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Professional Development Manager Jobs in Michigan

Pearson Foods

Be Seen First

Business Development Manager

Grand Rapids, MI · On-site

$60K - $100K/yr

We are seeking experienced business development professionals who will drive growth opportunities ... M · Bachelor's degree

New

Pearson Foods

Be Seen First

Business Development Manager

Grand Rapids, MI · On-site

$60K - $100K/yr

We are seeking experienced business development professionals who will drive growth opportunities ... M · Bachelor's degree

New

911 Restoration

Business Development Manager

Canton, MI · On-site

$50K - $150K/yr

... Business Development Manager (BDM) to join our team. The ideal candidate will have hands-on ... This role requires a driven, results-oriented professional who thrives both in the field and on the ...

911 Restoration

Business Development Manager

Canton, MI · On-site

$50K - $150K/yr

... Business Development Manager (BDM) to join our team. The ideal candidate will have hands-on ... This role requires a driven, results-oriented professional who thrives both in the field and on the ...

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Professional Development Manager information

See Michigan salary details

$33.1K

$65K

$102K

How much do professional development manager jobs pay per year?

As of May 29, 2026, the average yearly pay for professional development manager in Michigan is $64,969.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,800.00 and $88,900.00 per year, depending on experience, location, and employer.

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

To thrive as a Professional Development Manager, you need expertise in adult learning principles, curriculum design, and a background in education or human resources, often supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), e-learning tools, and certifications like CPLP or SHRM-CP is typical. Strong communication, leadership, and strategic planning skills help you engage stakeholders and tailor programs to organizational needs. These abilities are essential for creating impactful development initiatives that drive employee growth and organizational success.

How does a Professional Development Manager typically collaborate with other departments to ensure effective training programs?

Professional Development Managers often work closely with leaders from various departments to identify training needs and design programs that align with organizational goals. They may conduct needs assessments, gather input from department heads, and coordinate schedules to ensure maximum participation. Regular communication and feedback loops are essential, as these managers must tailor content to different teams and measure the effectiveness of training initiatives. This collaborative approach helps ensure that professional development efforts are relevant, impactful, and supported across the organization.

What are Professional Development Managers?

Professional Development Managers are professionals responsible for planning, implementing, and evaluating programs that help employees improve their skills and advance their careers. They work closely with both employees and management to identify training needs, design learning opportunities, and measure the effectiveness of professional development initiatives. Their goal is to foster a culture of continuous learning and support organizational growth by ensuring staff are well-equipped to meet current and future challenges.

What is the difference between Professional Development Manager vs Training Coordinator?

AspectProfessional Development ManagerTraining Coordinator
CredentialsBachelor's degree, certifications in HR or trainingBachelor's degree, certifications in training or education
Work EnvironmentCorporate offices, educational institutionsCorporate, nonprofit, or educational settings
Employer & Industry UsageOrganizations focusing on employee growth and skills developmentOrganizations implementing training programs and workshops
Search & Comparison IntentUnderstanding roles in professional growthLearning about training program implementation

The Professional Development Manager focuses on designing and overseeing employee growth initiatives, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles require related certifications and work in similar environments, but their scope and responsibilities differ in strategic planning versus execution.

What are the most commonly searched types of Professional Development jobs in Michigan? The most popular types of Professional Development jobs in Michigan are:
What are popular job titles related to Professional Development Manager jobs in Michigan? For Professional Development Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Professional Development Manager jobs in Michigan look for? The top searched job categories for Professional Development Manager jobs in Michigan are:
What are popular job titles related to Professional Development Manager jobs in MI? For Professional Development Manager jobs in MI, the most frequently searched job titles are:
Professional Development Manager jobs near you

Business Development Manager

ATI Restoration

Auburn Hills, MI • On-site

Full-time

Posted 17 days ago

ATI Restoration rating

7.8

Company rating: 7.8 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description

Department: Sales
Job Title: Business Development Manager (BDM)
FLSA Status: Salaried, Exempt
Status: Full-Time
Position Summary
The Business Development Manager is responsible for generating new revenue by owning face-to-face selling, account expansion, and competitive displacement within an assigned market. This role is focused on developing relationships that convert into active work, expanding share within existing accounts, and opening white space with new customers and referral sources.
The BDM operates primarily in the field and is expected to spend the majority of time in in-person meetings with customers, referral partners, and decision-makers. Each BDM owns the quality, depth, and conversion of relationships across priority segments into sustained revenue.
Success in this role requires discipline, follow-through, and the ability to sell ATI's capabilities in a way that aligns with operational realities. The BDM is accountable for building a durable book of business, not just generating activity. This role partners closely with Operations, Estimating, and Regional Sales leadership to ensure opportunities pursued can be executed and collected.
Key Responsibilities
New Business Development & White Space Growth
  • Develop new customer relationships within assigned territory and target verticals
  • Identify and penetrate white space within existing accounts to expand share
  • Build relationships with decision makers and influencers including property managers, facility leaders, risk managers, adjusters, consultants, and brokers
  • Represent ATI in committees, boards, and community organizations
  • Maintain a forward-looking pipeline of qualified opportunities and contact/account leads across multiple offices and service lines

Face-to-Face Selling & Account Ownership
  • Conduct regular in-person meetings with customers and referral partners
  • Own assigned accounts and be accountable for relationship depth, opportunity flow, and results
  • Develop and execute account plans for priority relationships
  • Support complex pursuits, presentations, and negotiations when required
  • Represent ATI professionally in the market through meetings, site visits, and industry events including coordination and planning as necessary

Opportunity Conversion & Internal Coordination
  • Partner with Project Directors, Project Coordinators, National Sales, and Operations leaders to convert opportunities and leads into authorized work
  • Ensure opportunities are accurately entered and maintained in Salesforce
  • Maintain visibility into job progress for active accounts and reinforce expectations with customers
  • Address issues that risk customer confidence, execution, or repeat business
  • Support intake discipline by selling ATI's process, not just services

Sales Discipline & Market Intelligence
  • Maintain accurate, current opportunity data in Salesforce
  • Gather pricing and market intelligence sharing with Regional Sales leadership
  • Follow established sales process, standards, and ethical guidelines
  • Participate in sales reviews, coaching sessions, and regional meetings
  • Support regional initiatives, campaigns, and strategic pursuits as directed

Collaboration with National Sales, BDRs, and Marketing
  • Collaborate with National and Vertical Sales leader to drive MSA/ERA results in local offices
  • Leverage BDR support for prospecting, meeting setup, and account research
  • Provide clear direction and feedback to BDRs on target accounts and follow-up
  • Participate selectively in events and marketing initiatives that support relationship development
  • Focus time on high-value, face-to-face selling rather than event logistics

Education and Experience:
  • Bachelor's degree preferred or equivalent sales experience
  • 3+ years of proven experience in outside sales, business development, or account management
  • Background in restoration, construction, insurance services, or adjacent commercial services strongly preferred
  • Valid and active US driver license
  • Demonstrated ability to sell complex services through relationship-based selling
  • Experience working cross-functionally with operations teams

Competencies:
  • Field Selling Discipline -- Consistently prioritizes in-person selling and relationship building
  • Account Ownership -- Takes responsibility for results within assigned accounts and territory
  • Competitive Mindset -- Comfortable displacing incumbents and winning contested business
  • Operational Awareness -- Understands how sold work impacts execution, margins, and customer experience
  • Communication -- Communicates clearly with customers, peers, and internal teams
  • Judgment -- Pursues the right opportunities and escalates when execution risk exists
  • Organization -- Manages multiple accounts and opportunities with structure and accuracy
  • Resilience -- Maintains momentum through rejection, competition, and long sales cycles

Career Path:
  • The Business Development Manager role is a core field-selling position with opportunity for advancement based on sustained performance and leadership capability. Potential progression includes:
      • Senior Business Development Manager (BDM)
      • Executive BDM / National Accounts, depending on skill and specialization
  • Advancement is driven by demonstrated ability to grow revenue, expand accounts, and operate as a trusted commercial partner to Operations.

Limitations and Disclaimer:
The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, this job description does not establish a contract for employment and the content is subject to be changed, modified, or deleted at the discretion of the Company. In compliance with the Americans with Disability Act (ADA) of 1990, the Company will make reasonable accommodations with those individuals with a disability as defined by the ADA.
We are committed to providing equal employment opportunities to all employees and applicants without regard to race, ethnicity, religion, color, sex (including childbirth, breastfeeding, and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, disability or any other protected status in accordance with all applicable federal, state and local laws. This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.

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