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Training Development Manager information

See Byron Center, MI salary details

$31.4K

$73.3K

$115.9K

How much do training development manager jobs pay per year?

As of Aug 12, 2026, the average yearly pay for training development manager in Byron Center, MI is $73,315.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,600.00 and $90,000.00 per year, depending on experience, location, and employer.

What are some common challenges faced by training development managers when implementing new training programs?

Training Development Managers often encounter challenges such as securing buy-in from leadership and employees, aligning training content with organizational goals, and adapting materials for diverse learning styles. Additionally, measuring the effectiveness of training programs and ensuring consistent engagement across teams can be difficult. Proactive communication, stakeholder involvement, and continuous feedback are essential strategies to address these challenges and drive program success.

What does a training development manager do?

A Training Development Manager is responsible for designing, implementing, and overseeing training programs within an organization. They assess training needs, develop curricula, and coordinate with subject matter experts to ensure employees receive effective learning opportunities. Their role also involves evaluating the effectiveness of training sessions and making improvements based on feedback and organizational goals. Ultimately, they help employees develop skills that improve performance and support business objectives.

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

To thrive as a Training Development Manager, you need expertise in instructional design, adult learning principles, and project management, often supported by a bachelor’s or master’s degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or ATD are typically required. Strong communication, leadership, and analytical skills help you effectively manage teams and tailor training programs to organizational needs. These skills are vital to ensure high-quality, impactful training initiatives that drive employee performance and business growth.

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

AspectTraining Development ManagerTraining Coordinator
ResponsibilitiesDesigns, develops, and oversees training programs, manages teams, and aligns training with organizational goals.Assists in implementing training sessions, schedules courses, and supports trainers with logistics.
Required CredentialsBachelor’s degree in HR, Education, or related field; often requires experience in training design and leadership.Bachelor’s degree preferred; focus on coordination, communication, and administrative skills.
Work EnvironmentOffice-based, often in corporate or educational settings, with leadership responsibilities.Office or training facility, supporting day-to-day training activities and logistics.

The Training Development Manager focuses on creating and managing comprehensive training programs and leading teams, while the Training Coordinator supports the execution and logistics of training sessions. Both roles require related skills and credentials but differ in scope and responsibility.

What job categories do people searching Training Development Manager jobs in Byron Center, MI look for? The top searched job categories for Training Development Manager jobs in Byron Center, MI are:
What cities near Byron Center, MI are hiring for Training Development Manager jobs? Cities near Byron Center, MI with the most Training Development Manager job openings:
Training Development Manager jobs near you
Infographic showing various Training Development Manager job openings in Byron Center, MI as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 2% Contract, and 1% Nights. Highlights an 91% Physical, 1% Hybrid, and 8% Remote job distribution, with an average salary of $73,315 per year, or $35.2 per hour.

Training and Development Manager

Cascade Engineering

Grand Rapids, MI • On-site

$70K - $113K/yr

Full-time

Posted yesterday

New

Job description

Cascade Engineering is a Family of Companies that invests in our triple bottom line philosophy - People, Planet and Profit. We have been in business for over 50 years in Grand Rapids, Michigan. We manufacture injection molding/plastic products for automotive, office furniture, polymer compounding, waste and recycling industries. We focus on driving organizational excellence through a people centered leadership culture based on the principles of 7 Habits of Highly Effective People.

Are you looking for a positive and encouraging environment? Are you seeking a position where you are included, recognized and celebrated? You belong here! Are you excited for what is ahead? We are too!

Scope of Responsibility

Join us as a Training & Development Manager (or Sr. Training & Development Manager, depending on your experience and qualifications). Internally, this role is known as the People Advancement Manager of the People Advancement of the Cascade Enterprise System (PACES). If you're passionate about helping people grow and succeed, this is an opportunity to make a lasting impact. As a trusted coach and advisor, you'll partner with leaders and employees across the organization to develop talent, strengthen leadership, and guide meaningful change. Inspired by Seek First to Understand, Then to Be Understood, you'll foster a high-trust culture where people feel valued, supported, and empowered to reach their full potential

Location:Ron Jimmerson Plant at 5050 33rd St. SE, Grand Rapids, MI. 49512

Shift: Days

Target Pay:The target starting base salary for this position is $70,000 - $113,000/year (plus quarterly bonus incentive). Please note that the salary information is a general guideline only. Cascade Engineering considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/training, key skills, internal peer equity, as well as market and business considerations when extending an offer.

General Responsibilities

Talent Assessment

  • Leads the skills matrix process for the organization in collaboration with department leaders, ensuring both positional and individual matrices remain current
  • Facilitates Talent Review and Succession Planning as directed by the Executive Vice President and the Director of Human Resources
  • Manages the Personal Effectiveness Profile (PEP), DiSC assessments, and New Leader Assimilation (NLA) processes for the organization

Talent & Culture Development

  • Administers the learning management system, including reporting on key metrics, curating purchased content and developing custom content as directed
  • Coordinates the annual review process in partnership with HRIS Manager under the direction of the Executive Vice President and the Director of Human Resources
  • Oversees training programs for Pay for Contribution (PFC) and Technical roles
  • Provides employee coaching using Interview Feedback Forms, PEP and NLA survey results, and career development conversations
  • Manages the Tuition/Scholarship Benefit process ensuring compliance with policy, timely submission of paperwork and processing of pre-payments and reimbursements
  • Oversees administration of existing training grants and pursues additional funding opportunities to meet business needs (e.g., Going Pro Talent Fund)
  • Collaborates with training vendors, colleges, and trade schools to develop advancement pathways and course catalogs aligned with skills matrices
  • Facilitates the planning and hosting of a bi-monthly Leadership Forums

Change Management

  • Supports the Executive Vice President and Director of HR with internal communications and change management initiatives
  • Facilitates organizational changes to minimize resistance and maximize adoption
  • Leads communication, training, and support to ensure smooth transitions and positive outcomes
  • Motivates and influences others to guide teams through change and build a culture of continuous improvement

Administrative

  • Ensure class rosters and completion records are accurate and updated promptly
  • Evaluates effectiveness in developing talent to meet the needs of the organization
  • Manages direct report schedules in UKG
  • Prepares and generates training and talent development reports as directed

Team Leadership & Management

  • Lead, mentor, and develop a high-performing People Advancement team
  • Foster a positive and collaborative work environment

Culture Bearer

  • Understands and supports the values of the Triple Bottom Line (TBL)
  • Exhibits high moral and ethical standards and high integrity
  • Values people regardless of their background
  • Exhibits the traits of a servant leader
  • Exhibit the principles of 7 Habits and Emotional Intelligence
  • Encourages open dialogue and communication
  • Develops high trust relationships within all levels of the organization
  • Pursues Excellence

At Cascade Engineering, we welcome and celebrate diversity and inclusion. We are committed to fostering an authentic workplace where everyone belongs and thrives, and we look forward to welcoming candidates who are enthusiastic about contributing to our community. If you are passionate about this role, we encourage you to apply. We recognize that women and people of color are often underrepresented in manufacturing and want to see this change. When making hiring decisions, we believe in considering the whole person and the life experiences they bring to our teams. Our diversity drives our innovation and has been integral to our success.

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