ZipRecruiter

Log In

1

Manager Learning Development Jobs in Spring, TX (NOW HIRING)

CMA CGM

Talent Development & Learning Manager

Houston, TX · On-site

$110K - $118K/yr

Pay Range: $110,000 to $118,000 YOUR ROLE The Talent Development & Learning (TD&L) Manager is responsible for defining and deploying CEVA's regional TD&L strategy across the U.S. and Canada, in close ...

RPM Living

Learning Operations Specialist

Houston, TX · On-site

Manage RPM Living's learning & development technology stack, content catalogue, and other enterprise learning tools * Understanding company and learner needs to configure and maintain platforms for ...

RPM Living

Learning Operations Specialist

Houston, TX · On-site

Manage RPM Living's learning & development technology stack, content catalogue, and other enterprise learning tools * Understanding company and learner needs to configure and maintain platforms for ...

next page

Showing results 1-20

All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Spring, TX

Manager Learning Development information

See Spring, TX salary details

$45.4K

$88.7K

$119.7K

How much do manager learning development jobs pay per year?

As of Jul 9, 2026, the average yearly pay for manager learning development in Spring, TX is $88,721.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,300.00 and $102,800.00 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 Spring, TX? The most popular types of Learning Development jobs in Spring, TX are:
What are popular job titles related to Manager Learning Development jobs in Spring, TX? For Manager Learning Development jobs in Spring, TX, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Spring, TX look for? The top searched job categories for Manager Learning Development jobs in Spring, TX are:
What cities near Spring, TX are hiring for Manager Learning Development jobs? Cities near Spring, TX with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Spring, TX as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $88,721 per year, or $42.7 per hour.
Learning and Development Manager

Learning and Development Manager

Wisenbaker Builder Services, Inc.

Houston, TX • On-site

Full-time

Re-posted 19 days ago

Job description

At Wisenbaker, we believe career development should be intentional, structured, and tied directly to business growth. We are committed to creating clear opportunities for employees to advance, expand their skills, and build long-term careers within our organization.

We are seeking an experienced professional to lead career development initiatives across our manufacturing, technical, and operational teams. This role will focus on building scalable career pathways, strengthening internal mobility, and developing programs that prepare employees for future opportunities and leadership roles.

The ideal candidate understands the fast-paced nature of manufacturing operations and can align workforce development strategies with operational goals.

Key Responsibilities

  • Design and implement career pathing frameworks for manufacturing, technical, operational, and support functions.
  • Partner with leaders and HR teams to identify high-potential employees and support succession planning efforts.
  • Develop training programs, learning pathways, and development resources that support employee growth and skill advancement.
  • Analyze performance reviews, skills assessments, engagement feedback, and workforce data to identify development opportunities and gaps.
  • Create and manage initiatives that promote internal mobility, cross-training, and workforce readiness.
  • Collaborate with operations leadership to align employee development strategies with business needs and organizational growth.
  • Evaluate the effectiveness of development programs through reporting, metrics, and continuous improvement initiatives.
  • Support a culture of learning, accountability, and career progression across the organization.

Qualifications

  • 5+ years of experience in Learning & Development, organizational development, talent management, workforce planning, or employee development, preferably within a manufacturing or industrial environment.
  • Proven experience developing career pathing programs, training initiatives, or employee development frameworks.
  • Strong understanding of workforce development strategies and succession planning.
  • Ability to build strong partnerships across HR, leadership, and operations teams.
  • Excellent communication, coaching, and facilitation skills.
  • Experience working with HRIS, learning management systems, or talent management platforms; Workday experience preferred.
  • Strong analytical and problem-solving skills with the ability to use workforce data to drive decisions.

What Success Looks Like

  • Increased internal promotions and career mobility.
  • Stronger leadership pipelines and succession readiness.
  • Improved employee engagement and retention.
  • Expanded cross-functional capabilities and workforce flexibility.
  • Clear, scalable career growth opportunities across the organization.

If you are passionate about building programs that create meaningful employee growth and long-term organizational success, we encourage you to apply.

Apply