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Manager Learning Development Jobs in Philadelphia, PA

UGI

Sr Training Manager - L&D

King Of Prussia, PA

Learning Content & Design and Training Facilitation. The Senior Training Manager - Learning & Development plays a critical role in executing the organization's vision to be the industry-leading ...

YMCA

Director Of Learning And Development

West Chester, PA · On-site

$75K - $97K/yr

The Director of Learning & Development is responsible for building and leading a high-impact ... Experience administering a Learning Management System (LMS); familiarity with Paycom Learning or ...

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All JobsManager Learning Development JobsManager Learning Development Jobs in Philadelphia, PA

Manager Learning Development information

See Philadelphia, PA salary details

$51.5K

$100.6K

$135.7K

How much do manager learning development jobs pay per year?

As of Jul 4, 2026, the average yearly pay for manager learning development in Philadelphia, PA is $100,605.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $116,500.00 per year, 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 Philadelphia, PA? The most popular types of Learning Development jobs in Philadelphia, PA are:
What are popular job titles related to Manager Learning Development jobs in Philadelphia, PA? For Manager Learning Development jobs in Philadelphia, PA, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Philadelphia, PA look for? The top searched job categories for Manager Learning Development jobs in Philadelphia, PA are:
What cities near Philadelphia, PA are hiring for Manager Learning Development jobs? Cities near Philadelphia, PA with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Philadelphia, PA as of June 2026, with employment types broken down into 62% Full Time, 35% Part Time, and 3% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $100,605 per year, or $48.4 per hour.
Director of Learning & Development (E&S Segment)

Director of Learning & Development (E&S Segment)

Berkley

Moorestown, NJ

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Job description

“Our Company provides a state of predictability which allows brokers and agents to act with confidence."
Founded in 1967, W. R. Berkley Corporation has grown from a small investment management firm into one of the largest commercial lines property and casualty insurers in the United States.
Along the way, we’ve been listed on the New York Stock Exchange, become a Fortune 500 Company, joined the S&P 500, and seen our gross written premiums exceed $10 billion.
Today the Berkley brand comprises more than 60+ businesses worldwide and is divided into two segments: Insurance and Reinsurance and Monoline Excess. 

The Company is an equal employment opportunity employer.


The Director of Learning & Development (L&D) for the E&S segment is a strategic and innovative leader responsible for building and scaling learning solutions that accelerate capability development, drive business performance, and foster a culture of continuous growth. This role partners closely with segment leadership to ensure learning initiatives are tightly aligned with business priorities, talent strategies, and the evolving needs of the E&S marketplace.

Learning Strategy & Execution:

  • Develop and lead a comprehensive L&D strategy that supports the E&S segment’s growth, transformation, and talent development goals. Ensure alignment with enterprise-wide learning frameworks while tailoring solutions to segment-specific needs.

Learning Facilitation & Capability Development:

  • Apply adult learning principles to design and facilitate interactive, engaging learning experiences that drive knowledge retention and application.
  • Build facilitation capability within E&S staff by coaching and developing their skills to deliver effective learning sessions, fostering a culture of knowledge sharing and continuous improvement.

Cross-Segment Collaboration:

  • Ensure alignment on objectives, shared priorities, and seamless execution of enterprise-developed L&D programs within the E&S segment. Act as a connector between segment needs and corporate resources.

Professional Development:

  • Design and deliver high-impact professional development programs that strengthen expertise and build a pipeline of ready-now talent for business-critical roles as well as future leaders.

Technical & Functional Capability Building:

  • Partner with business leaders and SMEs to identify skill gaps and deliver targeted learning solutions that enhance Underwriting, Claims, and other core E&S capabilities.

Change Enablement & Culture Activation:

  • Support organizational change initiatives through learning interventions that build agility, resilience, and alignment with company’s values and culture.

Measurement & Impact:

  • Establish metrics to assess learning effectiveness, business impact, and ROI. Use data and feedback to continuously improve programs and demonstrate value to stakeholders.

  • 7+ years in Learning & Development or Talent Management, with 5+ years leading multi-disciplinary L&D teams and portfolios.
  • Proven experience designing, implementing, and scaling technical and leadership development programs with measurable business impact.
  • Experience facilitating learning programs for professional audiences and coaching others to become effective facilitators.
  • Industry experience in E&S or broader P&C insurance strongly preferred; familiarity with underwriting, claims, and risk disciplines is a plus.
  • Demonstrated success partnering with senior business leaders to align learning with strategy and performance goals.
  • Established track record of effective partnership with SMEs to develop and execute on program content.
  • Experience with learning technologies, data/analytics, vendor selection/management, and program accreditation/certification.

Technical Skills

  • Proficiency with LMS/LXP platforms, content authoring tools, learning analytics dashboards, and survey/assessment methodologies.
  • Comfort with competency/capability modeling, job architecture, career frameworks, and instructional design best practices. 

Skills & Competencies

  • Strategic Agility: Translates segment strategy into focused learning portfolios and clear outcomes.
  • Business Acumen: Understands E&S market dynamics and operational drivers; ties learning to performance and risk outcomes.
  • Program Design Excellence: Crafts blended, scalable solutions with strong pedagogy and applied practice.
  • Facilitation Expertise: Skilled in applying adult learning theory to create dynamic, learner-centered experiences. Able to engage diverse audiences and adapt delivery methods for maximum impact.
  • Capability Building: Demonstrated ability to coach and develop others in facilitation techniques, fostering a culture of knowledge sharing and continuous improvement.
  • Stakeholder Influence: Aligns diverse leaders and functions; manages ambiguity and competing priorities effectively.
  • Data-Driven Decision-Making: Uses analytics to prioritize, iterate, and demonstrate ROI.
  • Change Leadership: Orchestrates learning that enables adoption, resilience, and behavioral shift.
  • Inclusive Leadership: Builds equitable access to learning; promotes diverse pipelines and psychological safety.
  • Operational Discipline: Delivers with quality, timeliness, and fiscal responsibility.
  • Accountability: Resourceful, self-sufficient and takes full ownership of results.

Education Requirment 

  • Bachelor’s degree required; Master’s degree in HR, Education, Organizational Psychology, Business, or related field preferred

 


Salary Range - $140K to $180K, dependent on experience, knowledge and location.
Berkley is committed to offering comprehensive and competitive employee health benefits that help our employees stay healthy, feel secure and maintain a work/life balance. We offer Medical, Dental, Vision, Flexible Spending Account, Health Savings Account and a Health Reimbursement Arrangement. We support our employees in planning for their current and future security by offering Short & Long Term Disability, 401(k)/Profit Sharing/Employee Stock Purchase Plan, Life/Accidental Death & Dismemberment/Travel and Additional Life Insurance. We want our employees to live productive and fulfilling lives. We promote work-life balance and personal wellness by providing an Employee Assistance Program, Paid Time Off (Vacation/Sick/Holidays) and encouraging employees to participate in our groups wellness program. We take risk management excellence and your professional growth and ongoing development seriously by offering industry-related education and exams along with industry-related tuition assistance.

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