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Manager Learning Development Jobs in Westport, CT

Suffolkcu

Director, Learning & Development

Islandia, NY · On-site

$120 - $180/hr

Creates and manages learning paths to support employee onboarding, professional development, and career progression while ensuring alignment with organizational goals and role‑specific competencies.

Suffolkcu

Director of Learning & Development

Islandia, NY · On-site

$120 - $180/hr

Creates and manages learning paths to support employee onboarding, professional development, and career progression while ensuring alignment with organizational goals and role-specific competencies.

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

Manager Learning Development information

See Westport, CT salary details

$53.3K

$104.2K

$140.6K

How much do manager learning development jobs pay per year?

As of Aug 25, 2026, the average yearly pay for manager learning development in Westport, CT is $104,237.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,300.00 and $120,800.00 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 Westport, CT?

The most popular types of Learning Development jobs in Westport, CT are:

What job categories do people searching Manager Learning Development jobs in Westport, CT look for?

The top searched job categories for Manager Learning Development jobs in Westport, CT are:

What cities near Westport, CT are hiring for Manager Learning Development jobs?

Cities near Westport, CT with the most Manager Learning Development job openings:

Manager Learning Development jobs near you

Director, Learning & Development

Suffolkcu

Islandia, NY • On-site

$120 - $180/hr

Other

Medical, Retirement

Posted 7 days ago

Job description

At Suffolk Credit Union, we empower our members and strengthen our community by promoting financial wellness, transparency, and respect. Join us to enjoy comprehensive benefits, including health plans, 401(k) matching, and support for work‑life balance, along with employee engagement activities and opportunities for community involvement.

Role Overview

The Director, Learning & Development partners with the SVP, People and Culture to develop the credit union's overall learning and development strategy and owns execution of that strategy. A key part of this role is direct oversight of the credit union's operational training program, personally developing and maintaining training content and managing the learning and development team, while also dedicating time to advance the broader strategic learning agenda. This role drives the successful onboarding, training, development, and retention of employees.

Responsibilities
  • Partners with the SVP, People and Culture to develop and execute the credit union's overall learning and development strategy, ensuring alignment with organizational goals and strategic priorities.
  • Responsible for the design, delivery, and execution of all learning and development programs to help teams meet goals, deliver stellar member experiences, and achieve strategic priorities.
  • Establishes the methodology and framework to deliver (and teach others to deliver) consistent training of staff via on‑site and off‑site training methods, ensuring consistency and compliance.
  • Partners with executive leadership, business leaders, and subject matter experts to ensure learning initiatives address performance needs, support regulatory compliance, strengthen employee capabilities, reinforce the Credit Union's culture, and advance strategic business priorities.
  • Conducts training needs analyses to identify performance gaps, assess learning requirements, and recommend training solutions that support organizational goals.
  • Creates and manages learning paths to support employee onboarding, professional development, and career progression while ensuring alignment with organizational goals and role‑specific competencies.
  • Continuously evaluates training effectiveness through learner feedback, knowledge assessments, performance metrics, behavioral observations, and business outcomes, and applies findings to advance the overall learning strategy.
  • Applies current industry trends and best practices to drive ongoing improvement in content, delivery, and strategic direction.
  • Prepares and reports statistical training data and strategic progress updates to the SVP, People and Culture and the leadership team.
  • Owns and oversees the credit union's operational training program and develops and maintains core training content, including manuals, guides, presentations, videos, and interactive modules, to ensure the program remains current, accurate, and effective.
  • Manages the learning and development team to ensure appropriate day‑to‑day delivery of training.
  • Accomplishes the credit union's mission by completing relevant duties as needed when requested by management or other staff members.
Essential Qualifications
  • Bachelor's degree required, preferred degree in Communications, Education, Human Resources, or a related field. Substitution: Equivalent work experience may be substituted for the Bachelor's degree requirement on a year‑by‑year basis.
  • 7‑10 + years of staff training and development experience, including content development and curriculum design.
  • 5 + years of supervisory or management experience. Experience working in a Financial Services institution preferred.

Apply today and embark on a rewarding career and start empowering your possible!

Suffolk Credit Union provides equal employment opportunities to all applicants and prohibits discrimination of any type on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy‑related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information or any other characteristic protected by applicable federal, state or local laws.

The compensation range provided is in compliance with state specific laws. Factors that may be used to determine your actual rate of pay include your specific skills, years of experience, and other qualifications.

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