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Manager Learning Development Jobs in Kitchener, ON

Adi Development Group

Associate Accountant

Burlington, ON · On-site

CA$55K - CA$70K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • PTO

Partner with Construction Project Managers to review coding accuracy, identify budget variances ... Learning & Development Reimbursement: We invest in your growth with tuition and education ...

Intellijoint Surgical

Sales Manager, Canada

Kitchener, ON · On-site

  • Medical

  • Dental

  • Vision

  • PTO

... benefit, learning & development opportunities, paid vacation, personal days and sick days Salary ... We are looking for a Sales Manager, Canada to help accelerate our growth and expand access to our ...

Staples Canada ULC

Wireless Sales Supervisor

Woodstock, ON · On-site

  • Medical

  • Dental

Learning & Development programs * And more... We are building an inclusive and diverse team Staples ... Partner with management to identify and achieve short and long-term goals for the wireless ...

Staples Canada ULC

Wireless Sales Consultant

Cambridge, ON · On-site

  • Medical

  • Dental

Effectively resolves customer concerns and escalates to management when appropriate Qualifications ... Learning & Development programs * And more... #Letsconnect We value transparency in our hiring ...

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Showing results 21-40

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Kitchener, ON

Manager Learning Development information

See Kitchener, ON salary details

$13

$42

$72

How much do manager learning development jobs pay per hour?

As of Aug 13, 2026, the average hourly pay for manager learning development in Kitchener, ON is $42.69, according to ZipRecruiter salary data. Most workers in this role earn between $28.03 and $53.83 per hour, 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 Kitchener, ON? The most popular types of Learning Development jobs in Kitchener, ON are:
What are popular job titles related to Manager Learning Development jobs in Kitchener, ON? For Manager Learning Development jobs in Kitchener, ON, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Kitchener, ON look for? The top searched job categories for Manager Learning Development jobs in Kitchener, ON are:
What cities near Kitchener, ON are hiring for Manager Learning Development jobs? Cities near Kitchener, ON with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Kitchener, ON as of August 2026, with employment types broken down into 75% Full Time, and 25% Part Time. Highlights an 83% In-person, and 17% Hybrid job distribution, with an average salary of $88,798 per year, or $42.7 per hour.

New Home Sales Consultant

Adi Development Group

Burlington, ON

CA$75K/yr

Full-time

Medical, Dental, Vision, Life, PTO

Posted 28 days ago

Job description

Adi is a vertically integrated development platform with investment, design, development and construction capability. That integration is why we move at a speed this industry was not built for. Our mission is insurgent: deliver homes faster, better and more cost-effectively than anyone in the market - and reinvent how homes are delivered, not just how they are sold.

This is an unprecedented market, and the challenges are real. It is also the market we were built for. We have standing, move-in-ready inventory to sell today, new communities launching behind it, and pricing set deliberately below comparable resale. In this market, that is the difference between showing homes and selling them.

We are looking for an experienced, high-performing sales leader with a proven record of closing transactions, building trust and connections with customers, and delivering sales. The mandate is simple: work closely with our marketing team to convert qualified traffic and broker relationships into firm sales, and sell these communities out. We run a disciplined operation - clear weekly targets, transparent performance standards - and we pay for performance.

The Role
  • Convert appointments, walk-in traffic and broker registrations into firm sales.
  • Own the full sales cycle: first contact, presentation, negotiation, firm agreement.
  • Develop and maintain broker and agent relationships across the GTHA.
  • Guide purchasers through deposits, financing milestones and closing to a standard that generates referrals.
  • Maintain a disciplined pipeline in our CRM and execute against weekly targets.
What You Bring
  • A verifiable track record. Be prepared to walk us through your last 24 months: units, volume, conversion.
  • Demonstrated closing ability. New home or pre-construction experience is an asset; sustained sales performance is the requirement.
  • A hunter's discipline: consistent prospecting, immediate follow-up, full ownership of your pipeline.
  • Fluency in the GTHA market and purchaser financing, or the capacity to build it quickly.
  • Strong negotiation and communication skills.
  • Availability during prime selling hours, including evenings and weekends. Real estate license not required.
Why Adi?
  • Employee Home Ownership Program: eligible team members receive a discount off the total purchase price of a home in the communities we build.
  • Learning & Development Reimbursement: tuition and education reimbursement to support your growth.
  • Paid Time Off: 10 days of Vacation, 5 paid Wellness Days and 3 paid Sick Days annually.
  • Comprehensive Benefits Plan: dental, prescriptions, vision care, paramedical practitioners, life insurance and more for you and your dependents.
  • Flexible Health, Lifestyle & Wellness Personal Spending Account: for fitness, family and pet needs, additional health coverage and more.
  • Dedicated Online Mental Health Partner: 24/7 access to online therapy support.
$75,000 - $75,000 a year

Base salary of $75,000 plus uncapped commission and performance bonus. On-target earnings (OTE): $425,000 at sellout - with rolling opportunities as new communities launch.

This posting is for existing vacancies.

Adi Development Group is committed to fostering an inclusive, accessible environment, where all employees and customers feel valued, respected and supported. We are dedicated to building a team that reflects the diversity of our customers and communities in which we live and serve. Adi Development Group is committed to creating an environment where every employee has the opportunity to reach their potential. We hire based on merit and are committed to the principle of equity in employment. We welcome diversity and encourage applications from all qualified individuals. As part of our commitment to accessibility for all persons with disabilities, Adi Development Group will, upon the request of the applicant, provide accommodation during the recruitment process to ensure equal access to applicants with disabilities. If you are selected for an interview and you require accommodation, please inform Human Resources.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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