Learning and Development Manager Resume Example and Template
Learning and Development Manager resumes demonstrate strategic thinking about talent development and organizational capability building. Highlight your ability to design learning strategy, build leadership pipelines, and measure training ROI.
Hiring managers want L&D managers who tie training to business outcomes, develop high-potential talent, and create scalable learning programs. Strategy and measurement matter more than training volume.
A complete, realistic Learning and Development Manager resume, laid out in an ATS-tested template. The candidate is illustrative: the name, employers and figures were written for this example and identify no real person, so you can copy its structure and wording freely.
Updated September 2026
Also searched as
Training Manager
Tamara Jenkins: Learning and Development Manager
Dallas, United States
Summary
Learning and Development Manager with 8 years building talent development strategy and leadership pipelines for mid-market healthcare and professional services firms. Designed and delivered leadership development program for 60 emerging managers with post-program engagement improvement of 16 points. Built centralized learning platform reaching 500+ employees, improving time-to-productivity for new hires from 12 to 8 weeks.
Work Experience
Learning and Development Manager, HealthCare Solutions Plus
Jan 2020 – Present. 320-person healthcare consulting and staffing firm
- Designed and launched leadership development program for 60 emerging managers focused on delegation, decision-making, and team engagement, with 72% completing program and 16-point engagement improvement post-program
- Migrated all training content to Docebo LMS and built self-service learning portal, enabling 500+ employees to access compliance, technical, and development training on-demand
- Reduced new-hire time-to-productivity from 12 to 8 weeks through structured onboarding curriculum including role-specific training, mentoring assignment, and project assignments aligned to learning objectives
- Measured training effectiveness through learning assessments, post-training surveys, and manager feedback on skill application, demonstrating ROI in reduced errors and faster contribution
Training Manager, Cornerstone Consulting Group
Aug 2017 – Dec 2019. 200-person management consulting firm
- Coordinated annual learning programs for consultant development including soft skills, industry knowledge, and technical topic training, reaching 180 professionals
- Managed relationships with external trainers and learning vendors, negotiating pricing and ensuring quality delivery of executive education and specialized topics
- Supported succession planning by identifying high-potential talent and recommending targeted development opportunities including stretch assignments and rotations
Education
Southern Methodist University
Master of Arts, Organizational Development. Sep 2015 – May 2017
University of Texas at Austin
Bachelor of Arts, Communications. Sep 2011 – May 2015
Skills
Learning strategy and design, Leadership development, Talent development planning, Learning management systems, Curriculum development, Instructional design, Adult learning principles, Organizational development, Change management support, Training ROI measurement
Languages
English, Spanish
Certificates and Awards
- Certified Professional in Talent Development, Association for Talent Development, 2019
Why this look works
L&D Managers shape organizational culture and capability. A thoughtful, professional template reflects your role in developing people and building the future workforce. The design emphasizes strategy and human development, showing that you think beyond training.
Resume tips for this job
- Lead with strategic impact, not training volume. Don't say 'delivered 50 trainings;' instead quantify outcomes: 'built leadership program reaching 60 managers with 16-point engagement improvement,' or 'reduced time-to-productivity from 12 to 8 weeks through structured curriculum.' Show how learning drove business results.
- Highlight your role in talent development beyond training. Can you identify high-potential talent? Design succession plans? Create mentoring programs? Coaching leaders? These strategic capabilities distinguish managers from coordinators.
- Mention LMS expertise and any advanced learning technologies. Docebo, Cornerstone, Workday Learning, or Canvas show platform knowledge. Ability to manage LMS, migrate content, and pull effectiveness reports is valuable.
- Show your organizational development thinking. Learning isn't just courses; it's part of broader talent and organizational strategy. Demonstrate that you understand organizational design, culture, and how learning supports business strategy.
Common questions
What's the difference between a Training Coordinator and an L&D Manager?
Coordinators plan and execute training programs, manage schedules, and handle logistics. Managers design learning strategy, develop people, measure impact, and advise leadership on talent development. Managers think about organizational capability and capability gaps. Coordinators ensure training runs smoothly.
How do I measure training ROI?
Use Kirkpatrick's Four Levels: reaction surveys, learning assessments, behavioral observation of skill application, and business outcome tracking. For a leadership program, track engagement scores or retention improvement. For onboarding, measure time-to-productivity or error rates. Tie learning to metrics that matter to your business.
Should I pursue a master's degree in organizational development or L&D?
A master's degree in OD, L&D, or related field accelerates your progression into strategic L&D roles and strengthens your candidacy for larger organizations. However, proven experience designing and delivering successful learning programs and organizational development initiatives can substitute if you also pursue certifications like ATD's CPTD.