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Manager Learning Development Jobs in Stamford, CT

SS&C

Director, Learning and Development

New York, NY · Remote

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 ...

Theirc

AI Learning Specialist

New York, NY · Remote

Document best practices and lessons learned for organizational knowledge management Key Working Relationships: Position Reports to : Director, Global Learning & Development Position directly ...

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Stamford, CT

Manager Learning Development information

See Stamford, CT salary details

$54.4K

$106.3K

$143.4K

How much do manager learning development jobs pay per year?

As of Aug 7, 2026, the average yearly pay for manager learning development in Stamford, CT is $106,307.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,000.00 and $123,200.00 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 Stamford, CT? The most popular types of Learning Development jobs in Stamford, CT are:
What are popular job titles related to Manager Learning Development jobs in Stamford, CT? For Manager Learning Development jobs in Stamford, CT, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Stamford, CT look for? The top searched job categories for Manager Learning Development jobs in Stamford, CT are:
What cities near Stamford, CT are hiring for Manager Learning Development jobs? Cities near Stamford, CT with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Infographic showing various Manager Learning Development job openings in Stamford, CT as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $106,307 per year, or $51.1 per hour.

Manager, Enterprise Learning and Development

Cooper Companies

Trumbull, CT

$115K/yr

Full-time

Medical, Retirement, PTO

Posted 2 days ago

New

Job description

The Enterprise Learning & Development Manager is responsible for designing, delivering, and continuously evolving a comprehensive, enterprise-wide learning strategy that builds capability across all functions, going beyond the represented business unit (i.e., Fertility, Surgical, etc.). This role serves as a strategic partner to the business, enabling performance through targeted development of customer-facing, operational, and leadership skills.

This position emphasizes modern learning approaches including microlearning, AI-enabled coaching, behavioral assessments (CliftonStrengths, DiSC, etc.), and data-driven performance improvement. The role supports a broad audience including Sales, Inside Sales, Customer Service, Marketing, Operations, and Enterprise Enablement.

Experience & Education

Required

Bachelor's degree required; advanced degree preferred

5-7 years experience, inclusive of 3+ years in Learning & Development, and 2+ yrs in Sales Enablement, Customer Experience, or related field

Experience supporting multiple functions (e.g., Sales, Customer Service, Operations, Corporate teams)

Strong facilitation, instructional design, and program management skills

Experience leveraging technology and AI in learning environments

Demonstrated ability to influence stakeholders across all levels of the organization

Preferred

Experience in healthcare, medical device, or highly regulated industries

Background in customer service, inside sales, or commercial roles

Experience implementing or facilitating CliftonStrengths and/or DiSC programs

Proven success driving platform adoption and digital transformation initiatives

Preferred Skills / Technical Expertise

Learning Management Systems (LMS) and Learning Experience Platforms (LXP)

Microlearning platforms (e.g., Qstream or similar)

AI-powered coaching and enablement tools

Content authoring tools (Articulate, Rise, etc.)

CRM systems (e.g., Salesforce) and analytics tools (e.g., Tableau)

Sales enablement and customer engagement platforms

Working Conditions

Remote role with a dedicated home office setup

Travel up to 50% (corporate offices, training centers, sales meetings, and field engagement)

Ability to lift up to 70 lbs of equipment or training materials

Ability to stand for extended periods (up to 4 hours) and support hands-on demonstrations

Other Skills / Competencies

Strong interpersonal and influencing skills across a matrixed organization

Ability to manage without authority and drive alignment across diverse stakeholders

Excellent planning, organization, and prioritization skills

Strong presentation and facilitation skills (virtual and in-person)

Critical thinking and problem-solving orientation

Ability to work independently while collaborating effectively across teams

As an employee of CooperSurgical, you'll receive an outstanding total compensation plan. As we believe your compensation goes beyond your paycheck, we offer a great compensation package, medical coverage, 401(k), parental leave, fertility benefits, paid time off for vacation, personal, sick and holidays, and multiple other perks and benefits. Please visit us at www.coopersurgical.com to learn more about CooperSurgical and the benefits of becoming a member of our team. 

To all agencies: Please, no phone calls or emails to any employee of CooperSurgical about this opening. All resumes submitted by search firms/employment agencies to any employee at CooperSurgical via-email, the internet or in any form and/or method will be deemed the sole property of CooperSurgical, unless such search firms/employment agencies were engaged by CooperSurgical for this position and a valid agreement with CooperSurgical is in place. In the event a candidate who was submitted outside of the CooperSurgical agency engagement process is hired, no fee or payment of any kind will be paid.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.  If you are interested in applying and require special assistance or accommodations due to a disability, please contact us at talent.acquisition@coopersurgical.com.

The good faith estimate of the salary range for this role is $115,893 to 154,524. The actual amount offered is determined by a number of factors including but not limited to location, skills and experience.

Enterprise Learning Strategy & Execution

Design and implement enterprise-wide learning strategies aligned with business priorities and organizational capability needs

Build scalable learning ecosystems that support commercial, customer service, operational, and leadership excellence

Establish learning governance and structured learning pathways across functions

Drive a culture of continuous learning supported by measurable business impact and performance data

Create and execute needs analysis and gap assessment to anticipate and solve for historical, current, and future business needs based on quantitative and qualitative stakeholder feedback

Commercial, Customer-Facing & Service Excellence Enablement

Develop and deliver programs focused on:

 - Consultative selling and value-based conversations

 - Strategic account management

 - Inside sales effectiveness

 - Customer service excellence

Align training to improve end-to-end customer journey performance across field sales, inside sales, and service teams

Platform & Systems Enablement

Build and deliver training to increase adoption and proficiency in core business platforms, including:

 - CRM systems

 - Data visualization and reporting tools

 - Sales enablement and customer engagement tools

Partner with business and IT teams to embed learning into system workflows and drive digital fluency across the organization

Behavioral Development

Integrate CliftonStrengths (Gallup StrengthsFinder) and DiSC frameworks

Enable leaders and managers to apply behavioral insights to improve communication, collaboration, and performance

Onboarding & Continuous Development

Build comprehensive onboarding programs across roles, including Sales, Inside Sales, Customer Service, and corporate functions

Develop ongoing upskilling and reskilling programs to support the enterprise

Create role-based learning journeys tailored to specific functions and levels

Modern Learning & Innovation

Leverage microlearning platforms to drive reinforcement and learning in the flow of work

Design blended learning experiences including live (in-person/virtual), on-demand, and asynchronous content

Continuously evaluate and implement emerging learning technologies and methodologies

Cross-Functional Partnership

Partner with Sales, Customer Service, Marketing, HR, Operations, and Enterprise Leadership to identify skill gaps and performance opportunities

Act as a consultative partner to business leaders to align learning solutions with strategic goals

Support enterprise initiatives such as transformation, system implementations, and organizational change efforts

Measurement & Impact

Establish learning objectives and define success metrics aligned to business KPIs

Track and report on learning effectiveness, adoption, and impact on performance outcomes

Use data insights to continuously optimize programs and demonstrate ROI

Core Competencies

Consultative Selling & Strategic Account Management

Customer Experience & Service Excellence

Inside Sales Effectiveness & Virtual Engagement

Platform & Digital Fluency Enablement

Executive Communication & Storytelling

Emotional Intelligence & Behavioral Frameworks (DiSC)

CliftonStrengths Application & Coaching

Change Management & Organizational Influence

Data-Driven Decision Making

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