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$34.5K

$80.6K

$127.5K

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

As of Jul 13, 2026, the average yearly pay for training and development manager in the United States is $80,622.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $99,000.00 per year, depending on experience, location, and employer.

What is the role of a training and development manager?

A training and development manager oversees employee training programs to improve skills and performance within an organization. They assess training needs, develop learning strategies, coordinate sessions, and evaluate program effectiveness, often using tools like learning management systems (LMS).

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

To thrive as a Training and Development Manager, you need expertise in instructional design, adult learning principles, and a bachelor's or master's degree in human resources or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications such as CPTD or SHRM-CP are highly beneficial. Strong communication, leadership, and analytical skills help you engage learners and assess organizational training needs. These capabilities are crucial for developing effective training programs that boost employee performance and support organizational goals.

What does a training and development manager do?

A training and development manager oversees employee training programs to improve skills and performance within an organization. They assess training needs, develop learning strategies, coordinate sessions, and evaluate program effectiveness, often using tools like Learning Management Systems (LMS).

What is the difference between Training And Development Manager vs Learning and Development Specialist?

AspectTraining And Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often certifications in HR or trainingBachelor's degree; certifications in training or instructional design
Work EnvironmentOversees teams, manages training programs, strategic planningDesigns and delivers training, works directly with employees
Employer & Industry UsageCommon in corporate, educational, and nonprofit sectorsPrevalent in corporate training, healthcare, and tech industries

While both roles focus on employee development, the Training And Development Manager typically oversees training programs and manages teams, whereas the Learning and Development Specialist focuses on designing and delivering training content directly to employees. The manager role involves strategic planning, while the specialist role is more hands-on in training execution.

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 and feedback, and 10% from formal training programs. Training and development managers often design programs that incorporate these proportions to optimize employee growth and skill acquisition.

What are Training and Development Managers?

Training and Development Managers are professionals responsible for overseeing programs that enhance the knowledge and skills of an organization’s employees. They assess training needs, develop curriculum, and coordinate or deliver training sessions to ensure staff are equipped to perform their jobs effectively. These managers also monitor the effectiveness of training programs and make improvements as needed, often working closely with department heads and executives to align training initiatives with business goals.

What are some common challenges faced by Training and Development Managers when implementing new learning programs?

Training and Development Managers often encounter challenges such as gaining buy-in from stakeholders, addressing diverse learning styles among employees, and ensuring that training content stays relevant with evolving business needs. They may also need to navigate logistical hurdles like scheduling sessions around operational demands and measuring the effectiveness of training initiatives. Successful managers typically collaborate closely with department leaders, leverage feedback, and use data-driven approaches to continuously improve training outcomes.

What Do Training and Development Managers Do?

As a training and development manager, your primary responsibilities are to cultivate training programs for the employees at your company and oversee the training and development staff in the HR department. Your job duties include identifying the training needs of employees, researching existing training programs and coordinating with those vendors, aligning training materials and resources with your company’s business goals, and keeping the cost of training programs within budget spending limits. As a manager, you must train your staff in methods of teaching and learning and evaluate their performance in implementing training programs.

How much do training managers make in the US?

Training and Development 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 communication, leadership skills, and knowledge of training tools and methodologies.
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Training And Development Manager jobs near you
Infographic showing various Training And Development Manager job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $80,622 per year, or $38.8 per hour.
Training & Development Manager

Training & Development Manager

CityTeam Ministries

San Jose, CA

$90K - $100K/yr

Other

Medical, Dental, Vision, Retirement, PTO

Posted 18 days ago

Job description

Description

JOB SUMMARY

CityTeam is a Christian non-profit dedicated to supporting communities by meeting immediate needs and enabling lasting solutions for those struggling with poverty, homelessness, and addiction. Being part of Cityteam is not just a career but a calling. Whether we're working on the front-lines in Programs or working behind the scenes in Support Services, we feel privileged to use our education, experience, and gifts to bring Glory to God and love to people.

The Training & Development Manager will design, standardize, and implement a comprehensive organization-wide training program across all five (5) cities in which CityTeam operates. This pivotal role ensures that all staff, interns, apprentices, and ministry leaders are equipped with the spiritual, operational, and safety tools needed to fulfill our mission.

Reporting directly to the HR Director, this role does not replace existing HR resources but strategically augments the current HR team (HR Director & HR Manager). By leveraging a strong HR generalist background, this position serves as an essential regional liaison-extending the reach of the HR department to regional sites, supporting culture-building, and providing frontline coaching and workforce development.

The ideal candidate is a strategic builder who can create high-quality curriculum from scratch, manage multi-site logistics, support broader HR team goals, and passionately champion our organizational culture with an emphasis on coaching and workforce development.

The Training and Development Manager is a full-time exempt position. Beyond salary, CityTeam offers a great benefit package, including but not limited to Medical, Dental, and Vision insurance, Paid Vacation, Paid Holidays, Paid Sick Leave, and Retirement Benefits. All of this is wrapped up in a Christian environment that values Teamwork, Accountability, Humility, Innovation, and Joy.

ESSENTIAL FUNCTIONS

  1. Program Design, Standardization & Apprenticeships
  • Curriculum Development: Create, standardize, and maintain unified training modules across four core tracks:
  • Program Staff Professional Development: Design and execute foundational workplace training specifically tailored for frontline and program-facing staff (many of whom are program graduates). This curriculum will focus entirely on transitioning into a professional environment, covering:
  • Computer & Digital Literacy: Basic utilization of email, shared drives, and data entry.
  • Administrative Foundations: Document management, internal communications, and workflow processes.
  • Professional Etiquette & Boundaries: Workplace communication, professional conduct, and navigating dual relationships (moving from client to peer/staff member).
  • Basic Risk Management: Workplace safety, incident reporting, confidentiality/privacy (HIPAA), and risk mitigation.
  • Intern & Apprentice Training: Build and oversee a structured Apprenticeship Program alongside the existing intern program, focusing on onboarding, professional development, and practical, role-specific skill building.
  • Safety & Compliance: Crisis intervention, residential safety protocols, first aid, mandatory reporting, and local/federal compliance.
  • Ministerial & Leadership Training: Discipleship, spiritual formation, pastoral care boundaries, and faith-based leadership.

Centralized Repository: Build and manage a digital Learning Management System (LMS) or training library to ensure all programs have equal access to up-to-date materials. 

HR Augmentation & Regional Liaison

  • HR Team Collaboration: Partner closely with the HR Director and HR Manager to support cross-functional HR initiatives, culture-building campaigns, and performance management rollouts.
  • On-the-Ground HR Support: Act as an accessible, local HR resource for staff during regional site visits. Assist the central HR team by identifying local staff needs, answering foundational policy/benefits questions, and escalating complex employee relations issues to the HR Director/Manager.
  • Onboarding Integration: Ensure that regional employee onboarding seamlessly bridges the gap between central HR compliance requirements and hands-on operational training.

Training Delivery & Administration

  • Facilitation & Coaching: Personally conduct high-impact training sessions, workshops, and webinars. Approach training with a coaching mindset that meets learners where they are, offering patience and clarity for those new to office environments.
  • Train-the-Trainer: Equip local site directors and supervisors to facilitate day-to-day training and track compliance locally.
  • Logistics & Scheduling: Coordinate training calendars across 5 cities, ensuring minimal disruption to residential operations.
  • Tracking & Evaluation: Administer assessments, track completion metrics, and evaluate training effectiveness to continuously improve programs.

Regional Travel & Site Engagement

  • On-Site Assessments: Travel regularly to various residential locations to audit training compliance, assess local needs, and provide hands-on coaching.
  • Culture Building: Serve as a bridge between the central office and regional sites, ensuring the organization's core Christian values are uniformly felt and practiced.
  • Other duties and special projects as assigned by the Director of HR.

PLEASE NOTE: To perform this job successfully, an individual must be able to perform each of the essential duties satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Requirements

QUALIFICATIONS & REQUIREMENTS

Required Education and Experience

  • Bachelor's Degree (Human Resources, Education, Theology/Ministry, Organization Development, or a related field. (Master's preferred).
  • 3-year minimum in the field of Human Resources
  • 3-5 years of experience in instructional design, corporate/non-profit training, or multi-site program management
  • Strong HR Generalist background with a solid understanding of basic employment laws, employee relations, and HR best practices.
  • Demonstrated experience in workforce development, life-skills coaching, or adult education-specifically working with individuals transitioning out of recovery, homelessness, or non-traditional backgrounds.
  • Experience designing or managing apprenticeship or vocational pathways is highly desirable.
  • Knowledgeable of California and multi-state labor laws as well as Human Resource policies and practices
  • Proficient with Microsoft Office Suite and G-Suite

Additional Eligibility Qualifications for CityTeam Ministries

Faith Alignment:

  • Full alignment with the organization's Christian mission, statement of faith, and core values. Experience in ministry or faith-based non-profits is highly desirable.
  • Must have an intimate, personal relationship with Jesus Christ 
  • Must be active in a local Christian body of believers or at least pursuing community with other Christ-followers
  • Must have compatible theology on major issues of Cityteam's Statement of Faith
  • Must be committed to serving God and the body of Christ

Skills:

  • Exceptional emotional intelligence, patience, and a trauma-informed approach to teaching basic professional and computer skills.
  • Proven ability to collaborate effectively within an established HR team structure.
  • Proven ability to design curriculum for diverse learning styles (e.g., visual, interactive, digital).
  • Familiarity with residential care safety standards or crisis management (e.g., CPI, De-escalation training) is a major plus.
  • Strong public speaking, communication, and interpersonal skills.

Travel

  • Ability to travel up to 20% of the time across our 5 operational cities. Valid driver's license and reliable transportation required.

Please note this job description is not designed to cover or contain a comprehensive listing of all possible duties, activities, or responsibilities. These requirements may change at any time.

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