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Manager Learning Development Jobs in Red Bank, NJ

SS&C

Director, Learning and Development

New York, NY · Hybrid

Director, Learning and Development Locations: New York, NY (hybrid) Why Join SS&C SS&C combines ... Our teams design, implement, and operate solutions that help clients manage data, automate ...

Guardianlife

Field Learning Technology Leader

Holmdel, NJ · Remote

$103K - $169K/yr

Minimum of 5-7 years of learning & development experience with a deep understanding of managing a Learning Management System (LMS), including the administration, assignment, tracking, and reporting ...

Duolingo

Senior Product Manager, Learning

New York, NY · On-site

$138K - $182K/yr

You'll be a product manager in our Learning Pillar and will be responsible for developing products ... Drive product features through their entire creative cycle: ideation, specification, development ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Red Bank, NJ

Manager Learning Development information

See Red Bank, NJ salary details

$52.3K

$102.3K

$138K

How much do manager learning development jobs pay per year?

As of Jul 24, 2026, the average yearly pay for manager learning development in Red Bank, NJ is $102,314.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,700.00 and $118,500.00 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 Red Bank, NJ? The most popular types of Learning Development jobs in Red Bank, NJ are:
What job categories do people searching Manager Learning Development jobs in Red Bank, NJ look for? The top searched job categories for Manager Learning Development jobs in Red Bank, NJ are:
What cities near Red Bank, NJ are hiring for Manager Learning Development jobs? Cities near Red Bank, NJ with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Red Bank, NJ as of June 2026, with employment types broken down into 1% As Needed, 64% Full Time, 27% Part Time, and 8% Contract. Highlights an 90% Physical, 1% Hybrid, and 9% Remote job distribution, with an average salary of $102,314 per year, or $49.2 per hour.
Director, Commercial Learning & Development

Director, Commercial Learning & Development

Richemont

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 8 days ago

Richemont rating

7.9

Company rating: 7.9 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.
Role Overview
The Director of Commercial Learning and Development is a pivotal leadership role within Cartier North America's Learning & Development, and Transformation team (LDT). Reporting directly to the AVP LDT, this role is responsible for defining (with guidance from AVP), leading, and executing the strategic vision for the Commercial Learning and Development pillar in a deep partnership and collaboration with the Commercial Regional VPs. This pillar is dedicated to elevating the capabilities and performance of Cartier's entire commercial population across North America. The Director will lead a team, fostering their growth and ensuring the delivery of impactful learning solutions that drive commercial excellence and enhance the client experience. This leader will possess a strong commercial business acumen, be highly adept at leveraging data for strategic decision-making and measurement, and will spend significant time in the field to ensure personal deep understanding of the commercial environment, continuous upskilling and coaching of their field team, and supporting commercial success. This role requires a strategic leader who can identify gaps, spot trends, and then partner and ideate solutions with relevant counterparts within the team and across the organization, implement innovative learning solutions, and act as a commercial leader, understanding the nuances of a high-performance selling environment.
Responsibilities
Strategic Leadership & Vision:
  • Define, develop, and execute the overarching strategic vision and roadmap for Commercial Learning and Development across Cartier North America, aligning with global L&D strategies and commercial objectives.
  • Translate complex business challenges and opportunities into innovative and measurable learning and development strategies that drive tangible commercial outcomes.
  • Act as a key strategic team member, partnering with the members of the other three L&D team pillars (Instructional Design, Core Programing, Operations) to, proactively identify gaps, propose solutions, and contribute to the overall strategic direction of the department in alignment with the AVPs vision.

Data Savvy & Measurement Strategy:
  • Leverage advanced analytical skills to interpret complex commercial reporting and data, translating insights into actionable strategies for learning and development.
  • Proactively identify performance gaps and emerging trends through data analysis, informing strategic decisions on areas of focus for the Commercial L&D pillar.
  • Design, implement, and continuously refine a comprehensive measurement strategy to evaluate the effectiveness and return on investment (ROI) of all learning initiatives.

Team Leadership & Development:
  • Lead, mentor, and inspire a high-performing team of Commercial Learning and Development professionals located across North America.
  • Foster a culture of continuous learning, coaching, and development within the team, ensuring individual and collective growth.
  • Oversee the performance management, goal setting, and career development of direct reports, empowering them to achieve excellence and contribute to the pillar's strategic objectives.
  • Delegate effectively, providing clear direction and support to enable the team to execute on strategic priorities.

Commercial Learning:
  • Ensure approach and field team directly contribute to elevating selling skills, client experience, product knowledge, and leadership capabilities within a luxury commercial environment.
  • Reinforce behaviors and skillsets defined in Cartier curriculum.
  • Leverage deep commercial business knowledge and insights from the field as a resource to the Instructional Design team, to ensure learning solutions are relevant, practical, and impactful.
  • Drive the adoption and use of Cartier's Learner Experience Platform and other learning technologies to enhance the learning journey for the commercial population.

Stakeholder Engagement & Partnership:
  • Cultivate and maintain strong, collaborative relationships with key senior stakeholders, including Regional VPs, Boutique Directors, Human Resources Business Partners, and other commercial leaders across North America.
  • Serve as a Commercial Learning and Development liaison, proactively engaging with business partners to understand their needs, align on priorities, and co-create solutions.
  • Partner with cross-functional teams to ensure seamless integration of learning initiatives with broader business strategies, and handoff for reinforcement after in class is completed.
  • Present strategic insights, performance analyses, and recommendations to senior leadership, influencing decision-making and securing buy-in for Commercial L&D initiatives.

Field Presence & Commercial Acumen:
  • Dedicate approximately 70% of time to field activities, including spending time with direct reports, visiting boutiques (both with and without field teams), and engaging with regional leadership.
  • While in field, focusing on the development of Boutique Leadership as well as client facing population.
  • Act as a visible commercial leader, gaining firsthand understanding of the commercial selling environment, client interactions, and operational realities.
  • Utilize field insights to identify emerging trends, performance gaps, and opportunities, translating them into actionable learning strategies and recommendations for the AVP.

Qualifications
  • Minimum of 10 years of progressive experience in Learning & Development, with at least 5 years in a leadership role overseeing a team, preferably within a commercial or retail environment, or 8+ years as a commercial leader in a retail environment with strong experience in people development
  • Proven experience leading and developing a geographically dispersed team
  • Demonstrated depth of knowledge in a commercial selling environment, luxury retail a plus, with experience as a commercial leader highly preferred
  • Exceptional commercial business acumen with a deep understanding of sales drivers, client experience, and market dynamics.
  • Highly analytical and data-savvy, with a proven ability to read, interpret, and make strategic meaning of complex reporting and data to identify gaps, inform decisions, and measure impact.
  • Strong expertise in developing and implementing comprehensive measurement strategies for learning and development initiatives.
  • Strong experience with leveraging data and partnership with Data Analytics team
  • Strong leadership presence with the ability to inspire, influence, and motivate individuals and teams at all levels.
  • Excellent critical thinking skills, with a proactive approach to identifying challenges and developing innovative, results-focused solutions.
  • Superior interpersonal, communication, and presentation skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences, including senior executives.
  • Proven ability to build and maintain strong, trust-based relationships with internal and external stakeholders.
  • Highly collaborative, with a track record of successfully partnering with cross-functional teams to achieve shared objectives.
  • Bachelor's degree in a related field (e.g., Business, Human Resources, Education, Organizational Development); Master's degree preferred.
  • Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) as well as design tools like Canva, and comfort with utilizing AI, experience with Learning Management Systems (LMS)
  • Ability to accommodate travel (approximately 70%) across North America, including field visits to boutiques and regional offices.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.
We Offer
Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are also available. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.
At Richemont, We Craft the Future!
Expected Salary Range: $175,000-205,000
#Richemont #WeCraftTheFuture

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