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Manager Learning Development Jobs in Laplace, LA

Workiva

Spring 2027 Intern - Sales Enablement

Kenner, LA · On-site

$21/hr

You will contribute to the ongoing development and effectiveness of the sales team's learning and enablement initiatives. What You'll Do * Tool Maintenance: Help manage tools like CRM, enablement ...

Workiva

Spring 2027 Intern - Sales Enablement

Kenner, LA · On-site +1

$21/hr

You will contribute to the ongoing development and effectiveness of the sales team's learning and enablement initiatives. What You'll Do * Tool Maintenance: Help manage tools like CRM, enablement ...

Walgreens

Store Manager Unassigned

Marrero, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

Walgreens

Store Manager Unassigned

New Orleans, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

Walgreens

Store Manager Unassigned

Marrero, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

Walgreens

Store Manager Unassigned

New Orleans, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

Walgreens

Store Manager Unassigned

Marrero, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

Walgreens

Store Manager Unassigned

Marrero, LA · On-site

Responsible for completing accelerated development track to Store Manager during the specified timeframe as outlined in the learning plan. * Under the direction of the Store Manager, oversees the ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Laplace, LA

Manager Learning Development information

See Laplace, LA salary details

$46.6K

$91.1K

$122.9K

How much do manager learning development jobs pay per year?

As of Sep 12, 2026, the average yearly pay for manager learning development in Laplace, LA is $91,134.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,300.00 and $105,600.00 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 job categories do people searching Manager Learning Development jobs in Laplace, LA look for?

The top searched job categories for Manager Learning Development jobs in Laplace, LA are:

What cities near Laplace, LA are hiring for Manager Learning Development jobs?

Cities near Laplace, LA with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Laplace, LA as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $91,134 per year, or $43.8 per hour.

Regional Talent Development Leader, South Region (Bilingual)

Metairie, LA • Hybrid

HUB
See more jobs at HUBexternal

Full-time

Retirement

Re-posted 25 days ago

Key responsibilities

  • Consult with regional leaders to define and execute a talent development roadmap aligned with business strategy.

  • Identify capability gaps and local development priorities through needs analysis.

  • Design and facilitate high-impact learning experiences and partner with leaders to assess organizational health and implement change management strategies.

Job description

ABOUT US

AtHUB International, we are a team of entrepreneurs. We believe in protecting and supporting the aspirations of individuals, families, and businesses. We help our clients evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees to learn, grow, and make a difference. Our structure enables our teams to maintain their own unique, regional culture while leveraging support and resources from our corporate centers of excellence.

HUB is one of the largest global insurance and employee benefits broker, providing a boundaryless array of business insurance, employee benefits, risk services, personal insurance, retirement, and private wealth management products and services. With over $5 billion in revenue and more than 20,000 employees in 600 offices throughout North America, HUB has grown substantially, in part due to our industry leading success in mergers and acquisitions.

Position Summary

The Regional Talent Development Leader will join a high-performing team of talent professionals who are well respected and valued for their expertise, ability to deliver high quality work, effective collaboration style, and for being strong stewards of the evolution of our HR function.

This is a highly visible role that operates at two levels simultaneously - building regional capability and responding to local business needs, while contributing meaningfully to enterprise-wide programs and initiatives. The right candidate moves fluidly between regional execution and enterprise strategy.

This position will have a hybrid work arrangement with a minimum of three days per week in the office.

Open to the following locations:

  • Charlotte, NC

  • Nashville, TN

  • Orlando, FL

  • Miami, FL

  • Metairie, LA

How You'll Lead:

You'll lead with a consulting mindset in everything you do - leading with curiosity before solutions, probing to understand the real business need, then applying the right expertise to address it:

  • Talent Management - putting people in the right roles via Continuous Performance Management, Talent Review and Calibration, and Succession Planning.
  • Talent Development - growing people in their current roles or preparing them for future ones through training, coaching, and leadership development programs.
  • Organizational Effectiveness - aligning Hub structure, process, and workflows through team collaboration fixes, leadership stand up, workflow challenges, and building team culture.

What This Looks Like Day to Day:

  • Consults first and frames work around outcomes - approaches every request with a beginner's mind, diagnosing the real business problem before proposing solutions, and ensuring what's delivered meets business outcomes in meaningful and measurable ways.
  • Exercises planning discipline - before diving into execution, starts with the end in mind and works backwards from there - thinking critically about interdependencies and downstream effects so the plan holds up beyond the immediate task.
  • Brings proactive insight - surfaces patterns, themes, and perspective the team and business wouldn't otherwise see, connecting dots that unlock greater capacity and capability - not only reporting what happened, but revealing what it means and what to do about it.
  • Takes clear accountability, to their work and to the team - acts as the single point of ownership (the "A") for outcomes, follows through and answers for results, not just activity. Steps up for what the team needs, even if it's outside their lane.
  • Thinks critically and brings genuine breadth - builds recommendations based on evidence and thorough analysis, drawing on the full landscape of talent programs and organizational effectiveness to advise across it, not execute with talent programming primarily.

Key Areas of Responsibility:

  • In partnership with HR Leads, define and execute an annual talent development roadmap for the Super Region, aligned to each Hub's business strategy.
  • Conduct needs analysis to identify capability gaps and specific local development priorities.
  • Proactively consult and partner with the broader Talent Development team and regional HR Leads to keep regional and enterprise-wide programs aligned and grounded in business outcomes - sharing regional insights that strengthen enterprise programs, and balancing enterprise commitments with regional priorities.
  • Own a specific enterprise-wide talent portfolio - establishing metrics to measure program effectiveness, ROI and learner impact (See Owning a Practice Area below).
  • Design and facilitate high-impact learning experiences, including workshops, cohort programs, experiential development opportunities.
  • Partner with regional business leaders and HR Leads to assess organizational health, and proactively introduce tools and frameworks that build structural, team and leadership effectiveness - ensuring changes are executed with minimal disruption and build longer term-capability.
  • Design and implement change management strategies, including stakeholder analysis, communication plans and adoption measures - proactively identifying change risks and readiness gaps, and serving as a consultative thought partner throughout each initiative.

Owning a Practice Area:

Expertise:

  • You are the SME. You do the research and homework to become and stay the expert, and you serve as the expert to others, including other RTDLs.

Delivery:

  • You always start with discovery - due diligence is your first step before solutioning.
  • You own the full lifecycle - design, build, execution/implementation, measurement, marketing, and continuous improvement - and the business outcome the Practice Area is meant to produce, articulating that outcome in the business's terms, not HR's.
  • You keep the Practice Area current - translating utilization and adoption data into a narrative the business will act on, while continuously re-evaluating scope, de-prioritizing what is no longer valid, and sunsetting what isn't working.
  • You steward the resources behind the Practice Area - budget, vendor relationships, build-vs-buy decisions, and anything else that is required.

Relationships:

  • Know your audience (the field).
  • Work the matrix: building and sustaining relationships, connecting the dots to other practice areas, COEs, and other parts of HR, and consulting with other RTDLs to leverage our collective wisdom.

Ownership Mindset:

  • Building for "HUB" - the scope for a Practice Area is the enterprise; you hold an enterprise mindset.
  • You need to believe in the Practice Area and in yourself. Confidence.

Qualifications:

  • Minimum of 10 years of progressive experience in talent development, talent management, organizational effectiveness and change management.
  • Background in Industrial/Organizational Psychology is an asset.
  • Bilingual proficiency in English and Spanish is strongly preferred.
  • Proven experience balancing regional and enterprise priorities, moving fluidly between strategic thinking and practical execution.
  • Proven ability to design and scale talent and leadership programs across regions and the enterprise.
  • Strong learning agility to learn HUB's business and translate that into actionable regional and enterprise initiatives.
  • Demonstrated success in proactively consulting, partnering with, and influencing senior leaders, HR Leads, and cross-functional stakeholders within a matrixed environment - known for proactively bringing ideas and solutions forward.
  • Proficient in designing measurement strategies and using people analytics - be able to harness and use data to make informed decisions.
  • Expertise in adult learning principles, instructional design and facilitation, and modern learning methodologies (e.g., blended learning, 70-20-10, digital learning).
  • Strong project management and organizational skills, with proficiency in Microsoft Office, LMS systems (Cornerstone), and learning development tools (Articulate, Vyond, etc.).
  • Willingness to travel - up to 25%.

JOIN OUR TEAM

Do you believe in the power of innovation, collaboration, and transformation? Do you thrive in a supportive and client focused work environment? Are you looking for an opportunity to help build and drive change in a rapidly growing and evolving organization? When you join HUB, you will be part of a community of learners and doers focused on helping our leaders maximize the potential of their employees.

Department Human ResourcesRequired Experience: 7-10 years of relevant experienceRequired Travel: Up to 25%Required Education: Bachelor's degree (4-year degree)

HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations.

E-Verify Program

We endeavor to make this website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the recruiting teamHUBRecruiting@hubinternational.com. This contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.

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