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

Yum! Brands

Associate Manager, Learning

Plano, TX · On-site

The Associate Manager, Global Learning & Development plays a key role in delivering and evolving Yum!'s global leadership development experiences for above-restaurant leaders. As part of the Learning ...

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

Manager Learning Development information

See Dallas, TX salary details

$50.5K

$98.6K

$133.1K

How much do manager learning development jobs pay per year?

As of Aug 21, 2026, the average yearly pay for manager learning development in Dallas, TX is $98,625.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,600.00 and $114,300.00 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 Dallas, TX?

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

What are popular job titles related to Manager Learning Development jobs in Dallas, TX?

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

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

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

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

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

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Dallas, TX as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $98,625 per year, or $47.4 per hour.

Learning & Development Partner

United Auto Credit

Fort Worth, TX • On-site

Full-time

Posted 15 days ago

Job description

Job Summary:
The Learning and Development Partner consults with business leaders and subject matter experts to identify learning needs and design, build, and deliver high-impact learning solutions across assigned business areas. This role combines strategy and execution, with responsibility for both shaping program direction and delivering the work, while partnering with the broader L&D team to ensure consistency across programs, tools, and standards.
DUTIES & RESPONSIBILITIES
Strategy & Needs Diagnosis
  • Identify & Diagnose Learning Needs Stay attuned to learner feedback, performance trends, and business or organizational changes within the assigned stream, and use that awareness to proactively bring ideas and recommendations to leaders on where learning strategy is needed. Also respond to direct requests from leaders as they arise. Translate business goals and performance gaps into learning strategies and recommend the right solution - a full program build, a targeted intervention, or a job aid. Represent L&D in stakeholder planning conversations as needed.

Program Design & Delivery
  • Own End-to-End Design & Delivery of Core Programs Lead the design, development, facilitation, and measurement of key initiatives within the assigned business stream (e.g., Servicing University, Sales University, Funding University, or enterprise leadership development programs) - whether that means taking an existing program and evolving it, or building something new from the ground up. Determine content structure, sequencing, and delivery approach, adapting to different learner populations to maximize engagement and retention.
  • Support Program Delivery Across Other Departments as Needed Provide consultation, facilitation, or logistical support for learning initiatives in other business streams or
  • cross-departmental initiatives, ensuring smooth execution and a consistent learner experience without pulling focus from core program ownership.

Team Coordination
  • Coordinate with the L&D Team Partner with fellow L&D team members to keep timelines, priorities, and delivery approaches coordinated across streams. Work with LMS administration on course setup, records, and reporting needs to support on-time program delivery.

Measurement & Standards
  • Measure Impact & Drive Continuous Improvement Build and own measurement frameworks to evaluate learner outcomes, program effectiveness, and business impact. Analyze data and participant feedback to recommend program adjustments, and communicate insights and recommendations directly to business and HR stakeholders.
  • Maintain Learning Standards & Governance Ensure facilitator guides, job aids, and program materials across owned programs are accurate, current, and consistent with organizational learning standards and brand.

SUPERVISION &JOB DIMENSION
  • Owns learning strategy and delivery for one or more assigned business streams (e.g., Servicing, Sales, Funding, Underwriting/Credit, Compliance, or leadership development), with the flexibility to extend support to other streams as needed.
  • Owns programs end-to-end within their assigned stream(s), from design through execution, facilitation, and measurement.
  • Exercises independent judgment in diagnosing needs, designing solutions, and determining delivery approach for day-to-day program work; escalates higher-stakes, ambiguous, or cross-functional decisions to the Senior L&D Partner or L&D Management.
  • Collaborates directly with senior business leaders and HR to shape learning strategy and maintain program quality, as needed.
  • Makes decisions regarding program design, prioritization, and delivery approach within their assigned stream(s); follows the content and program standards set for the L&D function, contributing input to help refine them.
  • No direct reports; focuses on their own program portfolio, with project direction and mentorship available from the Senior L&D Partner or L&D Management as needed.

REQUIRED SKILLS
  • 3-5 years of progressive experience in training delivery, facilitation, instructional design, or learning and development.
  • Solid experiences in live facilitation for audiences ranging from frontline employees to senior executives; candidates should expect a facilitation demonstration as part of the selection process.
  • Strong instructional design capability across modalities (instructor-led, virtual, e-learning), with working knowledge of authoring tools and LMS platforms, grounded in adult learning principles and program measurement practices.
  • Demonstrated ability to consult independently with business leaders to diagnose learning needs.
  • Strategic consulting and influence-without-authority skills: builds trust and credibility with senior stakeholders, SMEs, and cross-functional partners within their assigned stream(s), adapting messaging and approach across different audiences.
  • Treats AI as a standard part of the L&D toolkit - synthesizing feedback and stakeholder input, accelerating content development, and iterating on program design - with curiosity and willingness to experiment with how AI can reshape learning.
  • A service-oriented mindset - you're positive and care about the needs of our customers and teammates

COMPENSATION
Base Salary: $75,000 - $85,000
WORKING CONDITIONS
Primarily office-based, with regular travel (up to approximately 25%) to in-person training locations across multiple departments. Fast-paced environment requiring flexibility in scheduling training sessions and adjusting delivery to leader and learner needs. May involve standing for extended periods during in-person facilitation.
Commitment to Diversity and Equal Employment Opportunity
United Auto Credit Corporation, a wholly owned indirect subsidiary of Vroom, is an equal opportunity employer committed to creating and supporting a work environment where all employees can find their drive. To do that, we champion a workplace where each and every person is treated with dignity and respect and is valued for their unique perspectives and contributions. We believe our values of SPEED (Service, Progress, Employees, Engagement, and Development) are best realized in an environment, whether physical or virtual, where every individual has the ability to bring their whole selves to work and contribute fully.
UACC maintains a working environment that encourages mutual respect and promotes harmonious and friendly relationships among employees. The company prohibits any form of employment discrimination or harassment against employees, applicants, or other protected persons in the workplace based on a protected characteristic(s), regardless of who the source is of such conduct. Protected characteristics include race, color, religion, creed, sex (including gender, sexual orientation, gender identity or expression, or pregnancy, childbirth, or a related medical condition), national origin, ancestry, ethnicity, age, physical or mental disability, genetic information, service in the uniformed services, citizenship, or any other characteristic protected by federal, state, and/or local law. This commitment to antidiscrimination and antiharassment applies to all terms, conditions, and privileges of employment including, but not limited to, recruitment and hiring.
UACC likewise provides reasonable accommodations to qualified applicants, employees, or other legally protected individuals in the workplace with a disability to enable them to participate in the job application process, to perform the essential functions of a job, or to enjoy the benefits and privileges of employment equal to those of other employees, except if the accommodation would pose an undue hardship. The company also makes reasonable accommodations for religious beliefs and practices.
UACC complies with all applicable federal, state, and/or local laws relating to equal employment.
Other Things to Note
This posting is not intended to provide a comprehensive account of the duties and responsibilities that may be required of this position. Duties and responsibilities may change or be added at any time, with or without notice.
Please review our privacy and CCPA policies.

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