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Staff Development Manager Jobs in Boston, MA (NOW HIRING)

Intuit

Staff Partner Development Manager

Boston, MA · On-site +1

$149K - $202K/yr

As a Staff Partner Development Sales Manager on our National Accounts team, you will be a strategic partner to our top accounting firms , helping them navigate the digital age of acceleration. You ...

Intuit

Staff Partner Development Manager

Boston, MA · Remote

$149K - $202K/yr

Overview As a Staff Partner Development Sales Manager on our National Accounts team, you will be a strategic partner to our top accounting firms , helping them navigate the digital age of ...

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Staff Development Manager information

See Boston, MA salary details

$19.6K

$76.4K

$105.4K

How much do staff development manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for staff development manager in Boston, MA is $76,425.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,200.00 and $97,800.00 per year, depending on experience, location, and employer.

What is a staff development manager?

A Staff Development Manager is a professional responsible for planning, implementing, and evaluating training and development programs for employees within an organization. Their main goal is to enhance staff skills, improve job performance, and support career growth. They assess training needs, design learning initiatives, and often collaborate with department heads to align development activities with organizational goals. Staff Development Managers play a key role in ensuring that employees have the necessary knowledge and skills to succeed in their roles.

How does a staff development manager typically collaborate with other departments to identify training needs?

Staff Development Managers often work closely with department heads and team leaders to assess skill gaps and align training programs with organizational goals. This collaboration may involve conducting needs assessments, analyzing performance data, and participating in strategic planning meetings. By engaging with various stakeholders, Staff Development Managers ensure that training initiatives are relevant, effective, and tailored to the evolving needs of each department. This cross-functional approach not only enhances employee skills but also supports overall business objectives.

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

To thrive as a Staff Development Manager, you need expertise in adult education, training program design, and organizational development, often supported by a degree in education, human resources, or a related field. Familiarity with learning management systems (LMS), instructional design tools, and relevant HR certifications such as SHRM or ATD is highly beneficial. Strong leadership, communication, and coaching skills help you inspire, motivate, and guide employees at all levels. These competencies are crucial for creating effective development programs that enhance workforce performance and align with organizational goals.

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

AspectStaff Development ManagerTraining Coordinator
CredentialsBachelor's degree in HR, Education, or related field; certifications like CPLP or SHRM-CPAssociate's or Bachelor's degree; certifications like ATD or CPTD are a plus
Work EnvironmentOversees staff development programs, collaborates with HR and management, often in corporate settingsOrganizes and delivers training sessions, works closely with employees and trainers
Employer & Industry UsageCommon in corporate, educational, and nonprofit sectors focusing on employee growthUsed across industries for onboarding, skills training, and professional development

The Staff Development Manager focuses on designing and managing comprehensive staff development programs, while the Training Coordinator handles the logistics and delivery of specific training sessions. Both roles are essential for employee growth but differ in scope and responsibilities.

What does a staff development manager do?

A staff development manager oversees employee training and professional growth programs within an organization. They assess training needs, develop learning initiatives, and evaluate program effectiveness to enhance staff skills and performance. Strong communication, organizational skills, and knowledge of training tools are essential for this role.

What are the most commonly searched types of Staff Development jobs in Boston, MA?

The most popular types of Staff Development jobs in Boston, MA are:

What cities near Boston, MA are hiring for Staff Development Manager jobs?

Cities near Boston, MA with the most Staff Development Manager job openings:

Staff Development Manager jobs near you
Infographic showing various Staff Development Manager job openings in Boston, MA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $76,425 per year, or $36.7 per hour.

Manager, Staff Development and DEI

Museum of Fine Arts

Boston, MA • On-site

$110K - $115K/yr

Full-time

Re-posted 26 days ago

Job description

Position Overview:

Under the direction of the Director of People and Culture, the Manager, Staff Development & DEI leads the Museum’s organization-wide staff learning and development strategy. This role designs, implements, and evaluates staff and management development programs and DEI training programs that strengthen organizational effectiveness and advance a culture of continuous learning, career development and inclusive belonging.

The ideal candidate brings strong instructional design skills, a deep understanding of adult learning principles, and demonstrated experience delivering education in a thoughtful, practical and measurable way.

Essential Functions:

  • Conduct ongoing organization-wide training needs assessments and develop a comprehensive data-informed learning and development strategy aligned with the Museum’s mission and strategic priorities and workforce needs
  • Design, develop and deliver training programs across multiple modalities (in-person, virtual) for all staff across the Museum to support their skill development and career advancement
  • Partner with key stakeholders and department heads to develop and/or implement Museum-wide trainings
  • Develop a management skills curriculum required for all current, promoted or newly hired managers including training in behavioral based interviewing, onboarding, goal setting, cultural inclusiveness, coaching, and performance management
  • Collaborate with Museum leadership to embed, support, and evaluate DEI principles in staff development, talent processes and organizational policies
  • Stay current on best practices and ongoing research in DEI education and workplace inclusion
  • Collaborate with and actively support the IDEA Council as it refines its structure and strategic direction. Serve as the primary contact for the Employee Resource Groups
  • Manage internal and external training resources including staff facilitators and external consultants, and advise managers on appropriate professional development for staff.
  • Review and evaluate the online training programs offered by the Employee Assistance Program and identify programs to recommend to staff
  • Implement a mandatory online training program for Workplace Harassment and other compliance programs that includes certification of participation, with staff re-certifying every two years
  • Collaborate with Volunteer Programs and Training to offer mandatory Workplace Harassment and DEI training for MFA Volunteers
  • Building on existing staff survey data and prior cultural assessments, establish and track clear metrics for training participation, program effectiveness, and culture indicators, creating transparency and accountability over time
  • Using quantitative and qualitative data, establish clear metrics for success including training program evaluation and workplace composition data and staff cultural assessments. Track and measure course enrollments, learning analytics, and survey participants as part of ongoing program assessment
  • Prepares, manages, and implements training budget
  • Advances organization-wide initiatives that reinforce a respectful, inclusive and values-aligned culture


Requirements and Characteristics:

  • Bachelor’s degree in Education, Communication or Psychology; advanced degree preferred
  • Seven+ years of progressive experience in learning and development or related field with a record of accomplishment in designing and delivering effective and impactful programs. Or equivalent combination of education, community practice, and demonstrated experience
  • Excellent course design and curriculum development including use of current methods, materials and media
  • Demonstrated experience designing and facilitating equity-centered and inclusive workplace training programs
  • Experience with or ability to learn to implement a Learning Management System (LMS)
  • Exceptional and engaging presentation skills with the ability to connect with audiences across all levels of the organization
  • Excellent interpersonal skills; collaborate effectively and serve as a trusted partner to staff
  • Strong data analysis skills to evaluate learning analytics, assess outcomes, and course-correct as necessary, to ensure program effectiveness and success
  • A proactive approach to developing and delivering training programs that are relevant and timely, by staying abreast of best practices and trends
  • An interest in, or affinity for, working in a cultural organization or non-profit

The Museum reserves the right to change job descriptions. While this job description is intended to include essential duties, it is conceivable that job duties may change before the job description is officially revised.

Salary: Full-Time Salary position, $110,000 - $115,000



The MFA is an equal opportunity employer. The community and audience we serve is diverse, and we wish to foster that diversity in our workplace. Toward that end, the MFA does not discriminate against individuals in hiring, employment or promotion on the basis of race, religion, color, sex/gender, gender identity and gender expression, age, marital status, national origin, sexual orientation, citizenship, handicap or disability, veteran or military status, political belief, pregnancy, genetic information or any other characteristic protected by law.

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