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Manager Learning Development Jobs in Burlington, CT

Kafene

Business Development Manager

Hartford, CT · On-site

$140/hr

Cutting-edge AI and machine learning that analyzes 20,000+ data inputs in real-time, empowering ... Join us. The Business Development Manager (BDM) is a critical driver of growth at Kafene ...

Loureiro

Business Development Manager

Plainville, CT · On-site

$100 - $125/hr

Loureiro Engineering Associates is seeking a Business Development Manager to join our team in ... We provide hands-on learning, coaching, and clear career paths People-First Culture: Join a ...

The Gilbert School

7th Grade Science Teacher

Winsted, CT · On-site

$48K - $60K/yr

Dedication to professional learning, development, and growth * Strong instructional and classroom management skills. * High level of personal organization and planning. * Maturity, humility, strong ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Burlington, CT

Manager Learning Development information

See Burlington, CT salary details

$53.1K

$103.9K

$140.2K

How much do manager learning development jobs pay per year?

As of Sep 8, 2026, the average yearly pay for manager learning development in Burlington, CT is $103,889.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,000.00 and $120,400.00 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 Burlington, CT?

The most popular types of Learning Development jobs in Burlington, CT are:

What job categories do people searching Manager Learning Development jobs in Burlington, CT look for?

The top searched job categories for Manager Learning Development jobs in Burlington, CT are:

What cities near Burlington, CT are hiring for Manager Learning Development jobs?

Cities near Burlington, CT with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Burlington, CT as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 3% Temporary, and 2% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $103,889 per year, or $49.9 per hour.

Staff Development/Unit Manager

Waterbury, CT • On-site

Ryders Health Management, Inc
501 - 1,000 employees
Learn more about Ryders Health Management, Incexternal

$60 - $80/hr

Other

Posted 7 days ago

Job description

Staff Development

Department: Nursing

Reports to: Director of Nursing, Administrator

Job Classification: Nurse with Administrative Duties

FLSA Classification: Exempt

Position Purpose

Develop, implement, and maintain an effective training program for all new and existing staff, contracted staff, and volunteers, consistent with their expected roles.

Required Qualifications

Minimum requirements include the following:

  • A nursing degree from an accredited college or university, or be a graduate of an approved LPN/RN program.
  • Current unrestricted license as an LPN/RN in practicing state.
  • Two years of skilled nursing experience as an LPN/RN.
  • Eligible to participate in federally funded health care programs.
  • Must also meet state requirements for relevant licensures or certifications and have no disciplinary action in effect against professional license.
  • Extensive knowledge of current standards of practice and the rules, regulations, and laws related to the long-term care industry. Ability to teach this knowledge to others.
  • Current CPR or BLS certification.
Major Duties and Responsibilities
  • Participates in the completion of the facility assessment at least annually for determining the knowledge and skills required among staff to meet residents’ needs.
  • Identifies and prioritizes the facility’s educational needs through the completion of an educational needs assessment, based on the facility assessment.
  • Works closely with the facility’s Administrator, DNS and other leaders in developing a training plan that addresses all regulatory requirements and any other topics identified in the facility assessment and/or needs assessment. Develop educational calendars in accordance with the plan.
  • Plans, schedules, conducts, and oversees orientation programs for all personnel.
  • Develops, schedules, and directs refresher training, as necessary, for all personnel. Tracks attendance and completion of training to ensure that all required training is received by all personnel in a timely manner.
  • Reviews educational content to ensure the information reflects current standards of practice and facility policies and procedures. Develops or revises content as needed. Utilizes outside resources for content development, such as consultants, content experts, or electronic learning systems.
  • Collaborates with department managers for developing competencies required for meeting residents’ needs. Assists with evaluating competencies, depending on the knowledge-based, technical, or behavioral nature of the competency.
  • Cooperates with the Administrator during routine evaluation of the training program’s effectiveness.
  • Schedules trainings with flexibility to ensure limited disruption of resident care, and ample opportunity for staff on all shifts to attend. Posts notices of trainings in advance.
  • Maintains all training records, reports, instructional materials, and speaker qualifications related to each educational program.
  • Provides opportunities for staff to obtain continuing education credits for maintaining certifications/licensure. Maintains all documentation related to continuing education.
  • Maintains attendance records and individual training records in accordance with facility policy.
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