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Manager Learning Development Jobs in Cleveland, OH

NRP Group

Learning & Development Manager

Cleveland, OH · On-site

POSITION SUMMARY Learning & Development Manager Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort ...

The Centers

Workforce Development Instructor

Cleveland, OH · On-site

$19.23/hr

... learning opportunities for team members. With guidance from manager, participates in goal and plan ... Awareness of self-development needs and continued professional development. * Perform variety of ...

Tri-C

Supervisor, Learning Commons

Cleveland, OH

SUMMARY Responsible for management of the daily operations of the Learning Commons. Responsible for staff recruitment, hiring, development, orientation, and training. Monitors departmental activities ...

Tri-C

Supervisor, Learning Commons

Cleveland, OH · On-site

$50K - $60K/yr

Number of Openings: 1 SUMMARY Responsible for management of the daily operations of the Learning Commons. Responsible for staff recruitment, hiring, development, orientation, and training. Monitors ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Cleveland, OH

Manager Learning Development information

See Cleveland, OH salary details

$49.5K

$96.7K

$130.4K

How much do manager learning development jobs pay per year?

As of Jul 20, 2026, the average yearly pay for manager learning development in Cleveland, OH is $96,691.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,000.00 and $112,000.00 per year, depending on experience, location, and employer.

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 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 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.

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 are the most commonly searched types of Learning Development jobs in Cleveland, OH? The most popular types of Learning Development jobs in Cleveland, OH are:
What are popular job titles related to Manager Learning Development jobs in Cleveland, OH? For Manager Learning Development jobs in Cleveland, OH, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Cleveland, OH look for? The top searched job categories for Manager Learning Development jobs in Cleveland, OH are:
What cities near Cleveland, OH are hiring for Manager Learning Development jobs? Cities near Cleveland, OH with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Cleveland, OH as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $96,691 per year, or $46.5 per hour.
Sr. Manager, Learning & Development

Sr. Manager, Learning & Development

Sotera Health

Broadview Heights, OH • On-site

Other

Re-posted 8 days ago

Job description

Senior Manager, Learning & Development

The Senior Manager, Learning & Development (L&D) is responsible for shaping and driving a high-impact learning strategy that builds a culture of continuous development across the organization. This role leads the design and execution of scalable learning programs, establishes effective operating mechanisms, and curates a comprehensive curriculum that supports leadership growth, front-line leader effectiveness, and job-specific capability building.

This leader partners closely with business stakeholders, HR, and senior leadership to align learning initiatives with organizational goals, ensuring employees at all levels have the skills and capabilities needed to succeed.

Key Responsibilities
  • Build a Learning Culture
  • Embed learning into the employee lifecycle, from onboarding through leadership development
  • Promote modern learning practices (e.g., social learning, on-demand learning, experiential development)
  • Influence leaders to actively support and model development behaviors
  • Establish Operating Mechanisms
  • Design and implement scalable L&D processes, governance, and frameworks
  • Develop annual and quarterly learning strategies aligned to business priorities
  • Define success metrics and reporting mechanisms to measure learning effectiveness and ROI
  • Manage learning technologies (LMS/LXP) and vendor partnerships
  • Ensure consistent needs assessment, program design, delivery, and evaluation standards
  • Curate and Deliver Enterprise Learning Curriculum
  • Build and maintain a comprehensive, role-based learning curriculum across the organization
  • Oversee development and curation of content across multiple modalities (digital, instructor-led, blended)
  • Ensure accessibility and relevance of learning programs for a diverse workforce
  • Leadership Development
  • Design and deliver leadership development programs for all levels (emerging, mid-level, and senior leaders)
  • Create frameworks for leadership competencies and career progression
  • Partner with HR and executive leadership on succession planning and talent development strategies
  • Job-Related Skills Development
  • Partner with business leaders to identify critical skill gaps and future capability needs
  • Curate and deliver technical, functional, and role-specific training programs
  • Support reskilling and upskilling initiatives aligned with organizational priorities
  • Stakeholder Partnership & Influence
  • Collaborate with HR Business Partners and functional leaders to align learning strategies with business needs
  • Act as a trusted advisor to leadership on organizational capability building
  • Lead cross-functional initiatives to drive enterprise-wide development outcomes
Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business, or related field (Master's preferred)
  • 812+ years of experience in Learning & Development, Organizational Development, or Talent Management
  • Proven experience building and scaling learning strategies and programs
  • Strong expertise in leadership development and adult learning principles
  • Experience implementing L&D operating models, systems, and metrics
  • Excellent stakeholder management and influencing skills
Key Competencies
  • Strategic thinking and execution
  • Change leadership and cultural transformation
  • Data-driven decision making
  • Program design and curriculum development
  • Communication and facilitation skills
  • Collaboration and stakeholder alignment

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