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Training And Development Manager Jobs in Texas (NOW HIRING)

CYE GA LLC

Business Development Manager

Houston, TX · On-site

$22/hr

Training & development Benefits/Perks * Competitive Compensation * Great Work Environment * Career Advancement Opportunities Job Summary We are seeking a Business Development Manager to join our team!

Pel-State Services

Business Development Manager

Midland, TX · On-site

$70K - $90K/yr

Training & development * Vision insurance * Bonus based on performance Pel-State Services isnt like ... The Business Development Manager will be primarily responsible for sale of fuel, oils and lubes and ...

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Training And Development Manager information

See Texas salary details

$32.1K

$75.1K

$118.8K

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 Texas is $75,112.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,900.00 and $92,200.00 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.
More about Training And Development Manager jobs
What are the most commonly searched types of Training And Development jobs in Texas? The most popular types of Training And Development jobs in Texas are:
What are popular job titles related to Training And Development Manager jobs in Texas? For Training And Development Manager jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Training And Development Manager jobs in Texas look for? The top searched job categories for Training And Development Manager jobs in Texas are:
What cities in Texas are hiring for Training And Development Manager jobs? Cities in Texas with the most Training And Development Manager job openings:
Training And Development Manager jobs near you
Infographic showing various Training And Development Manager job openings in Texas as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $75,112 per year, or $36.1 per hour.
Training & Development Manager

Training & Development Manager

Amaro Law Firm

Houston, TX • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 4 days ago

Job description

About Us
Join the mission to bring closure, justice, and peace to thousands of families. Our firm's bedrock is built on our client service standards to provide assurance, compassion, and empathy throughout the client experience. Our firm is one of the fastest growing injury and wrongful death law firms in the country, known for its results, client experience, structure, and high-performance culture.
Amaro Law Firm is fast paced, committed to our core values, and an ideal environment for passionate professionals looking to make a difference in our community and in their clients' lives. The right candidate will gain access to a generous compensation package tied to what he or she can achieve based on their work ethic and production.
We have 20+ years of experience in personal injury, wrongful death, insurance claims, and commercial litigation, with a renowned reputation in truck wrecks, catastrophic injury cases, and wrongful death litigation and trial work. Our firm provides comprehensive training, supports continuing legal education, and maintains a supportive culture for growth. We are looking for someone who takes ownership, is a lion for clients, and feels a calling to build a reputation and a lasting career in the industry.
Key Core Values
  • Be Used and Useful to Others
  • Ethos before Egos
  • Excellence is Our Presence
  • Control the Controllables
  • Comfort in Discomfort

Our Culture
At our core, we operate with a results-driven mindset. Every role - from intake to case management to attorneys - understands how their work directly impacts case value, client experience, and firm growth. Team members are empowered to make decisions, solve problems, and continuously improve processes rather than simply move files from one stage to another. Unlike many law firms, Amaro is run like a corporation with high service standards and a high-performance culture, using EOS, KPIs, OKRs, SOPs, and other standard corporate strategies and tactics to maximize our efforts for our clients while maintaining organization, standards, and efficiencies.
Job Summary
The Training & Development Manager owns how the firm learns - designing and building the training infrastructure that lets Amaro scale headcount without scaling chaos. Reporting to the Vice President of Human Resources, this role develops a firmwide training strategy aligned to real business and growth objectives, translates department workflows and SOPs into structured onboarding and role-based programs, and builds hands-on systems proficiency in Filevine and the firm's core platforms. The role begins with deep immersion - shadowing every department to learn how the work actually gets done - before designing a single program, then continuously measures retention, completion, and ROI and reports results to leadership every month. Success requires equal parts strategist and operator: someone who can sit in a paralegal's seat in the morning, present an ROI model in the afternoon, and hold programs and people accountable to a high-performance standard.
Why This Role Is Different
  • A genuine ramp. You start by listening, not lecturing. Your first three to six months are dedicated to deep immersion - shadowing every department, learning real workflows, and understanding how the work actually gets done before you design a single program.
  • Ownership, end to end. From onboarding curricula to leadership development to systems mastery in Filevine and our core platforms, you set the strategy and you build it. The VP of HR is your partner, not your bottleneck.
  • A seat at the table. You will report and defend training ROI every month. Leadership wants to see the connection between what you build and how the firm performs - and they will give you the visibility to prove it.
  • Scale that matters. Aggressive growth means your work compounds. The infrastructure you design this year trains the team we hire next year, and the year after that.

Key Responsibilities
  • Develop and execute a firmwide training strategy, approved by the VP of HR and aligned to real business and growth objectives.
  • Partner with department heads to map processes and workflows, then translate SOPs into structured, usable training materials and playbooks.
  • Design and continuously improve onboarding for new hires, role-based training, compliance programs, and leadership development.
  • Build systems-proficiency training grounded in real operations, including hands-on mastery of Filevine and other core platforms.
  • Complete a structured immersion across every department in the first three to six months before designing programs.
  • Manage internal trainers, external vendors, and training resources to deliver consistent, high-quality programs on schedule.
  • Implement assessments that measure knowledge retention and skill application, and adjust programs based on what the data shows.
  • Track participation, completion, and effectiveness; maintain accurate records; and deliver clear monthly reporting and ROI analysis to leadership.
  • Support first-time managers by helping ensure individual development plans are followed and progress is visible.

Key Outcomes
  • Department heads trust your programs to reflect how the work truly happens.
  • Onboarding is structured, consistent, and measurably shortens the time it takes a new hire to become productive.
  • Required training runs on time, with high attendance and completion - and people retain what they learn.
  • Leadership has clear, trustworthy visibility into training performance, compliance status, and return on investment.
  • The firm scales headcount without scaling chaos, because the learning infrastructure is built to grow with it.

Required Qualifications
  • Proven experience designing and running training or L&D programs; experience in a fast-growing, professional-services, or legal environment strongly preferred.
  • A track record of building programs from scratch, not just administering someone else's.
  • Comfort learning and teaching software systems; familiarity with Filevine or other case-management or LMS platforms is a strong plus.
  • Strong project-management skills, with the ability to deliver on schedule and hold others accountable without friction.
  • Fluency with data - the ability to measure learning outcomes, tie them to performance, and report ROI in terms leadership cares about.
  • Exceptional written and verbal communication, with the credibility to partner with attorneys, staff, and department heads alike.
  • Bachelor's degree preferred; equivalent experience considered.

Key Skills
  • Equal parts strategist and operator - able to learn a workflow in the morning and present an ROI model in the afternoon.
  • Curriculum and program design grounded in how the work actually happens.
  • Strong project management with vendor and resource coordination.
  • Data fluency - measuring learning outcomes and tying them to firm performance.
  • Systems proficiency, including hands-on mastery of Filevine and core firm platforms.
  • Professional, credible communication with attorneys, staff, and leadership alike.

Compensation & Benefits
  • Competitive salary
  • Comprehensive medical, dental, and vision coverage (no cost to employees)
  • 401(k) with employer matching
  • Generous paid time off
  • Parental leave
  • Professional development assistance
  • Life insurance

Amaro Law Firm is an Equal Opportunity Employer. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.
--- We are not looking to receive 3rd party candidate submissions at this time. ---

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