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Manager Of Training And Development Jobs in Texas

151 Coffee

Director of Training

Irving, TX

Build leadership development pathways for Stand Managers and Regional Managers * Identify ... of experience in Training or Field Enablement leadership * 3-5+ years leading training within multi ...

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Director of Training

Houston, TX · On-site

$70K - $85K/yr

Manage training budget * Provide opportunities for ongoing development * Resolve any specific problems and tailor training programs as necessary * Maintain a keen understanding of training trends ...

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151 Coffee

Director of Training

Irving, TX

Build leadership development pathways for Stand Managers and Regional Managers * Identify ... of experience in Training or Field Enablement leadership * 3-5+ years leading training within multi ...

TransPerfect

Training Manager

El Paso, TX

The manager will also conduct needs assessments and evaluate training results. Position ... Supervise, coordinate, and participate in the development of training content * Monitor and review ...

TransPerfect

Training Manager

El Paso, TX · On-site

The manager will also conduct needs assessments and evaluate training results. Position ... Supervise, coordinate, and participate in the development of training content * Monitor and review ...

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All JobsOf Training And Development JobsManager Of Training And Development JobsManager Of Training And Development Jobs in Texas

Manager Of Training And Development information

See Texas salary details

$32.1K

$75.1K

$118.8K

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

As of Aug 3, 2026, the average yearly pay for manager of training and development in Texas is $75,112.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,900.00 and $92,200.00 per year, depending on experience, location, and employer.

What is the 70 20 10 rule for training and development?

The 70 20 10 rule for training and development suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions like coaching and mentoring, and 10% from formal training programs. Managers of training and development use this model to design effective employee development strategies that balance experiential learning with structured education.

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

AspectManager Of Training And DevelopmentTraining Coordinator
CredentialsBachelor's degree, often with certifications in training or HRBachelor's degree, relevant certifications optional
Work EnvironmentOversees training programs, manages teams, develops strategiesCoordinates training sessions, supports trainers, handles logistics
Employer & Industry UsageCommon in corporate, educational, and nonprofit sectorsTypically found in corporate and educational settings

The Manager Of Training And Development focuses on designing, implementing, and overseeing training strategies, often managing teams and budgets. In contrast, the Training Coordinator handles the logistical aspects of training sessions, supporting the development process. Both roles require related skills and certifications but differ in scope and responsibilities.

What does a training and development manager do?

A training and development manager oversees the design, implementation, and evaluation of training programs to improve employee skills and performance. They analyze organizational needs, develop learning strategies, and may use tools like learning management systems (LMS) to deliver training. Strong communication, leadership, and knowledge of instructional design are essential for this role.

What does a Manager of Training and Development do?

A Manager of Training and Development is responsible for overseeing the learning and professional growth of an organization's employees. They design, implement, and evaluate training programs to ensure staff acquire the necessary skills and knowledge to perform their jobs effectively. This role often involves assessing training needs, managing budgets, coordinating with department heads, and measuring the success of training initiatives. The goal is to boost employee performance, satisfaction, and retention through continuous learning and development opportunities.

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

Managers of Training and Development often face challenges such as aligning training initiatives with organizational goals, securing buy-in from stakeholders, and measuring the effectiveness of training programs. To overcome these, it's important to conduct regular needs assessments, communicate the value of training to leadership, and use data-driven methods to evaluate program impact. Building strong relationships with department heads and staying updated on industry best practices can also help ensure training remains relevant and impactful.

How much do training managers make in the US?

Training managers in the US typically earn a median annual salary of around $115,000, with salaries ranging from approximately $70,000 to over $180,000 depending on experience, industry, and location. They often require strong leadership, communication skills, and knowledge of training tools and methodologies.

What are the key skills and qualifications needed to thrive as a Manager of Training and Development, and why are they important?

To thrive as a Manager of Training and Development, you need a strong background in instructional design, adult learning principles, and experience in organizational development, often supported by a degree in human resources, education, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or SHRM-CP is highly beneficial. Excellent communication, leadership, and problem-solving skills distinguish top performers in this role. These skills ensure the effective creation and delivery of training programs that align with organizational goals and foster employee growth.

What is the role of a training and development manager?

A training and development manager oversees the design, implementation, and evaluation of training programs to improve employee skills and organizational performance. They analyze training needs, develop curricula, and collaborate with departments to ensure effective learning initiatives, often using tools like Learning Management Systems (LMS).
What are the most commonly searched types of Of Training And Development jobs in Texas? The most popular types of Of Training And Development jobs in Texas are:
What cities in Texas are hiring for Manager Of Training And Development jobs? Cities in Texas with the most Manager Of Training And Development job openings:
Manager Of Training And Development jobs near you
Infographic showing various Manager Of Training And Development job openings in Texas as of July 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, and 4% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $75,112 per year, or $36.1 per hour.

Manager of Organization Development & Training

Dallas Area Rapid Transit

Dallas, TX • On-site

$78K - $130K/yr

Full-time

Posted 12 days ago

Job description

Pay Range:
$78,841.00 - $130,087.00Supervisory Organization:
Director Org Development
Country:
United States of America
Address:
1401 PACIFIC AVE
City:
DALLAS, TX 75202
FLSA:
Exempt
Professionals:
01 - Official Administrator (EEO-4-United States of America), 1B - Managers and Directors (EEO-SubCategory)
General Summary:
We seek an experienced Manager of Organization Development & Training for Dallas Area Rapid Transit's (DART) Human Resources Division Training section to manage the day-to-day operations of the organizational learning and leadership development. Reporting to the Director of Organization Development and Training, this role is responsible for designing, managing and implementing training strategies that drive employee growth, leadership effectiveness, and overall organizational performance. The ideal candidate will have expertise and experience in instructional design, leadership development, and coaching, along with a passion for cultivating a high-performing workforce.
Essential Duties and Responsibilities:
ESSENTIAL DUTIES AND RESPONSIBILITIES
  • Manage the design, execution, and evaluation of training programs to enhance employee capabilities, enhance organizational performance, and foster a culture of continuous learning and contribution.
  • Develop and implement training goals and strategies consistent with agency goals and objectives.
  • Manage the activities of Training and Organizational Development personnel to ensure consistency and effectiveness of training within the agency and to ensure the continued development of training professionals.
  • Utilize instructional design best practices to supervise and create engaging and impactful learning experiences, including e-learning, instructor-led training, and blended learning approaches.
  • Consult with leadership to assess organizational needs and gaps in employee performance to create targeted development initiatives and tailored interventions.
  • Design and manage leadership development programs for emerging and existing leaders.
  • Serve as an internal coach, providing one-on-one coaching to employees and leaders at all levels.
  • Facilitate leadership workshops, coaching sessions, and team development activities.
  • Monitor and measure the impact of employee and leadership development initiatives on organizational effectiveness.
  • Execute change management initiatives by developing training programs that support organizational transitions.
  • Design and implement talent development solutions that support career progression and succession planning.
  • Stay current with industry trends, emerging technologies, and best practices in organizational development and instructional design.
  • Continuously improve learning initiatives based on data, feedback, and evolving business needs.
  • Develop a sectional budget and track relevant expenses.
  • Assists departments in the development and facilitation of training relative to the implementation and interpretation of DART or departmental Policies and Procedures.
  • Performs other related duties as assigned.

MINIMUM KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED
Note: An equivalent combination of related education and experience may be substituted for the below stated minimums excluding High School Diploma, GED, Licenses, or Certifications.
  • Bachelor's degree from an accredited college or university in Organizational Development, Human Resources, I/O Psychology, Education, Communications, Instructional Design, or a related field.
  • Four (4) years of experience in organizational development, workforce development or leadership development, executing talent development solutions at enterprise-wide scale, and in instructional design methodologies and learning management systems (LMS), to include three (3) years supervisory experience overseeing the daily activities of training specialists and consultants.
  • Possess a valid Texas driver's license to operate DART non-revenue vehicles.
  • Certified coach (e.g., ICF, Gallup, Hogan, or similar certification) required.
  • Certification in DiSC, MBTI, Situational Leadership, or other leadership assessment tools preferred.
  • Pass a physical (medical) examination that includes a drug screen.
  • Proficiency in PC and knowledge of software applications, including Microsoft Office applications of Word and Excel, or other related software applications.
  • Proficiency in using technology-based learning tools, including e-learning platforms and virtual training solutions.
  • Knowledge of budget development/analysis, and operational cost factors.
  • Project management skills and ability to manage multiple initiatives simultaneously.
  • Excellent communication, stakeholder management, and problem-solving skills.
  • Familiarity with agile learning methodologies and digital learning platforms.
  • Can build and maintain a team. Able to build and maintain teamwork within a group. Able to identify a team of leaders and apply team-building techniques strategically. Can define and attain goals.
  • Analytical and creative skills to solve complex interpersonal, technical, and administrative problems.
  • Ability to be dedicated to meeting the expectations and requirements of internal and external customers; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
  • Ability to blend people into teams when needed. Creates strong morale and spirit in his/her team. Fosters open dialogue. Defines success in terms of the whole team. Creates a feeling of belonging in the team.
  • Ability to write clearly and succinctly in various communication settings and styles; can get messages across that have the desired effect.
  • Ability to marshal resources to get things done; uses resources effectively and efficiently; can orchestrate multiple activities simultaneously to accomplish a goal.
  • Ability to use rigorous logic and methods to solve difficult problems with effective solutions; can see hidden problems.
  • Ability to quickly develop technical understanding; is good at learning new industry, company or technical knowledge.
  • Ability to accurately scope out the length and difficulty of tasks and projects. Sets objectives and goals. Break down work into process steps. Develop schedules and task/people assignments. Anticipates and adjusts for problems and roadblocks. Measures performance against goals. Evaluates results.
  • Ability to read a situation quickly. Good at focused listening. Can effectively negotiate difficult agreements and settle disputes equitably. Can find common ground and get cooperation with minimum noise.

WORKING CONDITIONS
Works in an environment where there is minimum exposure to dust, noise, or temperature. May be moderately exposed to unpleasant working conditions to include dust, noise, temperature, weather, petroleum products, and chemicals while visiting DART's operating facilities, assuming incumbent is observing all policies and procedures, safety precautions and regulations, and using all protective clothing and devices provided.
Note: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. The statements are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All employees may perform other duties as assigned.
DART is proud to be an Equal Employment Opportunity Employer, supporting diversity in the workplace. M/F/D/V
Open until qualified applicants are identified.

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