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Employee Development Manager Jobs in Columbus, OH

FastSigns

Business Development Manager

Westerville, OH · On-site

$60K - $120K/yr

Employee discounts * Free uniforms * Health insurance * Opportunity for advancement * Paid time off * Profit sharing * Training & development * Vision insurance Drive Growth and Innovation as a ...

Trucordia

Business Development Manager

Columbus, OH · On-site +1

We are seeking a dynamic and results-driven Business Development Manager to lead client acquisition ... Employee Assistance Program (EAP) * 11 Paid Holidays * Flexible PTO * 401K Trucordia is an equal ...

Generac

Regional Development Manager II

Columbus, OH · On-site

The Regional Development Manager is responsible for sales growth, market expansion, and go to ... The employee is regularly required to stand and walk. On occasion, the incumbent may be required to ...

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Employee Development Manager information

See Columbus, OH salary details

$10.4K

$70.4K

$142.1K

How much do employee development manager jobs pay per year?

As of Jun 13, 2026, the average yearly pay for employee development manager in Columbus, OH is $70,444.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,900.00 and $86,400.00 per year, depending on experience, location, and employer.

What does an employee development manager do?

An employee development manager oversees training and professional growth programs within an organization, helping employees improve skills and advance their careers. They assess training needs, design development initiatives, and often use tools like learning management systems to track progress. Strong communication and organizational skills are essential for this role.

What job makes $10,000 a month without a degree?

An Employee Development Manager typically earns a salary that varies based on experience and company size, but reaching $10,000 a month without a degree is uncommon for this role. High-paying jobs without a degree often include sales, real estate, or skilled trades, but these may require specific skills, certifications, or experience. Most roles with such income levels generally demand specialized knowledge or extensive experience rather than formal education alone.

What are some common challenges faced by Employee Development Managers when implementing new training programs?

Employee Development Managers often encounter challenges such as securing buy-in from leadership, aligning training initiatives with organizational goals, and engaging employees who have varying learning styles or levels of motivation. Additionally, balancing the need for standardized training with the desire for personalized development can be tricky. Overcoming these obstacles typically involves strong communication, continuous feedback, and close collaboration with department heads to ensure programs are both relevant and effective.

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

AspectEmployee Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often certifications in HR or trainingBachelor's degree; certifications in training or instructional design
Work EnvironmentCorporate offices, HR departments, training programsTraining sessions, workshops, online platforms
Employer & Industry UsageCommon in large organizations across industriesUsed in various industries, often in HR or training departments

The Employee Development Manager focuses on designing and overseeing employee growth programs, while the Learning and Development Specialist implements training sessions and develops instructional content. Both roles require similar credentials and are integral to workforce development, but the manager has a broader strategic role compared to the specialist's focus on execution.

What jobs can I get with a BBM?

A BBM (Bachelor of Business Management) can qualify you for roles such as Business Analyst, Project Coordinator, Human Resources Specialist, or Operations Manager. These positions often require strong communication, organizational skills, and sometimes certifications like PMP or HR credentials, depending on the industry and company.

What is the 70 20 10 rule for employee development?

The 70 20 10 rule for employee development suggests that employees learn approximately 70% through on-the-job experiences, 20% through coaching and mentoring, and 10% through formal training or courses. As an Employee Development Manager, understanding this model helps in designing effective development programs that balance experiential learning with structured education.
What cities near Columbus, OH are hiring for Employee Development Manager jobs? Cities near Columbus, OH with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in Columbus, OH as of June 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $70,444 per year, or $33.9 per hour.
Federal Business Development Manager

Federal Business Development Manager

August Mack Environmental, Inc.

Lewis Center, OH • On-site

Full-time

Posted 3 days ago

Job description


BUSINESS DEVELOPMENT MANAGER

Construction Services & Federal Programs

WHO WE ARE

When you choose to work at August Mack, you are joining a company that is deeply committed to its employees, clients, and the community. We prioritize employee development through training, mentoring, and clear career paths to help our team members acquire skills, gain experience, and advance their careers. We foster community involvement by partnering with our employees to donate time, services, and financial resources to local organizations such as United Way. Our team of over 200 and growing consists of professionals with diverse academic backgrounds in geology, engineering, environmental science, chemistry, and more. We are client-focused and strive to be leading experts in our field. Our mission is to provide expertise, innovation, and commitment in everything we do, and we live out this mission every day.

JOB SUMMARY

The Business Development Manager for Federal and Construction Services is responsible for driving strategic growth and capture success within the Federal and Construction markets. This role develops and executes capture strategies, strengthens key client and partner relationships, and supports companywide growth initiatives. This position reports to the Managing Principal (Vice President).


ESSENTIAL FUNCTIONS


Business Development & Capture

  • Develop and execute capture strategies for Federal Agencies, Prime Contractors, and National Engineering Firms to achieve annual sales projections.
  • Drive new and expanded business with existing clients; track and report sales progress in Vantagepoint and provide quarterly updates to leadership.
  • Lead major proposals and pre-qualification efforts, coordinating technical, estimating, and management resources to maximize win rates.
  • Identify, qualify, and pursue new opportunities through direct prospecting, industry events, conferences, and strategic networking.
  • Build and maintain relationships with key decision makers within target agencies and accounts.
  • Supervise and mentor assigned Business Development personnel to achieve sales and prospecting objectives.


Strategic Partnerships & Market Growth

  • Develop and expand strategic accounts to promote Construction Services and related Company offerings.
  • Form and strengthen alliances and joint ventures to secure socio-economic set-aside contracts and advance Federal program growth.
  • Capitalize on synergies with National Engineering Firms to increase market share and expand service offerings.
  • Represent the Company through presentations, conferences, webinars, and industry publications to advance market visibility and growth.


Process Development & Risk Management

  • Continuously improve proposal, pre-qualification, and capture processes to enhance efficiency and win probability.
  • Apply the Company’s MAP (Meet, Align, Partner) process in all prospect and partner interactions.
  • Partner with Risk Management, Legal, and Operations to review contracts, subcontract agreements, and delivery strategies to mitigate risk.
  • Ensure compliance with bonding, insurance, regulatory, and client-specific requirements.
  • Interpret federal and environmental regulations and collaborate with internal teams to identify strategic sales opportunities.
  • Work with Construction Management and Estimating to implement procurement strategies that improve capture percentage and project margin.


Senior Management Responsibilities

  • Provide senior-level project oversight, QA/QC review, and portfolio management support across offices and service areas.
  • Collaborate with Principals to allocate staffing resources and support companywide growth initiatives.
  • Supervise and mentor professional-level technical and administrative staff to achieve established objectives and deadlines.
  • Maintain executive-level client engagement throughout project lifecycles to ensure milestone achievement, budget performance, and client satisfaction.


Operating Principal Indicators of Success

  • Consistent achievement of annual sales projections for Construction Services and Federal programs as outlined in the Capture Plan
  • Year-over-year growth of National Engineering client base as measured by net sales
  • Successful development of new work through partnerships or joint ventures within the Federal market


JOB SPECIFICATIONS


Education: A bachelor’s degree in environmental science, environmental engineering, construction management, business administration, or a related field is required.


Recommended Experience: Requires a minimum of 10 years of professional experience in environmental consulting, remediation services, civil construction, or federal contracting, including at least four years of direct business-to-business sales experience. Sales experience within engineering and federal markets is preferred. Equivalent combinations of education and experience may be considered.


Knowledge: Environmental remediation, construction management, federal contracting, regulatory compliance, and related August Mack service areas


Skills:

  • Business-to-business sales, capture strategy, and federal market development
  • Leading complex proposal efforts and coordinating cross-functional teams
  • Interpreting environmental regulations and applying them to client solutions
  • Negotiation, relationship-building, and executive-level communication
  • Risk analysis and contract review


Abilities:

  • Develop and maintain strong client and partner relationships.
  • Identify, qualify, and close sales opportunities.
  • Analyze regulatory impacts on projects and compliance requirements.
  • Communicate with impact and integrity while producing measurable results.
  • Work independently and collaboratively in a fast-paced, growth-oriented environment.


Additional requirements: Must have a valid driver’s license, acceptable driving record, and be physically capable of operating vehicles safely


JOB CONTEXT


This classification requires 40–75% travel, including travel up to one week at a time. This classification requires travel to various client locations, resulting in occasional longer workdays, and may include extended and/or further travel, resulting in multiple days and overnights. Long-distance drives and occasional air travel may be required.


August Mack Environmental is an Equal Opportunity Employer.