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Manager Learning Development Jobs in Jeffersonville, IN

Crowe LLP

Machine Learning Intern

Louisville, KY

$27 - $42/hr

... development processes and agile/scrum rituals Helping to clarify and prioritize work, define success criteria, and own work item completion Applying all relevant change management controls for risk ...

Crowe LLP

Machine Learning Intern

Louisville, KY

$27 - $42/hr

... development processes and agile/scrum rituals Helping to clarify and prioritize work, define success criteria, and own work item completion Applying all relevant change management controls for risk ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Jeffersonville, IN

Manager Learning Development information

See Jeffersonville, IN salary details

$48.9K

$95.6K

$128.9K

How much do manager learning development jobs pay per year?

As of Aug 19, 2026, the average yearly pay for manager learning development in Jeffersonville, IN is $95,576.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,000.00 and $110,700.00 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 Jeffersonville, IN?

The most popular types of Learning Development jobs in Jeffersonville, IN are:

What are popular job titles related to Manager Learning Development jobs in Jeffersonville, IN?

For Manager Learning Development jobs in Jeffersonville, IN, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Jeffersonville, IN look for?

The top searched job categories for Manager Learning Development jobs in Jeffersonville, IN are:

What cities near Jeffersonville, IN are hiring for Manager Learning Development jobs?

Cities near Jeffersonville, IN with the most Manager Learning Development job openings:

Manager Learning Development jobs near you

Sales Enablement & Trainer

DPL Financial Partners

Louisville, KY • On-site

Full-time

Re-posted 8 hours ago

Job description

Job Title: Sales Enablement & TrainerReports to: Head of Sales Operations & EnablementLocation: Louisville, KY highly preferred; Remote considered for right candidate POSITION OVERVIEWThe Sales Enablement & Trainer is responsible for onboarding, training, reinforcement, field readiness, and ongoing advisor and seller effectiveness across the revenue organization. This is a new headcount role built to ensure every member of the sales team - from day one onward - has the knowledge, tools, and confidence to perform at the highest level. The ideal candidate is a high-energy builder who thrives creating scalable programs in fast-moving environments. This role requires someone who can move quickly from concept to execution, build from a blank page without waiting for perfect conditions, and continuously iterate based on field feedback. Wealth management, financial services, or advisor-facing experience is a meaningful advantage. WHAT YOU WILL OWNNew Hire OnboardingOwn end-to-end onboarding for all new sales and advisor-facing hiresDesign structured onboarding programs that accelerate time-to-productivity and reduce ramp timeEnsure new hires are fully prepared across products, positioning, systems, sales process, and advisor conversation frameworks before they hit the fieldContinuously improve onboarding based on cohort performance data and manager feedback Training & Continuous LearningBuild and maintain training curriculum covering products, investment positioning, sales methodology, platform usage, and compliance requirementsRun recurring enablement sessions, field communications, and reinforcement programsCreate scalable learning pathways for different roles, tenure levels, and development needsTrack completion rates, knowledge retention, and field application metrics to continuously improve program effectiveness Playbooks, Battlecards & Field ResourcesBuild and maintain sales playbooks, competitive battlecards, objection-handling guides, and advisor conversation frameworksEnsure all field resources are current, accessible, and aligned with current messaging and positioningPartner with Marketing and Product on launch readiness materials and field communication rollouts Field Readiness & Coaching SupportGather continuous feedback from the field to identify training gaps, messaging inconsistencies, and development opportunitiesPartner with sales leadership and RVPs to support individual and team coaching prioritiesSupport launch readiness for new products, campaigns, and go-to-market initiativesHelp improve seller and advisor confidence, consistency, and client engagement quality WHAT WE ARE LOOKING FORRequired3–8 years in Sales Enablement, Training, Learning & Development, or Sales SupportExperience building onboarding and training programs - not just delivering existing curriculumStrong communication and facilitation skills; able to hold a room and drive engagementAbility to simplify complex products and concepts into clear, actionable learning programsHigh execution velocity - must move fast and build without waiting for perfect conditionsDemonstrated comfort operating in growth-stage, high-ambiguity environments PreferredFinancial services, insurance, fintech, or wealth management experience - particularly advisor-facing or distribution environmentsFamiliarity with LMS platforms and sales enablement technologyExperience building investment or product training programs for field distribution teamsTrack record creating playbooks and competitive resources used and adopted by the field COMPENSATIONCompetitive base salary and performance bonus. Compensation commensurate with experience. 
Job Posted by ApplicantPro