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$46.3K

$147.6K

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

As of Sep 1, 2026, the average yearly pay for senior learning and development manager in Nevada is $147,597.00, according to ZipRecruiter salary data. Most workers in this role earn between $114,600.00 and $175,700.00 per year, depending on experience, location, and employer.

What is a senior learning and development manager?

A Senior Learning and Development (L&D) Manager is responsible for designing, implementing, and overseeing training programs that enhance employee skills and organizational performance. They assess learning needs, develop strategic initiatives, and ensure alignment with business goals. This role involves managing training budgets, collaborating with stakeholders, and leveraging learning technologies. Additionally, they measure training effectiveness and drive continuous improvement to support employee growth and company success.

What types of teams and departments does a senior learning and development manager typically collaborate with?

A Senior Learning and Development Manager regularly collaborates with human resources, department heads, subject matter experts, and executive leadership to identify training needs and align learning initiatives with organizational goals. They also work closely with instructional designers and trainers to develop engaging content, and may partner with IT to ensure smooth integration of learning technologies. This cross-functional partnership is vital for delivering effective programs that support both individual and company-wide development. Strong collaboration helps ensure that learning solutions are practical, relevant, and produce measurable results.

What are the key skills and qualifications needed to thrive in the senior learning and development manager position, and why are they important?

To thrive as a Senior Learning and Development Manager, you need expertise in instructional design, adult learning principles, and experience leading organizational training initiatives, often supported by a degree in human resources or education. Familiarity with learning management systems (LMS), e-learning development tools, and certifications such as CPLP or SHRM-CP are highly advantageous. Outstanding communication, strategic thinking, and leadership skills set top candidates apart in this field. These qualifications ensure effective development and delivery of learning programs that drive employee growth and align with business objectives.

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Senior Learning And Development Manager jobs near you
Infographic showing various Senior Learning And Development Manager job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $147,597 per year, or $71 per hour.

Senior Learning & Development

RZR Global Inc.

Las Vegas, NV • On-site

Full-time

Posted 7 days ago

Job description

About the job
Who are we?RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.
Role Overview:
RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.
The Senior L&D Lead is a senior individual contributor role built to close those gaps and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.
The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.
Key Responsibilities:
1.RZR Academy Global Onboarding Programs
  • Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
  • Redesign the programs architecture modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
  • Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
  • Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
  • Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
  • Run a 90-day effectiveness assessment for every cohort measure knowledge retention, role readiness, and cultural alignment scores
  • Iterate and improve based on data track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs
  • Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
  • Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
  • Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
  • Run capability assessments before and after each programs to measure effectiveness and manager readiness
  • Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
  • Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development
  • Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence
  • Build succession readiness programs in partnership with the Head of People identify high-potential employees and create structured acceleration tracks
  • Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
  • Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management
  • Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
  • Own the content library create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
  • Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
  • Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
  • Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs
  • Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
  • Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
  • Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness
  • Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
  • Build dashboards and quarterly reports for People leadership and ELT programs ROI, completion rates, effectiveness scores, and manager capability trends
  • Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
  • Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology
  • Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
  • Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
  • Ensure all programs have digital delivery capability for async and remote learners across time zones
Required Skills / Experience
  • 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
  • Demonstrated experience designing and running structured onboarding programs at scale not just administration
  • Proven track record building manager capability or leadership development programs from scratch
  • Strong instructional design skills ability to translate complex topics into engaging, learner-centric content
  • Experience running L&D programs across multiple countries and time zones
  • Data fluency comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
  • Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
  • Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
  • Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
  • Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
  • Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus

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