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Manager Of Learning And Development Jobs in Nevada

Amh

Manager, Learning Solutions

Las Vegas, NV · On-site

The Manager, Learning Solutions oversees the design, development, and delivery of company learning solutions while actively contributing to content creation. Manages a cross-functional team, ensuring ...

Pearson

Lead Specialist, Solutioning

Carson City, NV · On-site

$125 - $150/hr

... learning pathways. * Collaborate with Product Management to identify market opportunities, customer needs, and portfolio enhancements. * Support the development of repeatable solution bundles and go ...

Quince

Learning Coordinator

Las Vegas, NV · On-site

Serve as the primary point of contact for PM training operations when the Learning Manager is ... Bachelors degree * 2-3 years of training, facilitation, or learning & development experience ...

Renown Health

Manager of Nursing

Reno, NV · On-site

$53.79 - $80.69/hr

Learning organizations manifest themselves through systemic solutions, empowerment, and locality ... One year of administrative/management experience in nursing preferred. License(s): Ability to ...

Renown Health

Manager of Nursing

Reno, NV

Learning organizations manifest themselves through systemic solutions, empowerment, and locality ... One year of administrative/management experience in nursing preferred. License(s): Ability to ...

Renown Health

Manager of Nursing

Reno, NV · On-site

Learning organizations manifest themselves through systemic solutions, empowerment, and locality ... One year of administrative/management experience in nursing preferred. License(s): Ability to ...

AHEAD

Manager of Procurement

Las Vegas, NV

$65K - $80K/yr

The Procurement Manager is responsible for leading and developing a team of Procurement Specialists ... development, sponsoring certifications and credentials for continued learning. USA Employment ...

Renown Health

Manager of Imaging

Reno, NV · On-site

$36.50 - $49.50/hr

... human resource management, medical staff relations, and quality of service strategies. This ... online learning requirements for job-specific competencies, access online forms and policies ...

Renown Health

Manager of Imaging

Reno, NV · On-site

$36.50 - $49.50/hr

... human resource management, medical staff relations, and quality of service strategies. This ... online learning requirements for job-specific competencies, access online forms and policies ...

First Mint, LLC

Manager of Finance

Las Vegas, NV · On-site

Support the development and enhancement of procurement controls, reporting structures, and approval ... Ability to manage multiple priorities, deadlines, and cross-functional initiatives.Strong ...

First Mint, LLC

Manager of Finance

Las Vegas, NV · On-site

Support the development and enhancement of procurement controls, reporting structures, and approval ... Ability to manage multiple priorities, deadlines, and cross‑functional initiatives. * Strong ...

GMH Associates

Manager of Leasing

Reno, NV · On-site

$40K - $44K/yr

GMH Communities, Headquartered in Philadelphia, PA, is a dynamic real estate company specializing in the acquisition, development, and management of exceptional living communities throughout the ...

Opportunity 180

Senior Manager of Fellowships

Las Vegas, NV · On-site

$111K - $112K/yr

... ideas and new learning environments of more than 650 current and future education leaders and ... Execute leadership development initiatives that prioritize underrepresented school and program ...

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Manager Of Learning And Development information

See Nevada salary details

$51.9K

$101.5K

$137K

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

As of Sep 10, 2026, the average yearly pay for manager of learning and development in Nevada is $101,524.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,000.00 and $117,600.00 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 the key skills and qualifications needed to thrive as a manager of learning and development?

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 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 most commonly searched types of Of Learning And Development jobs in Nevada?

The most popular types of Of Learning And Development jobs in Nevada are:

Manager Of Learning And Development jobs near you
Infographic showing various Manager Of Learning And Development job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $101,524 per year, or $48.8 per hour.

Director, Talent, Learning & Organizational D

Las Vegas, NV • On-site

MP Materials Corp.
Manufacturing • 201 - 500 employees
Learn more about MP Materials Corp.external

Other

Re-posted 14 days ago

MP Materials rating

9.0

Company rating: 9.0 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

1st of 41 rated mining

Job description

Job Description
Job Description

Company Overview:

MP Materials (NYSE: MP) is rebuilding American industrial capability for a new era of autonomy, robotics, and electrification.

We are the only U.S. company with a fully integrated rare earth supply chain—from mining and refining to advanced metal and magnet manufacturing. Our products include both the critical materials used to make permanent magnets and the finished magnets themselves—enabling next-generation technologies in robotics, automation, aerospace, transportation, defense, and energy systems. These materials are the foundation of physical AI—the convergence of computation, movement, and control.

We hire ambitious, mission-driven people who want to tackle complex challenges and shape the future of strategic industries. Our culture is rooted in teamwork, resiliency, and integrity, with a deep commitment to operational excellence and national purpose. MP is rapidly evolving from a materials producer into a leading U.S. manufacturer.

Position Overview:

The Director, Talent, Learning & Organizational Development serves as the leader of MP Materials Talent, Learning, and Organizational Development organization. This role is responsible for shaping and delivering talent and leadership strategies and systems across the employee lifecycle, ensuring alignment with business priorities. This role will establish practical, scalable, and aligned talent frameworks that create consistent, high-quality employee and manager experiences, while strengthening performance, leadership capability, and organizational effectiveness in support of MP Materials business objectives.

The Director, Talent, Learning & Organizational Development will also build strong partnerships across the business to develop a deep understanding of MP Materials strategy, enabling talent, learning, and organizational development solutions that deliver meaningful impact.

Position Responsibilities:

  • Owns the end‑to‑end talent lifecycle, including performance management, talent assessment, and employee development.
  • Design, implement, and continuously improve an end-to-end performance management process (goal setting, quarterly check-ins, mid-year, and year-end).
  • Partner with business and HR leaders to strengthen goal clarity, feedback quality, and performance conversations, while identifying critical capabilities, workforce needs, and future skill gaps.
  • Design and lead enterprise talent review processes, including critical role identification, succession planning, key talent identification, and development planning.
  • Establish and monitor talent analytics and metrics (e.g., bench strength, retention) to assess effectiveness and inform decisions.
  • Design and deliver manager and leadership development strategies that strengthen leadership capability, accelerate high-potential talent, and build a sustainable leadership pipeline.
  • Partner with HR Business Partners and business leaders to diagnose organizational needs and drive change and transformation efforts that enhance team performance and alignment.
  • Provide tools and frameworks to enable coaching, mentoring, and leadership development across all levels.
  • Foster a high-performance that strengthens employee engagement, retention, and leadership effectiveness.
  • Defines and scales enterprise learning and capability building aligned to business priorities and future workforce needs.
  • Develop and implement a learning strategy aligned to business priorities, critical capability needs, and future workforce requirements.
  • Align learning initiatives to key skill gaps and capabilities needed to support business growth and performance.
  • Manage enterprise learning programs and platforms (e.g., LMS, LinkedIn Learning).
  • Ensure learning solutions are practical, scalable, and tied to measurable improvements in performance and capability building.
  • Measure the effectiveness and impact of learning programs using data, feedback, and defined success metrics.
  • Manage external learning partners and vendors to deliver high-quality, scalable solutions.
  • Oversee and enhance early talent programs (e.g., interns, co-ops)
  • Other duties and responsibilities as assigned.

Basic Qualifications:

  • Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree and HR certifications (e.g., SHRM-SCP, SPHR) preferred.
  • Demonstrated experience in Human Resources, Organizational Development, or a related field, with a strong track record of building and scaling Talent, Learning, and Organizational Development capabilities
  • 8-10 years of progressive HR experience, including significant experience in Talent Management, Learning, and/or Organizational Development.
  • Demonstrated experience designing and implementing performance management, succession planning, and leadership development programs.
  • Experience leading or building enterprise or function-wide talent programs in a growing organization.
  • Strong program leadership and change management experience, including driving adoption of new processes and frameworks.
  • Demonstrated ability to operate at both a strategic and execution level, translating enterprise talent strategies into practical, scalable solutions that drive measurable business impact.
  • Strong business acumen, with the ability to translate business priorities into talent, learning, and organizational development strategies.
  • Strong analytical and problem-solving skills, including the ability to use data and analytics to inform decisions, measure impact, and translate insights into action.
  • Strong communication and influencing skills across all levels of the organization.
  • Familiarity with learning platforms, LMS, and digital learning strategies.

MP Materials is Proud to be an Equal Opportunity / Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Underrepresented groups/Women/Disabled/Veterans are encouraged to apply. Candidates whose disabilities make them unable to meet the position’s requirements will still be considered qualified if they can perform the essential functions of the job with reasonable accommodation.

Your Right to Work – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment verification document form upon hire.

For Assistance with Application - Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact Human Resources Department at 702-844-6111; dial 7 when prompted for HR; 1700 South Pavilion Center Dr. 8th Floor, Las Vegas, NV 89135 to discuss reasonable accommodation.

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