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Manager Learning Development Jobs in Easley, SC (NOW HIRING)

Mauldin First Baptist Church

Be Seen First

Early Learning Teacher

Mauldin, SC · On-site

Duties: * Foster a positive learning environment by encouraging curiosity, creativity, and ... Knowledge of childhood development principles and behavior management techniques. * Strong ...

Chick-fil-A

Leadership Development Program

Greenville, SC · On-site

$16 - $19/hr

We believe in learning to lead yourself before learning to lead others, and learning to lead others ... Ability to manage Team Member behavioral and performance issues * Ability to work in a team ...

Chick-fil-A

Leadership Development Program

Easley, SC · On-site

We believe in learning to lead yourself before learning to lead others, and learning to lead others ... Ability to manage Team Member behavioral and performance issues * Ability to work in a team ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Easley, SC

Manager Learning Development information

See Easley, SC salary details

$47.9K

$93.6K

$126.2K

How much do manager learning development jobs pay per year?

As of Sep 1, 2026, the average yearly pay for manager learning development in Easley, SC is $93,553.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,400.00 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 Easley, SC?

The most popular types of Learning Development jobs in Easley, SC are:

What are popular job titles related to Manager Learning Development jobs in Easley, SC?

For Manager Learning Development jobs in Easley, SC, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Easley, SC look for?

The top searched job categories for Manager Learning Development jobs in Easley, SC are:

What cities near Easley, SC are hiring for Manager Learning Development jobs?

Cities near Easley, SC with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Easley, SC as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $93,553 per year, or $45 per hour.

Senior Consultant, Learning & Leadership Development - Greenville, SC (Hybrid)

Hubbell Incorporated

Greenville, SC • Hybrid

Full-time

This job post has expired today. Applications are no longer accepted.

Hubbell rating

7.2

Company rating: 7.2 out of 10

Based on 43 frontline employees who took The Breakroom Quiz

109th of 159 rated electronics manufacturers

Job description

Job Overview

We're Hiring: Senior Consultant, Learning & Leadership Development
Greenville, SC (Hybrid)

Ready to shape the future of talent, leadership, and learning at Hubbell? We're looking for a dynamic Senior Consultant to elevate our Learning & Leadership Development Center of Excellence.

The Senior Consultant, Center of Excellence is responsible for establishing, optimizing, and maintaining a specialized unit with an organization the focuses on a particular area of expertise. This role involves advancing our hub of expertise and best practices in learning and leadership development. The Senior Consultant, Center of Excellence is also responsible for providing leadership, guidance, and support to ensure the CoE accomplishes its mission and contributes to Hubbell's overall success.  This specific COE role is responsible for working with the Director of Learning and Development and the VP of Talent, Inclusion, and Communications to design and execute standard processes, resources, and tools in three key areas: Talent and Succession Management, Learning and Development, and Leadership Development Programs.  This is an internal, regular, full-time role.

A Day In The Life

Every day at Hubbell is different and you'll contribute in many ways. On any given day, you'll make a difference by:

  • Collaborating with organizational leaders to define the scope of the objectives and focus area of the Center of Excellence. This includes planning, organizing, and managing three development programs (Improving Business Acumen, Leadership Development Program, and Leadership Forum) from end-to-end.  You will have to successfully influence others at senior levels to achieve success.
  • Create, implement, and evolve learning session materials on various topics including Hubbell Leadership Competency Model sessions.  Design and execute launch of new self-directed development program (People Leader Pathways).  Facilitate learning sessions on key leadership topics and effectiveness tools.  Design and manage delivery of senior-level leadership development programs.
  • Serving as the subject matter expert in the learning and leadership development -- actively sharing bast practices, knowledge, and insights with relevant teams.  Drive Hubbell's assessment and coaching strategies for employee selection and development.
  • Facilitating training and mentorship programs to enhance the skills and competencies of employees.
  • Analyzing existing processes, practices, and workflows with the CoE's domain to create, implement, and evolve standard materials and communication for Talent and Succession Management process including facilitated training materials, eLearnings, reference guides, and intranet articles.
  • Identifying opportunities for improvement, implementing changes, and measuring the impact on organizational performance. Fostering innovation by proposing and leading projects that advance the CoE's objectives.
  • Effectively communicating the CoE's mission, achievements, and impact to stakeholders while consulting with internal customers on emerging learning and talent needs.  Provide coaching and consulting to people managers and employees on a variety of issues.
  • Cultivating a culture of continuous learning excellence, and innovation within Hubbell.
  • Encouraging feedback and adapt CoE strategies to meet evolving needs.
  • Craft communication and tailor messaging for a wide range of audiences - CEO Council, HR Leadership, HR Business Partners, People Leaders, Individual Contributors.
  • As needed, support key activities in various areas of the Talent, Inclusion, and Communications team.
What will help you thrive in this role?
  • Bachelor's Degree in Business, Computer Science, or information Systems (required); Master's Degree in Human Resource Development related field strongly preferred.  Coaching certification from an ICF-accredited provider (preferred).
  • Extensive experience (12 + years) of expertise in the specific area of focus for this Learning and Leadership Development CoE (required).  Must have experience as an internal coach and in running assessment centers.
  • Strong strategic thinking and project management skills.
  • Exceptional communication and presentation abilities. Influence best practices that can be adapted to meet specific organizational goals and inform broader strategy.
  • Proven leadership and team collaboration experience.  Must maintain awareness of current business trends, operating conditions, and internal process and practices with significant impact on areas of responsibility above.
  • Excellent computer skills and experience with Microsoft Office (Outlook, Word, Excel and PowerPoint); Adobe Creative Suite and Articulate experience is preferred. 
  • Results-oriented with a track record of delivering results in a fast-paced environment with the ability to adapt and drive change within an organization. 
  • Strong research and analysis skills to stay up to date on latest trends in the talent management, organization development, and inclusion, diversity, and equity space; analytical skills for assessing processes and identifying opportunities for improvement. 
  • Must be able to travel with US to host / provide onsite management of leadership programs.  Travel up to 15%.

If you're passionate about developing people, building best-in-class programs, and driving meaningful culture impact, this is your chance to make a real difference. #LI-HB1 #LI-Hybrid

Hubbell Incorporated

Hubbell creates critical infrastructure solutions that power our customers, communities, people and the planet. Our company is strategically aligned around enabling grid modernization and electrification. As more products plug in to an aging grid, Hubbell solutions enable the transition to a more reliable, resilient and efficient energy infrastructure. Founded in 1888 our innovation has made us a leading global manufacturer of high quality electrical and utility solutions enabling customers to operate critical infrastructure reliably and efficiently.

The company operates in two segments. Hubbell Utility Solutions (HUS) enable the grid to conduct, communicate and control energy across utility applications and Hubbell Electrical Solutions (HES) are essential to managing power across a wide range of industries and applications. Our vertical market solutions can be applied to markets including Data Centers, Renewables, Commercial Buildings, Industrial, Telecom and Transportation. Supporting both of our business segments is our corporate and Hubbell Unified Business Solutions teams that provide consistent process, tools technologies across our businesses.

We are committed to operating sustainably and ethically while promoting an inclusive and supportive culture for our people to grow and develop in their careers. Our employees proudly work and serve our communities from our headquarters in Shelton, CT, across the United States and around the globe.

Hubbell Unified Business Solutions 

Hubbell Unified Business Services (HUBS) provides corporate shared services to support all businesses across the enterprise. Functional areas include Engineering, Sales, Operations, Marketing, Finance, Legal, IT, Human Resources, Payroll, Environmental Health & Safety, and Compliance. HUBS employees are located around the world.

Hubbell Incorporated, its subsidiaries and affiliates, is an EO Employer AA: M/F/Veteran/Disability. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, sexual orientation, gender identity or any other protected class.

The above summary of position responsibilities and requirements is not intended, and should not be construed, to be an exhaustive list of duties, skills, efforts, physical requirements, or working conditions associated with the position. It is intended to be an accurate reflection of those principal position elements essential for making decisions related to position performance, employee development, and compensation.

What Hubbell employees say

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About Hubbell

Sourced by ZipRecruiter

Hubbell Incorporated was founded in 1888 and has grown into an international manufacturer of quality electrical, lighting and power solutions with more than 75 brands used and recognized around the world. Our founder, Harvey Hubbell, developed tooling and equipment to serve the growing demand for new assembly and manufacturing machinery during the industrial revolution. An early, and one of many patents awarded, came for the creation of the first practical method to control electricity through the pull chain socket that remains unchanged today. As a market leader in reliable, electrical solutions, we provide more than half a million products delivered through our various business groups. Hubbell is committed to continually innovating solutions that work, transforming old products with new ideas, and ensuring that we Energize, Enlighten and Empower the communities that support us.

Industry

Electrical equipment, appliance, and component manufacturing

Company size

10,000+ Employees

Headquarters location

Shelton, CT, US

Year founded

1888

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