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Manager Learning Development Jobs in Somerville, MA

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Manager Learning Development information

See Somerville, MA salary details

$55.7K

$108.8K

$146.8K

How much do manager learning development jobs pay per year?

As of Aug 23, 2026, the average yearly pay for manager learning development in Somerville, MA is $108,800.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,100.00 and $126,000.00 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 Somerville, MA?

The most popular types of Learning Development jobs in Somerville, MA are:

What are popular job titles related to Manager Learning Development jobs in Somerville, MA?

For Manager Learning Development jobs in Somerville, MA, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Somerville, MA look for?

The top searched job categories for Manager Learning Development jobs in Somerville, MA are:

What cities near Somerville, MA are hiring for Manager Learning Development jobs?

Cities near Somerville, MA with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Somerville, MA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $108,800 per year, or $52.3 per hour.

Director of Learning & Development

M.S. Walker Inc.

Norwood, MA • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement

Re-posted 8 days ago

Job description

Director of Learning amp; Development
Location: Norwood, MA (Hybrid)
Department: Human Resources
Reports to: Chief Human Resources Officer (CHRO)
Employment Type: Full-Time | Exempt
Role Overview
The Director of Learning amp; Development builds and leads M.S. Walker’s L amp;D function. The core mandate is organizational capability: identifying where the business needs to grow its people, building role-based development and career paths that make employees promotable, strengthening the internal talent pipeline, and equipping the workforce with modern skills — including AI fluency and the adoption of new enterprise systems.
This is a true build role — the strategy, the programs, and the technology are yours to design, with the opportunity to grow a team behind them. The Director establishes the foundation in Year 1 and scales toward an integrated talent system — development, career pathing, leadership growth, and digital enablement — connected directly to business performance. The role reports to the Chief Human Resources Officer and partners closely with function leaders across the business, the broader HR leadership team, and Operations on mandated safety and regulatory training. A flagship Year-1 deliverable is enabling adoption and proficieny of the company’s enterprise systems, including its SaaS ERP.
Key Responsibilities
Build and Lead the L amp;D Function
  • Define and execute an L amp;D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
  • Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
  • Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
  • Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.

Organizational Capability amp; Needs Identification
  • Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
  • Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
  • Establish a repeatable way to surface emerging capability needs and convert them into programs
Career Pathing, Promotability amp; Internal Talent Development
  • Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
  • Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
  • Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.
Leadership amp; Management Development
  • Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
  • Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.
AI amp; Digital Enablement
  • Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
  • Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
  • Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
Onboarding amp; New-Hire Experience
  • Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
Safety, Regulatory amp; Compliance Learning
  • Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
  • Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers’ compensation requirements.
Labor Relations Partnership
  • Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
  • Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.
What Success Looks Like (First 12–24 Months)
  • A functioning L amp;D operating model, technology platform, and governance in place.
  • Role-based development and career frameworks live for key corporate, sales, and management populations — with a measurable increase in internal promotion and fill-from-within.
  • Identified bench strength and succession readiness for critical roles.
  • AI literacy and role-based AI enablement rolled out, with measurable adoption.
  • ERP training delivered to support an on-time, high-adoption go-live, measured against the system’s business case.
  • Safety and regulatory training current, complete, and auditable as a compliance baseline.
  • Improved retention of high-potential talent.
Qualifications
Required
  • 7+ years of progressive L amp;D experience, including building or substantially rebuilding an L amp;D function.
  • Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
  • Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
  • Experience building or integrating competency models / job architecture that support performance management and talent decisions.
  • Experience leading enablement and change management for technology adoption — ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
  • Strong command of adult learning, instructional design, change management, and evaluation methodology.
  • Excellent facilitation, communication, and stakeholder-management skills.
Preferred
  • Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s preferred.
  • Experience in an operations-intensive environment — distribution, wholesale, logistics, or CPG.
  • Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
  • Experience operating in a unionized environment.
  • Experience standing up or migrating an LMS/LXP.
  • Relevant certification (e.g., ATD CPTD/APTD or equivalent).

Location amp; Travel
  • Based at company headquarters in Norwood, MA, with a hybrid work approach
  • Occasional travel to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning initiatives and gain operational understanding
About M.S. Walker
M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits, operating across multiple states with a workforce spanning corporate, sales, and operations teams. As we invest in the continued growth of our people and our business, we are creating a dedicated Learning amp; Development function — and hiring a Director to build and lead it. This is a rare opportunity to shape an enterprise-wide capability from the ground up, with executive sponsorship and the mandate to do it right.
Benefits:
We offer a Comprehensive Benefits Plan that includes the following:
  • Medical amp; Dental Insurance
  • Vision Coverage
  • Paid-Time-Off Program
  • Fidelity Investments 401k
  • Disability, Life, Accident amp; Illness Insurance Packages
  • Discounted Fitness Memberships
  • Free amp; Discounted Work/Life Resources
  • Career Advancement Opportunities
Mission Statement:
Since 1933, our mission has been firmly rooted in our core values of family, integrity, respect, honesty, and hard work. We are deeply committed to upholding these principles for our team members, customers and suppliers alike. We seek to build and maintain long-lasting relationships based on trust and reliability. By honoring our heritage and embracing innovation, we aim to continuously improve and adapt to meet the evolving needs of our industry, while responsibly contributing to the communities we serve. Together, we strive to elevate the spirit of hospitality and foster a vibrant and respectful culture in all facets of the organization and beyond.
Pay Range: $140,000 - $160,000 annually

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