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Manager Learning Development Jobs in Pittsburgh, PA

Keel Infrastructure

Manager, Land Development

Pittsburgh, PA · On-site

$82K - $112K/yr

Curiosity - we ask questions and keep learning * Endurance - we build for the long term What It ... Role Summary The Manager, Land Development provides land development engineering support across ...

Stratus Team LLC

Civil Project Manager

Sewickley, PA · On-site

The Project Manager will coordinate multidisciplinary teams, manage client relationships, oversee ... Learning & Development - Education and Professional Licensing * We believe flexible, work supports ...

Stratus Team, LLC

Civil Project Manager

Sewickley, PA · On-site

Learning & Development - Education and Professional Licensing * We believe flexible, work supports ... Stratus Team's management Team is dedicated to this policy with respect to recruitment, hiring ...

SPS North America

Client Service Manager

Pittsburgh, PA

$80K - $90K/yr

Lead and manage daily lockbox processing activities * Responsible for achieving contractual ... Learning & Development: At SPS, we promote a work culture of learning so that you can develop to be ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Pittsburgh, PA

Manager Learning Development information

See Pittsburgh, PA salary details

$49.5K

$96.8K

$130.6K

How much do manager learning development jobs pay per year?

As of Sep 15, 2026, the average yearly pay for manager learning development in Pittsburgh, PA is $96,789.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,100.00 and $112,100.00 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 Pittsburgh, PA?

The most popular types of Learning Development jobs in Pittsburgh, PA are:

What are popular job titles related to Manager Learning Development jobs in Pittsburgh, PA?

For Manager Learning Development jobs in Pittsburgh, PA, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Pittsburgh, PA look for?

The top searched job categories for Manager Learning Development jobs in Pittsburgh, PA are:

What cities near Pittsburgh, PA are hiring for Manager Learning Development jobs?

Cities near Pittsburgh, PA with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Pittsburgh, PA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $96,789 per year, or $46.5 per hour.

Human Resources Manager

Pittsburgh, PA • Hybrid

Catholic Charities of the Diocese of Pittsburgh In
See more jobs at Catholic Charities of the Diocese of Pittsburgh Inexternal

Full-time

Medical, Dental, Vision, Retirement

Posted 20 days ago

Job description

Description

At Catholic Charities of the Diocese of Pittsburgh, we believe that people are the heart of our impact. Every day, our team works to create meaningful change in the lives of those we serve. 


We are seeking an experienced, compassionate, and dynamic Human Resources Manager to help cultivate a workplace where employees can thrive while advancing our mission.


The Human Resources Manager is responsible for managing human resources operations including recruitment, onboarding, employee engagement, learning and development, compliance and risk management.


 We offer successful candidates a competitive salary, strong health benefits (including medical, dental and vision that are available the first of the month following hire date), generous time off programs that includes15 paid holidays a year and paid parental leave. We also have a solid retirement plan that is fully funded by Catholic Charities along with other benefits. 


The Human Resources Manager will work primarily remotely, being in office as needed.
 

We are proud of our supportive and collaborative culture at Catholic Charities and to be designated as one of the Best Places to Work in Western Pennsylvania in 2022, 2023, 2024, 2025, and 2026 by the Pittsburgh Business Times.
 

If you are passionate about people, organizational culture, and making a difference in your community, we invite you to apply.


Human Resources Manager Kep Performance Objectives Include:

Talent Acquisition & Onboarding

  • Develop and implement recruitment strategies to attract top talent.
  • Manage the full-cycle hiring process including job postings, interviews, and offer letters.
  • Oversee onboarding and orientation programs to ensure smooth integration of new hires.
  • Ensure accurate job descriptions for all positions within the agency.

Employee Relations & Engagement

  • Foster a positive and collaborative work environment.
  • Provide guidance to managers and employees on workplace issues, policies, and best practices.
  • Support conflict resolution and employee coaching initiatives.

Human Resources Operations

  • Assist with administering employee benefits, leave programs, and HRIS systems.
  • Maintain accurate employee records and ensure confidentiality.
  • Contribute to the development, updating, and communication of HR policies and procedures.

Compliance & Risk Management

  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Monitor nonprofit-specific employment requirements and best practices.
  • Support workplace safety and risk management initiatives.
  • Assist with audits, reporting, and required documentation.

Learning & Development

  • Identify staff development and training opportunities.
  • Coordinate leadership development and professional growth programs.
    Support performance management processes, including evaluations and goal setting.

Strategic HR Leadership

  • Partner with leadership to align HR strategies with organizational goals.
  • Analyze workforce trends and recommend improvements.
  • Contribute to organizational planning, succession planning, and culture-building initiatives.


Requirements

  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
  • A minimum of five years of progressive human resources experience with a strong focus on recruitment and onboarding.
  • Strong knowledge of employment laws and HR best practices.
  • Excellence in communication, relationship building, and conflict resolution.
  • The proven ability to balance multiple priorities in a dynamic environment.
  • Experience managing confidential and sensitive information.
  • Proficiency with HR systems and Microsoft Office applications.
  • HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.
  • ACT 33/34 Clearances
  •  Candidates must not be listed on the U.S. Department of Health and Human Services Office of Inspector General (OIG) List of Excluded Individuals and Entities (LEIE) or any applicable federal or state exclusion database.

Apply