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Manager Of Learning And Development Jobs in Kansas

pcg

Sr Mgr Talent Programs and Delivery

Lenexa, KS

Senior Manager, Talent Programs & Delivery The Senior Manager of Learning Programs & Delivery is ... Own end-to-end execution of enterprise learning programs, from development through delivery and ...

Ensign College

Manager, Employee Experience

Ensign, KS · On-site

This position leads professional development initiatives, employee training programs, leadership ... Proficiency in the use of learning management systems and identifying resources for continued ...

Ascend Learning

Psychometrician

Leawood, KS · On-site +1

S., Ascend Learning was recognized by Newsweek and Plant-A Insights Group as one of America's 2025 ... Excellent time management skills, including the ability to prioritize tasks, meet deadlines ...

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Manager Of Learning And Development information

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$45.5K

$88.9K

$120K

How much do manager of learning and development jobs pay per year?

As of Jul 20, 2026, the average yearly pay for manager of learning and development in Kansas is $88,916.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,500.00 and $103,000.00 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 programs within an organization. They assess training needs, design and implement learning initiatives, and evaluate their effectiveness to ensure employees have the skills required for their roles. Additionally, they work with leadership to align development strategies with business goals and foster a culture of continuous learning.

What are some common challenges faced by a Manager of Learning and Development, and how can they be overcome?

A Manager of Learning and Development often faces challenges such as aligning training programs with organizational goals, engaging diverse learners, and measuring the effectiveness of learning initiatives. Overcoming these challenges requires strong collaboration with department leaders to understand business needs, leveraging a variety of training methods to accommodate different learning styles, and implementing robust evaluation metrics to assess program impact. Staying current with instructional technologies and fostering a culture of continuous learning also help ensure that development initiatives remain relevant and effective.

What is the difference between Manager Of Learning And Development vs Learning Coordinator?

AspectManager Of Learning And DevelopmentLearning Coordinator
CredentialsBachelor's degree, certifications in training or HR (e.g., CPLP)Bachelor's degree, training or education background
Work EnvironmentStrategic planning, team management, policy developmentOrganizing training sessions, administrative support
Employer & IndustryCorporate, educational, or nonprofit sectorsEducational institutions, corporate training departments
Search & Comparison IntentUnderstanding leadership roles in L&DEntry-level or support roles in training

The Manager Of Learning And Development oversees training strategies, manages teams, and aligns learning initiatives with organizational goals. In contrast, a Learning Coordinator primarily handles logistical tasks like organizing training sessions and supporting trainers. While both roles focus on employee development, the Manager Of Learning And Development has a broader strategic and leadership scope, making it a higher-level position within the learning and development field.

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, and organizational development, typically supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP are often required. Strong leadership, communication, and project management skills help you inspire teams and drive organizational learning initiatives. These competencies are vital for effectively developing talent, fostering employee engagement, and supporting business goals through impactful learning programs.
What are the most commonly searched types of Of Learning And Development jobs in Kansas? The most popular types of Of Learning And Development jobs in Kansas are:
What are popular job titles related to Manager Of Learning And Development jobs in Kansas? For Manager Of Learning And Development jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Manager Of Learning And Development jobs in Kansas look for? The top searched job categories for Manager Of Learning And Development jobs in Kansas are:
What cities in Kansas are hiring for Manager Of Learning And Development jobs? Cities in Kansas with the most Manager Of Learning And Development job openings:
Manager Of Learning And Development jobs near you
Infographic showing various Manager Of Learning And Development job openings in Kansas as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $88,916 per year, or $42.7 per hour.

Sr Mgr Talent Programs and Delivery

pcg

Lenexa, KS

Other

Re-posted 10 days ago

Job description

Senior Manager, Talent Programs & Delivery

The Senior Manager of Learning Programs & Delivery is responsible for leading the design integrity and execution excellence of PCG’s enterprise learning experiences. This role oversees instructional design, learning experience design, and a distributed facilitator/instructor community to ensure high-quality, scalable, and impactful development aligned to business priorities.

Serving as both operator and integrator, this leader ensures that learning experiences are not only well-designed, but effectively delivered—bridging strategy and execution by translating enterprise priorities into programs that build capability, accelerate readiness, and improve performance.

This role is intentionally designed to bring together “create” and “deliver” functions under one leader, with future responsibility for technical training. The role partners closely with Talent Architecture and business leaders to ensure alignment without owning system design.

Core ResponsibilitiesProgram Delivery & Facilitation Leadership
  • Lead and develop PCG’s facilitator and instructor community, ensuring consistent quality, engagement, and effectiveness across all learning experiences.
  • Oversee a facilitation structure that includes leaders and supervisors responsible for delivery excellence and execution at scale.
  • Establish clear standards for facilitation, including preparation, delivery, participant experience, and follow-through.
  • Build a strong facilitator bench through coaching, feedback, and clear expectations for performance and impact.
Instructional Design & Experience Quality
  • Lead a team of instructional designers and learning experience designers to create practical, relevant, and high-impact learning solutions.
  • Ensure all programs are designed for real application—clear, actionable, and directly aligned to how work gets done at PCG.
  • Drive consistency in design standards, tools, and development approaches across all programs.
  • Partner with Talent Architecture to translate competencies, success profiles, and frameworks into usable learning experiences without owning the frameworks themselves.
Program Execution & Continuous Improvement
  • Own end-to-end execution of enterprise learning programs, from development through delivery and ongoing iteration.
  • Ensure programs are delivered with clarity, speed, and measurable impact—not unnecessary complexity.
  • Establish feedback loops to continuously improve content, delivery, and participant experience.
  • Balance enterprise scalability with field relevance, ensuring programs work in real operating environments.
  • Translate business needs into practical learning solutions that drive measurable outcomes.
Team Leadership & Organizational Effectiveness
  • Lead a multi-layered team structure that includes design, delivery, and supervisory roles, ensuring clarity in accountability and performance expectations.
  • Coach and develop leaders within the team to strengthen both capability and consistency.
  • Simplify and streamline team structure over time, including consolidating facilitation leadership to improve focus and execution.
  • Ensure effective coordination across “create” and “deliver” functions to reduce friction and increase speed.
Qualifications & ExperienceRequired:
  • Bachelor’s degree in Organizational Development, Education, Business, or a related field.
  • Significant leadership experience in learning, training, operations, or a related function.
  • Strong leadership, coaching, and communication skills.
  • Ability to translate business needs into practical, actionable solutions.
Preferred:
  • Experience in instructional design, facilitation, or learning program leadership.
  • OR significant business leadership experience with strong capability-building and development exposure.
  • Experience building or leading facilitator/instructor communities or frontline training environments.
  • Familiarity with competency-based development, onboarding, or workforce capability programs.
  • Experience operating across functions (e.g., talent, operations, HR, or field leadership).

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