Occupation · SOC 11-3131
Training and Development Managers
Plan, direct, or coordinate the training and development activities and staff of an organization.
Median wage
$127,090
$75,810–$219,990
Projected growth
+6.0%
Average growth
Annual openings
270
per year
Employed (US)
44,960
Job Zone 4
Typical preparation
Considerable preparation
Stackable credential programs
2,810 mapped
Core skills
Learning StrategiesActive ListeningSpeakingInstructingReading ComprehensionMonitoringCoordinationWriting
Knowledge areas
Education and TrainingEnglish LanguageAdministration and ManagementPersonnel and Human ResourcesCustomer and Personal Service
Technology & tools
Document management softwareDevelopment environment softwareComputer based training softwareWeb page creation and editing softwareGraphics or photo imaging software
Representative tasks
Analyze training needs to develop new training programs or modify and improve existing programs.Evaluate instructor performance and the effectiveness of training programs, providing recommendationPlan, develop, and provide training and staff development programs, using knowledge of the effectiveConfer with management or stakeholders and conduct surveys to identify training needs based on projected production processes, changes, and other factors.Evaluate instructor performance and the effectiveness of training programs, providing data and recommendations for improvement.Train instructors, supervisors, and other leaders in techniques and skills for training and interacting with employees.
Competency framework
Skill expectations by proficiency level.
emerging
Training needs data — collect and compile under supervisor guidance using structured surveys and intake forms within a department or business unit.Existing training manuals and educational materials — review and flag outdated content for revision under the direction of a senior training manager.Orientation sessions for new hires — assist in facilitating and coordinating logistics within an HR or L&D department setting.Computer-based training software and presentation tools — operate and prepare basic course content under direct supervision in a corporate training environment.Instructor and participant feedback forms — distribute, gather, and summarize responses following scheduled training events.Training program schedules and calendars — organize and maintain using document management software within an established departmental workflow.Active listening and note-taking — apply during management interviews and needs-assessment meetings to capture key inputs for senior staff review.Training budget line items — track expenditures against approved allocations under the oversight of a department manager.On-the-job training arrangements for new employees — support coordination by liaising between supervisors and HR teams in a structured onboarding process.Multimedia visual aids and slide decks — draft and format using graphics and presentation software following templates provided by senior instructional staff.
developing
Training needs analyses — conduct using survey instruments, production data, and management interviews to identify skill gaps across assigned business units.Instructor performance — evaluate using established rubrics and observation protocols, providing written feedback and improvement recommendations to program leads.Classroom and blended training programs — design and deliver with reduced oversight, selecting appropriate methods such as workshops, demonstrations, or e-learning for the target audience.On-the-job training programs for new hires — independently arrange and monitor, adjusting pacing and content based on observed learner progress in operational settings.Training manuals and multimedia course materials — develop and revise using document management and computer-based training software, ensuring alignment with current job requirements.Supervisors and frontline instructors — train in foundational facilitation techniques and adult learning principles within a departmental coaching context.Department training budgets — prepare draft proposals and justify line items to management, incorporating cost estimates for vendors, materials, and technology.Video conferencing and web-based platforms — configure and manage to deliver virtual training sessions across geographically distributed teams.Training program effectiveness — assess by analyzing post-training performance metrics and participant evaluations, recommending iterative modifications to curriculum owners.Projected workforce changes and process updates — monitor and translate into revised training content in coordination with operations and HR business partners.
proficient
Comprehensive training needs assessments — lead autonomously by synthesizing survey data, management consultations, and performance analytics to drive enterprise-wide program development.Full training program lifecycle — manage from design through delivery and evaluation, applying classroom, on-the-job, conference, and e-learning modalities tailored to diverse workforce segments.Instructor and facilitation teams — evaluate performance systematically and provide targeted coaching, resulting in measurable improvements in delivery quality and learner outcomes.Complex, non-routine training challenges — resolve by applying critical thinking, inductive reasoning, and adult learning theory to develop innovative instructional solutions in dynamic organizational environments.Training budget for a full department or organization — prepare, defend, and manage, making independent trade-off decisions across vendor contracts, technology licenses, and internal staffing costs.Management and senior leadership — advise through structured consultations and data-driven presentations on emerging skill gaps, workforce readiness risks, and L&D investment priorities.Instructional content libraries — author and curate across multiple formats—manuals, video modules, and web-based courses—using authoring tools, CRM software, and database management systems.Orientation and onboarding programs — design and continuously improve at scale, coordinating across departments to ensure new hires reach productivity benchmarks efficiently.Training effectiveness evaluation frameworks — develop and implement using Kirkpatrick or comparable models, translating evaluation results into actionable program improvements across the organization.Cross-functional training coordination — lead by aligning L&D initiatives with projected production process changes, regulatory requirements, and strategic business objectives.
advanced
Organizational learning strategy — define and champion at the executive level, aligning training and development investments with multi-year workforce planning and business transformation goals.Enterprise-wide training needs assessment processes — architect and institutionalize, embedding systematic gap analysis into the organization's talent management and succession planning cycles.Training and development function — build, lead, and continuously evolve, establishing governance structures, quality standards, and performance metrics that guide the entire L&D department.Instructional leadership pipeline — develop by mentoring training managers and senior instructors, creating structured pathways for professional growth within the training organization.Organizational culture of continuous learning — cultivate by influencing senior leaders, modeling adaptive learning behaviors, and embedding development practices into performance management systems.Multi-million-dollar training budgets — oversee and optimize at the organizational scale, applying management of financial resources principles to maximize return on learning investment.Cutting-edge training technologies and methodologies — evaluate and sponsor adoption of, including AI-driven personalization, immersive simulations, and advanced LMS platforms, positioning the organization as an industry leader in workforce development.Complex organizational change initiatives — partner with C-suite and HR executives to design change-readiness and capability-building programs that sustain transformation across large, diverse workforces.Cross-industry and professional networks — represent the organization within, sharing thought leadership on best practices in training and development to elevate organizational reputation and attract top L&D talent.Enterprise training policy and standards — establish and govern, ensuring legal compliance, ethical practice, and equity in learning access across all levels and functions of the organization.
Also known as
42 alternate job titles map to this occupation.
Staff Development DirectorL and D Director (Learning and Development Director)Safety And Training ManagerTraining and Development Coordinator (T and D Coordinator)Development AssociateTraining CoordinatorTraining ManagerTraining Development DirectorTechnical Training DirectorApprenticeship ConsultantStaff Training and Development ManagerOrganizational Development Manager (OD Manager)Training SupervisorEducation and Training ManagerStaff Development CoordinatorWorkforce Development Program DirectorTraining and Development Director (T and D Director)Learning ManagerManager, Education and TrainingTraining and Development Manager (T and D Manager)Learning DirectorEducation and Development ManagerLabor Training ManagerDevelopment DirectorTraining DirectorEmployee Development ManagerE-Learning Manager (Electronic Learning Manager)HR Trainer (Human Resources Trainer)Manpower Development ManagerPolice Academy Program CoordinatorLearning OfficerDevelopment CoordinatorKnowledge ManagerOnboarding ManagerLeadership Development DirectorTraining RepresentativeTraining ExecutiveL and D Program Manager (Learning and Development Program Manager)Sales Training ManagerLearning Specialist