of education and progressive HR experience will be considered.
  • Minimum of 5 years of progressive Human Resources experience across multiple HR disciplines.
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
  • Experience in manufacturing, construction, engineering, or industrial environments preferred.
  • Experience with HR analytics, workforce planning, organizational development, compensation, and benefits administration.
  • Experience facilitating training programs and leadership development initiatives.
  • Strong knowledge of employment laws, HR best practices, and employee relations.
  • Strong conflict resolution, problem-solving, and decision-making skills.
  • Excellent verbal, written, and interpersonal communication skills.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Proficiency with Microsoft Office Suite and Human Resources Information Systems (HRIS).
  • Ability to maintain confidentiality and exercise sound judgment.
What We’re Looking For

The ideal candidate is a hands-on, strategic HR professional who can balance employee advocacy with business objectives while partnering closely with leadership to strengthen performance, employee development, recruiting, compliance, and organizational effectiveness.

Equal Opportunity Employer

We are an Equal Opportunity Employer and are committed to providing a workplace free from discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, military status, or any other characteristic protected by applicable federal, state, or local law.

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