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Manager Learning Development Jobs in Spokane, WA

Del Taco

Restaurant Manager

Post Falls, ID · On-site

Proven ability to lead and motivate a diverse team, and promote learning, development and career ... requested by their Manager in compliance with Federal and State Laws. Requirements are ...

Socket.dev

Electrical Engineer - R&D

Spokane Valley, WA · On-site

$80 - $100/hr

Successful candidate will be self-motivated, hard working and enjoy continuously learning new ... Project management / Facilitate transition from R&D to Production * Project electrical lead

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Spokane, WA

Manager Learning Development information

See Spokane, WA salary details

$51.6K

$100.8K

$136K

How much do manager learning development jobs pay per year?

As of Sep 9, 2026, the average yearly pay for manager learning development in Spokane, WA is $100,808.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,400.00 and $116,800.00 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 Spokane, WA?

The most popular types of Learning Development jobs in Spokane, WA are:

What are popular job titles related to Manager Learning Development jobs in Spokane, WA?

For Manager Learning Development jobs in Spokane, WA, the most frequently searched job titles are:

What job categories do people searching Manager Learning Development jobs in Spokane, WA look for?

The top searched job categories for Manager Learning Development jobs in Spokane, WA are:

What cities near Spokane, WA are hiring for Manager Learning Development jobs?

Cities near Spokane, WA with the most Manager Learning Development job openings:

Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Spokane, WA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $100,808 per year, or $48.5 per hour.

Talent Development - Talent Development Partner

Airway Heights, WA • On-site

Kalispel
See more jobs at Kalispelexternal

Full-time

Posted 7 days ago

Job description

Summary of Functions
The Talent Development Partner is responsible for facilitating courses, maintaining programs, and performing tasks related to the development of team members throughout the organization. This position will operate at a professional level while working closely with organization leaders to build talent and instill a culture of learning. The Talent Development Partner requires a perceptive person who can relate to individuals at all levels of the organization and approach operational support in a consultative way.
Essential Duties and Responsibilities
Facilitation & Delivery
  • Facilitates in-person, virtual, or blended learning experiences and development opportunities that require public speaking, classroom management, and retention assessment
  • Plans, coordinates, and communicates class availability and schedules to all pertinent departments and team members
  • Formulates facilitator guides and determines instructional methods, including individual development, group instruction, computer-based learning, lectures, demonstrations, and meetings

Program Design & Development
  • Partners with HR, senior leaders, and other members of L&D to create modern, comprehensive learning experiences for operations leaders and team members
  • Designs programs, courses, and content aligned with industry best practices and research in adult learning theory, high potential development, and engagement
  • Manages requests for training or instructional resources, creating systems to evaluate requests, developing a scope of work, and executing the design, development, and delivery of instruction or resources
  • Ensures all course curricula and educational materials are updated and of exceptional quality
  • Develops assessment and skills models to support operations teams in continued development of their teams

Strategic Evaluation & Analysis
  • Serves as a strategic thought partner in planning and delivering large-scale development or learning sessions
  • Annually evaluates all external and internal learning and development programs using formal and informal evaluation tools
  • Provides strategic revision recommendations for current learning and development initiatives
  • Interprets internal survey or assessment data to provide direction, resources, and support for operational teams
  • Identifies opportunities to develop, facilitate, and maintain learning efforts to fill skills or knowledge gaps of the organization

Supervisory Responsibilities
This job has no supervisory responsibilities.
Education
  • A Bachelor's degree in Business Administration, Human Resources or Adult Education (Required)

Experience
  • Required minimum of four years of corporate training experience
  • Required experience providing formal and interactive presentations/learning experiences to small and large audiences
  • Preferred previous experience using learning management systems
  • Preferred Human Resources experience in policies, procedures, and employment law

Skills & Abilities
  • Demonstrated ability to build effective relationships and influence people from various backgrounds and levels, supported by excellent organizational, communication, and interpersonal skills
  • Demonstrated skill adapting instruction and facilitation within a remote work environment (Microsoft Teams, Zoom, or other platforms), using current and innovative adult learning practices
  • Demonstrated ability to work independently with minimal direction while collaborating effectively in a team environment
  • Demonstrated proficiency using computers and software applications, including the ability to learn and effectively use new software
  • Skill in solving practical problems and resolving administrative issues under pressure, including situations where only limited standardization exists
  • Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form
  • Ability to maintain confidentiality

Other Requirements
  • Associated Professional in Talent Development certification or ability to obtain certification within 12 months
  • Ability to obtain and maintain Work Permit Level 2.
  • Ability to work nights, weekends, and holidays when required by business needs
  • Ability to maintain consistent, regular attendance
  • Valid driver's license and insurability if operating a Tribal vehicle

Physical Demands
The physical demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made in accordance with applicable law.
  • Regularly stands and walks; reaches with hands and arms
  • Frequently uses fingers to type or handle objects
  • Frequently climbs or balances
  • Occasionally sits, stoops, kneels, crouches, or crawls
  • Regularly lifts and/or moves up to 10 pounds
  • Frequently lifts and/or moves up to 40 pounds
  • Occasionally lifts and/or moves 50 to 70 pounds

Work Environment
The work environment characteristics described below are representative of those encountered while performing the essential functions of this position.
  • This position is primarily in a temperature-controlled office environment with exposure to moderate noise.
  • While performing the duties of this job, the employee may be exposed to tobacco smoke, flashing lights, and loud noises as found in a casino setting.
  • The employee is occasionally exposed to moving mechanical parts, repetitive motions, extreme cold or extreme heat.

Travel Requirements
Travel is infrequent to nearby properties but is typically not required.
Hiring Preference
The Kalispel Tribe of Indians is an Equal opportunity employer. Consistent with federal law, the Kalispel Tribe of Indians applies Indian preference in employment. It is the policy of the Kalispel Tribe of Indians to give preference in hiring, promotions, and transfers into vacant positions to qualified applicants in the following order: 1) Kalispel Tribal Members; 2) Spouses of an enrolled Kalispel Tribal Member; 3) enrolled members of other Indian Tribes; 4) all other applicants.
General Sign-off & Disclaimers
The employee is expected to adhere to all company policies.
At-Will Employment: Employment with the Kalispel Tribe of Indians is at-will and can be terminated with or without cause, and with or without notice, at any time, either at the option of the employee or the Kalispel Tribe of Indians.
Drug Testing: The Kalispel Tribe of Indians is a drug free workplace. All applicants are subject to drug testing at the time of hire and at unannounced times during employment.
Background Investigation: All candidates and employees may be subject to a background investigation.
The duties and responsibilities described in this job description are intended to represent the general nature and level of work performed. They are not intended to be an exhaustive list of all responsibilities, duties, or skills required.
Responsibilities may be modified, expanded, or reassigned based on business needs, organizational changes, regulatory requirements, or direction from leadership.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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