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Practice Development Manager Jobs in Albuquerque, NM

UNMHSCHS

APRN PSYCH

Albuquerque, NM · On-site

Responsibilities include conducting assessments, developing treatment plans, managing medications ... DEVELOPMENT - Enhance professional growth and development through participation in educational ...

UNMHSCHS

APRN PSYCH - FLOAT POSITION

Albuquerque, NM · On-site

There is also potential for panel management responsibilities, depending on departmental needs. Key ... DEVELOPMENT - Enhance professional growth and development through participation in educational ...

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Practice Development Manager information

See Albuquerque, NM salary details

$31.9K

$74.9K

$128.7K

How much do practice development manager jobs pay per year?

As of Aug 27, 2026, the average yearly pay for practice development manager in Albuquerque, NM is $74,940.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,600.00 and $87,600.00 per year, depending on experience, location, and employer.

What is a practice development manager?

A Practice Development Manager is a professional responsible for driving growth, efficiency, and strategic initiatives within a business practice, such as a healthcare clinic, law firm, or consulting team. They focus on improving operational processes, implementing best practices, and supporting business development activities to enhance the overall performance of the practice. Their role often includes staff training, client relationship management, and identifying opportunities for service expansion. Practice Development Managers work closely with leadership and staff to set goals and ensure the practice achieves its objectives.

How does a practice development manager typically collaborate with clinical and administrative teams to drive practice growth?

A Practice Development Manager works closely with both clinical and administrative teams to identify growth opportunities, streamline operational processes, and enhance patient experience. They often facilitate regular meetings, coordinate marketing initiatives, and implement best practices to improve efficiency and profitability. Building strong relationships across departments is essential, as the role often requires bridging communication between healthcare providers and support staff. Collaboration is key to aligning goals, tracking progress, and ensuring the practice adapts effectively to industry changes.

What are the key skills and qualifications needed to thrive as a practice development manager, and why are they important?

To thrive as a Practice Development Manager, you need expertise in business development, client relationship management, and strategic planning, often supported by a relevant degree in business, healthcare, or management. Familiarity with CRM software, data analytics tools, and industry-specific compliance systems is typically required. Strong leadership, communication, and problem-solving skills help you inspire teams and drive organizational growth. These skills are crucial for expanding the practice, retaining clients, and ensuring sustainable business performance.

What is the difference between Practice Development Manager vs Practice Coordinator?

AspectPractice Development ManagerPractice Coordinator
CredentialsTypically requires a background in healthcare, business, or related fields; certifications in practice management are commonUsually requires administrative or clerical qualifications; some healthcare or industry-specific training
Work EnvironmentLeads strategic growth, manages teams, and oversees practice operationsSupports daily administrative tasks, schedules, and patient or client coordination
Employer & Industry UsageUsed in healthcare, legal, or professional services to drive practice growthCommon in healthcare and corporate settings for administrative support

The Practice Development Manager focuses on strategic growth and team leadership within a practice, while the Practice Coordinator handles day-to-day administrative tasks. Both roles are essential but differ in scope and responsibilities.

What job categories do people searching Practice Development Manager jobs in Albuquerque, NM look for?

The top searched job categories for Practice Development Manager jobs in Albuquerque, NM are:

Practice Development Manager jobs near you
Infographic showing various Practice Development Manager job openings in Albuquerque, NM as of August 2026, with employment types broken down into 92% Full Time, and 8% Part Time. Highlights an 100% In-person job distribution, with an average salary of $75,063 per year, or $36.1 per hour.

Manager, Talent Development

Albuquerque, NM • On-site

University of New Mexico

8.3

Company rating: 8.3 out of 10

Based on 56 frontline employees who took The Breakroom Quiz

129th of 623 rated colleges and universities

Great coworkers

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Learn more about University of New Mexicoexternal

Full-time

Posted 13 days ago

Job description

The University of New Mexico's Division of Human Resources is seeking a strategic, collaborative, and innovative Manager of Talent Development to lead the University's Talent Development function during a period of significant institutional transformation.

The position oversees the design, development, delivery, and evaluation of comprehensive talent development and learning initiatives that support institutional goals and workforce effectiveness. The manager collaborates with HR leadership, campus stakeholders, and subject matter experts to assess organizational learning needs and deliver high-impact, scalable learning solutions. The position manages and mentors Talent Development staff; establishes standards for instructional design, facilitation, evaluation, and content development; ensures effective use of learning technologies and resources; and drives continuous improvement, innovation, and alignment with best practices in adult learning and organizational development.

The Manager of Talent Development joins the UNM team at an exciting time with the launch of Elevate UNM, an enterprise-wide initiative to modernize the administrative systems and workflows that support the university.  The Talent Development team will provide key support for training, readiness, learning design, and adoption for the University's Oracle Cloud Transformation. The Manager of Talent Development will play an important leadership role in helping align Talent Development's work with Elevate UNM training needs, modern LMS capabilities, AI-assisted learning approaches, user adoption strategies, and enterprise-wide workforce readiness.

Key Responsibilities

  • Provide strategic leadership and operational oversight for the Talent Development function, including planning, prioritization, work allocation, execution, and evaluation of learning and development initiatives.
  • Lead and develop Talent Development staff, including coaching, performance management, workload planning, professional development, and team accountability.
  • Oversee the design, development, delivery, and evaluation of University-wide training programs and curricula across in-person, virtual, blended, asynchronous, and multimedia formats.
  • Lead large-scale and complex learning initiatives, including leadership development programs, onboarding strategies, compliance training frameworks, professional development programs, and organizational change support.
  • Partner with HR leadership, campus leaders, subject matter experts, Oracle, system integrator partners, and project teams to assess enterprise learning needs and develop scalable learning solutions.
  • Support Elevate UNM training and readiness efforts, including application training, business process training, SOP and job aid development, user support resources, communication planning, and adoption support.
  • Establish standards, processes, and best practices for instructional design, facilitation, content development, accessibility, learner experience, and training evaluation.
  • Oversee the effective use, implementation, and optimization of learning technologies, including modern LMS tools, learning analytics, digital learning platforms, and AI-assisted learning approaches.
  • Develop metrics and reporting processes to evaluate training effectiveness, learner participation, user proficiency, engagement, adoption outcomes, and program impact.
  • Identify and implement process improvements to enhance service delivery, operational efficiency, learning effectiveness, stakeholder satisfaction, and consistency across Talent Development programs.
  • Build collaborative partnerships with HR partners, academic and administrative units, Health Sciences partners, project teams, and University stakeholders.

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