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Manager Learning Development Jobs in Newark, OH (NOW HIRING)

ANS

HR Business Partner- Temp

Columbus, OH · On-site

$30 - $45/hr

Learning & development partnership : Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. * Payroll ...

Cscc

Director, Talent Development

Columbus, OH

The Director, Talent Development provides strategic leadership for the College's learning ... managing a monthly calendar; collaborates with the HR LMS Administrator and Learning Designer to ...

Centralohioatd

Director, Talent Development

Columbus, OH · On-site

$90 - $120/hr

JR002273The Director, Talent Development provides strategic leadership for the College's learning ... managing a monthly calendar; collaborates with the HR LMS Administrator and Learning Designer to ...

Foxen

Compliance Manager

Columbus, OH

As Compliance Manager, you'll be responsible for building and operationalizing Foxen's compliance ... learning & development stipend. This is a full-time exempt position reporting to the Chief Legal ...

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Showing results 41-60

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Newark, OH

Manager Learning Development information

See Newark, OH salary details

$46.9K

$91.6K

$123.6K

How much do manager learning development jobs pay per year?

As of Aug 23, 2026, the average yearly pay for manager learning development in Newark, OH is $91,618.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,700.00 and $106,100.00 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 Newark, OH?

The most popular types of Learning Development jobs in Newark, OH are:

What are popular job titles related to Manager Learning Development jobs in Newark, OH?

For Manager Learning Development jobs in Newark, OH, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Newark, OH look for?

The top searched job categories for Manager Learning Development jobs in Newark, OH are:

What cities near Newark, OH are hiring for Manager Learning Development jobs?

Cities near Newark, OH with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Newark, OH as of August 2026, with employment types broken down into 1% As Needed, 66% Full Time, 31% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $91,618 per year, or $44 per hour.

HR Business Partner- Temp

ANS

Columbus, OH • On-site

$30 - $45/hr

Temporary

Re-posted 24 days ago

Job description

At ANS, we're not just a consulting engineering firm-we're a team of trailblazers shaping the future of multi-disciplinary engineering. We've been voted Best Places to Work, ranked in the Top 10 the Hottest Firm in the US by Zweig Reports, and in the Top 250 for the 2024 Inc. 5,000 for our 1,748% 3-Year Growth. Our team is dynamic, energetic, and allergic to bureaucracy in our goal to solve problems and get things done. We're data and metric driven, and we frequently question the "why" to build better processes.
 
Position Overview
ANS is seeking a versatile HR Business Partner (HRBP) to serve as a strategic partner to business leaders and a hands-on operator for core HR work. Reporting to the CHRO, this person will help scale our people practices across a multi-office, multi-discipline environment (including field and project-based teams), and will be a key leader in strengthening manager capability, performance, retention, and culture. This is a temporary position to cover leave through November.
What you'll do
  • Strategic HR partnership: Partner with senior leaders to translate business goals into people plans (org design, workforce planning, talent, engagement, retention). 
  • Manager enablement: Coach managers on leadership routines, feedback, performance management, and team health; build practical toolkits and operating rhythms. 
  • Employee relations & investigations: Lead complex ER cases with sound judgment, documentation, and consistency; advise on risk mitigation and compliance. 
  • Performance management: Drive performance cycles and calibration; support PIPs and improvement plans with clear expectations and measurable outcomes. 
  • Learning & development partnership: Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. 
  • Payroll partnership & processing support: Partner closely with Payroll/Finance to ensure accurate, timely payroll processing across employee groups (including field/project-based teams). Own/coordinate inputs (changes, approvals, audits), troubleshoot issues, and improve payroll-related workflows and controls. 
  • Change & integration support: Support M&A integration and change management (communications, manager alignment, policy harmonization, adoption tracking). 
  • Compensation & job architecture support: Partner on leveling, offers, internal equity, and market benchmarking; help leaders make consistent decisions. 
  • Talent & succession: Partner with Recruiting and LD&I to identify critical roles, succession risks, and development plans for technical leadership. 
  • Culture & engagement: Use data (attrition, engagement, performance, DEI signals) to identify trends and run targeted interventions. 
  • Policy & compliance: Ensure policies are practical and scalable; support training completion and compliance requirements across states and roles. 
  • Operational excellence: Improve HR processes, templates, and documentation; create simple dashboards and KPIs for leadership. 
Requirements
  • 4+ years of progressive HR experience, including HRBP work supporting leaders in a fast-paced environment. 
  • Experience in professional services, engineering, construction, field operations, or project-based organizations strongly preferred. 
  • Proven strength in employee relations, performance management, coaching, and change management. 
  • Hands-on payroll experience: you've supported or processed payroll (or owned key inputs/approvals), understand payroll controls, and can partner effectively with Finance/Payroll vendors
  • Learning & development exposure: you've helped design, deliver, or operationalize training programs (manager training, onboarding, role-based learning) and can measure outcomes. 
  • Comfort operating at both strategic and hands-on levels (you can build the plan and run the play). 
  • Strong business acumen and ability to influence without authority. 
  • Data-informed approach (can define KPIs, interpret trends, and recommend actions). 
  • Excellent communication skills clear, inclusive, and practical. 
Nice to have
  • M&A integration experience (people-side diligence, harmonization, communications). 
  • Multi-state HR exposure and experience supporting distributed teams.
  • Experience supporting a blended workforce (office + field) and multiple pay types. 
Working style
  • Collaborative, low-ego partner who builds trust quickly. 
  • Comfortable with ambiguity and growth-stage change. 
  • Bias toward action, clarity, and follow-through. 
$30 - $45 an hour
Location 
Flexible within the U.S. with periodic travel to offices/sites as needed. 
 
 
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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