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

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Compliance Manager

Columbus, OH · On-site

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 ...

OhioHealth

Consult Learning

Columbus, OH · On-site

This position provides support within the OhioHealth Learning, Culture, and Belonging (LCB ... He/she is also responsible for managing resources and seeking opportunities for program development ...

Berger Health System

Consult Learning

Columbus, OH · On-site

He/she is also responsible for managing resources and seeking opportunities for program development ... Utilizes best practices and learning trends in program design. * e. Reviews and evaluates ...

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Manager Learning Development information

See Powell, OH salary details

$48.6K

$95.1K

$128.2K

How much do manager learning development jobs pay per year?

As of Sep 14, 2026, the average yearly pay for manager learning development in Powell, OH is $95,054.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,600.00 and $110,100.00 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 Powell, OH?

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

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

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

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

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

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

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

Manager Learning Development jobs near you

Senior Manager Organizational Development

Columbus, OH • On-site

Express
See more jobs at Expressexternal

Other

Re-posted 14 days ago

Job description

Overview
About PHOENIX
PHOENIX Retail, LLC is a retail platform operating the Express and Bonobos brands worldwide.
About Express
Express is a multichannel apparel brand dedicated to a design philosophy rooted in modern, confident and effortless style whether dressing for work, everyday or special occasions. Since its launch in 1980, the brand has embraced a design philosophy rooted in modern, confident and effortless style. Express ensures you look and feel your best, wherever life takes you. The Company operates over 400 retail and outlet stores in the United States and Puerto Rico, the express.com online store and the Express mobile app.
About Bonobos
Our Bonobos menswear brand is known for being a style instigator and offering perfect-fit risks through our innovative retail model and personalized experience. Launched online in 2007 with its signature line of chinos, Bonobos now offers a variety of styles available to order online and to try on at any one of our 50 Guideshop locations and at www.bonobos.com. Our Guideshops are in-real-life stores that deliver one-on-one service and expert fit advice. Don't think traditional retail, Bonobos is something you haven't seen before.
Responsibilities
POSITION OVERVIEW
The Sr. Manager Organizational Development is responsible for assessing the leadership learning and performance development needs of the Phoenix Home Office in Columbus & New York, and Stores/Guideshops for the Express and Bonobos brands. The individual will utilize this information to develop, manage and execute a strategic learning and development plan for the business working closely with the HR teams. In addition, he or she will collaborate with Field Learning Managers to deliver consistent, coordinated programs and training for Express and Bonobos associates and leaders. Key areas of focus will include manager, director and executive development, team development, high potential and executive successor programs, and associate engagement to ensure the future needs of the organization.
This role will evaluate the effectiveness of programs through the use of assessment tools that measure qualitative and quantitative (ROI) results.
KEY RESPONSIBILITIES
  • Needs Assessment - On an ongoing basis, assesses organizational learning and development needs for Phoenix and builds targeted learning programs and activities to close these gaps working closely with the Business Partners and functional leaders; targeted focus will be Management and Executive development programs
  • Strategic Learning Design - Partners with cross-functional teams, Human Resource and functional departments to develop, manage and execute the strategic learning & development calendar for the Company to achieve 'Phoenix Rising' organizational goals
  • Learning Program Development & Management - Leads the instructional design and development of learning programs focused on the 'Phoenix Guiding Principles', skills, behaviors and functional knowledge
  • Training Evaluation - Assesses training curriculum, associate assessment and diagnostic tools and programs for their ability to develop skills, behaviors, and knowledge as well as the return that each program has for the business
  • Facilitation - Facilitates training programs in instructor led environments
  • Performs other duties as assigned

REQUIRED EXPERIENCE & QUALIFICATIONS
  • 7+ years of experience in Instructional / Organizational Design or Human Resources
  • Bachelors Degree in Organizational Design Education, or equivalent experience - Masters Degree preferred
  • Ability to conduct needs assessments and skill gap analyses-mastery of adult learning principles, teaching and instruction for individuals and groups, and the measurement of training effects
  • Fluent in Instructional Design theory and practical application
  • Exceptional organization and communication skills (both written and oral), including the ability to make effective presentations to all levels of the organization
  • Experience in creating and facilitating development programs for individual contributors up to executive level management
  • Demonstrated effectiveness in diagnosing and providing insights and feedback on group/team effectiveness dynamics
  • Proven ability to integrate into a team of highly skilled associates
  • Knowledgeable in the development of online training classes and the use of a learning management system
  • Experience in leading teams, motivating, coaching and development of high performers
  • Strong coaching skills

CRITICAL SKILLS & ATTRIBUTES
  • Retail experience
  • Strong team orientation-ability to collaborate with HR team members and leaders to design solutions
  • Experience delivering various behavioral and personality assessments
  • Technical acumen needed to support Learning Management System and related systems
  • Proficient in Google Workspace, Excel and PowerPoint
  • Effective and efficient program and project manager experience
  • Excellent written and spoken communication skills
  • Able to collaborate and work effectively and efficiently with cross-functional teams.
  • Highly creative and able to think outside the box to develop solutions that will impact the associates
  • Demonstrated ability to learn quickly and apply what is learned in practical ways

Closing
If you would like to know more about the California Consumer Privacy Act click here.
Applicants must be currently authorized to work full-time in the United States. PHOENIX does not sponsor applicants for work visas (e.g., H-1B or TN status) for this position.
An equal opportunity employer, PHOENIX does not discriminate in recruiting, hiring or any other terms and conditions of employment hiring on the basis of any federal, state, or locally protected characteristic. PHOENIX only hires individuals authorized for employment in the United States. PHOENIX is committed to providing reasonable accommodation to individuals with disabilities. If you need an accommodation to search and apply for a job position due to a disability, please call 1-800-964-9793 and say 'Associate Relations' or send an e-mail to AssociateRelations@Express.com and let us know the nature of your request and your contact information.
Notification to Agencies: Please note that PHOENIX does not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement and approval from HR to submit resumes for a specific requisition, PHOENIX will not consider or approve payment to any third-parties for hires made.

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