Training and Development Manager
SOC 11-3131.00 · ESCO 1223 · OSCA 111531
Role snapshot
Overview
Designs and oversees employee learning programs, assessing skills gaps, selecting training methods, managing budgets, and measuring how development initiatives improve workforce performance. This role is crucial for fostering a skilled and adaptable workforce that meets organizational goals.
Drives organizational growth and employee engagement by ensuring the workforce has the necessary skills and knowledge to succeed, adapt to change, and achieve strategic objectives.
On the job
- Conduct needs assessments to identify skills gaps and training requirements across departments.
- Develop, implement, and manage comprehensive training programs, including e-learning, workshops, and mentorship initiatives.
- Evaluate the effectiveness of training programs using metrics like ROI, employee performance, and retention rates.
- Manage the training budget, vendor relationships, and internal resources for learning and development.
- Collaborate with senior management and HR partners to align training strategies with business objectives.
Tools & technology
Average salary
Job outlook
GrowingJob growth is expected to be above average over the next five years.
Education & training
A bachelor's degree in human resources, business administration, education, or a related field is typically required. A master's degree or professional certifications (e.g., CPTM, CPLP) can be advantageous.
AI impact outlook
Note — this is our current view. AI is moving fast, so we revisit these ratings.
Show how this was assessed Hide the detail
Note — this is our current view. AI is moving fast, so we revisit these ratings.
Show how this was assessed Hide the detailWhy this role received this rating
Core task exposure
moderate
How much of the role’s important work could AI perform?
AI can assist in identifying skills gaps, curating learning resources, and even generating basic e-learning content, exposing certain core tasks.
End-to-end automation
low
Can AI complete the work without substantial human involvement?
While content creation and skills assessment can be automated, the strategic design, budgeting, vendor management, and human-centric evaluation of programs require a person.
Adoption pressure
high
How likely are employers to introduce AI into this work?
Employers are likely to adopt AI to personalize learning paths and streamline content creation, but strategic oversight will remain human-led, moderating overall pressure.
Human dependence
moderate
How much does success depend on human judgement, relationships and accountability?
Success critically depends on understanding organizational culture, aligning training with business objectives, managing vendor relationships, and influencing senior stakeholders.
Protective — a higher rating lowers the overall score.
Role adaptability
strong
How easily can the role evolve as AI takes on more tasks?
This role is highly adaptable, shifting from content creation and delivery to strategic learning design, data-driven impact assessment, and curating AI-enabled learning solutions.
Shown for context — not part of the score.
What AI may take on
These are the parts of the role most likely to be automated or significantly accelerated.
- Conducting preliminary needs assessments to identify common skills gaps.
- Generating basic e-learning content modules and quizzes.
- Curating relevant learning resources based on identified training needs.
- Tracking employee progress and completion rates in learning management systems.
- Analyzing training effectiveness metrics for preliminary insights.
Where people remain essential
These parts continue to depend heavily on human judgement, relationships and accountability.
- Designing comprehensive and innovative training programs tailored to organizational culture.
- Managing the training budget and negotiating complex vendor contracts.
- Collaborating with senior management to align training strategies with business goals.
- Evaluating the true effectiveness and ROI of training programs on workforce performance.
- Fostering a culture of continuous learning and development.
- Mentoring and coaching internal trainers or program facilitators.
How the role may evolve
AI-powered content, human-driven impact strategy.
The role will transform from hands-on content development to a more strategic function, leveraging AI for content generation and data analysis, while focusing on the human elements of learning culture and organizational impact.
Strengthen your future fit
- Strategic learning design and curriculum development.
- Proficiency in advanced LMS and AI learning tools.
- Change management and stakeholder engagement.
- Measuring and demonstrating learning ROI.
- Vendor management and contract negotiation.
- Assessment horizon
- 3–7 years
- Confidence
- Medium
- Last reviewed
- August 2026
- Methodology
- v1.0
This assessment reflects current AI capabilities and expected adoption patterns. Actual impacts will vary by industry, employer and the way each role is performed.
Career pathways
WHERE YOU COULD GO
CURRENT ROLE
Training and Development Manager
Human Resources
ADJACENT MOVES
STARTING POINTS
Who thrives here
Interest profile
enterprising · ESC
Individuals who enjoy leading and influencing others, collaborating to achieve organizational goals, and systematically developing programs will find this role rewarding.
Personality characteristics
Influential
Comfortable leading initiatives, inspiring teams, and advocating for learning and development across the organization.
Organized
Systematic in planning, executing, and evaluating training programs and managing budgets effectively.
Collaborative
Skilled at building relationships and working effectively with diverse stakeholders to achieve shared learning goals.
Innovative
Open to exploring new learning technologies, methodologies, and creative approaches to employee development.
Resilient
Maintains composure and effectiveness when facing challenges, budget constraints, or resistance to change in learning initiatives.
Best for
- Individuals passionate about adult learning, organizational development, and fostering employee growth.
- Professionals who thrive in a role that combines strategic thinking, program management, and strong interpersonal skills.
Watch out for
- Requires continuous adaptation to evolving business needs and learning technologies, demanding ongoing professional development.
- Balancing strategic planning with day-to-day program management and budget constraints can be challenging.
A week in the life
A representative working week for a Training and Development Manager — where the deep work, meetings, and admin actually land.
Real people. Real results.
Thousands of people
can't be wrong.
Frequently asked questions about Training and Development Manager roles
What does a Training and Development Manager do?
A Training and Development Manager designs and oversees employee learning programs, assessing skills gaps, selecting training methods, managing budgets, and measuring how development initiatives improve workforce performance. This role is crucial for fostering a skilled and adaptable workforce that meets organizational goals. Drives organizational growth and employee engagement by ensuring the workforce has the necessary skills and knowledge to succeed, adapt to change, and achieve strategic objectives.
How much does a Training and Development Manager earn?
A Training and Development Manager earns a median of $115,000 per year in the US, typically ranging from $85,000 to $150,000.
What qualifications do you need to become a Training and Development Manager?
To become a Training and Development Manager, a bachelor's degree in human resources, business administration, education, or a related field is typically required. A master's degree or professional certifications (e.g., CPTM, CPLP) can be advantageous.
What personality suits a Training and Development Manager?
Training and Development Manager roles tend to suit people who are outgoing — energised by people, visibility and quick social contact (Extraversion 75/100) and warm and cooperative — tuned in to the people around them (Agreeableness 75/100). The traits that matter most in the role are Influential, Organized, Collaborative and Innovative. Comfortable leading initiatives, inspiring teams, and advocating for learning and development across the organization. On interests, Training and Development Manager maps to an ESC Holland Code profile — individuals who enjoy leading and influencing others, collaborating to achieve organizational goals, and systematically developing programs will find this role rewarding.
Who does a Training and Development Manager role suit?
A Training and Development Manager role is usually a strong fit for these reasons. Strong Enterprising (E) and Social (S) affinity, reflecting the role's emphasis on leadership, influence, and interpersonal interaction. A significant portion of the week is dedicated to strategic deep work and program development, appealing to organized and thoughtful individuals. High stakeholder exposure means you'll regularly collaborate with and present to various levels of the organization, driving impact.
What are the downsides of being a Training and Development Manager?
Training and Development Manager roles come with trade-offs worth weighing up. Requires continuous adaptation to evolving business needs and learning technologies, demanding ongoing professional development. Balancing strategic planning with day-to-day program management and budget constraints can be challenging.
What is the work environment like for a Training and Development Manager?
Work as a Training and Development Manager is mostly office-based with hybrid arrangements common, semi-structured — a mix of set processes and self-directed work, a moderate pace and high exposure to clients or stakeholders. Around 69% of the week is focused deep work.
What skills do you need to be a Training and Development Manager?
Core skills for a Training and Development Manager include Instructional design, Program management, Needs assessment, Budget management, Facilitation and presentation and Data analysis (training effectiveness).
How do you become a Training and Development Manager?
Common entry routes into Training and Development Manager roles include Training Specialist, Instructional Designer and Human Resources Generalist.
What career progression is there for a Training and Development Manager?
From a Training and Development Manager role, common next steps include Director of Learning & Development and Chief Learning Officer; lateral moves include HR Business Partner and Organizational Development Consultant.
What is the job outlook for Training and Development Manager roles?
The outlook for Training and Development Manager roles is currently rated growing. Job growth is expected to be above average over the next five years.
Will AI replace Training and Development Manager roles?
Traitstack rates automation risk for Training and Development Manager roles at 51 out of 100, which is moderate. Strategic program design and human impact measurement will remain with managers, though AI will increasingly assist with content generation and skills gap analysis. AI is most likely to take on conducting preliminary needs assessments to identify common skills gaps., generating basic e-learning content modules and quizzes. and curating relevant learning resources based on identified training needs.. Designing comprehensive and innovative training programs tailored to organizational culture., managing the training budget and negotiating complex vendor contracts. and collaborating with senior management to align training strategies with business goals. stay with people. AI-powered content, human-driven impact strategy. That score measures how much of the work could change, not the likelihood the job disappears. It is Traitstack's current view, revisited as AI capability moves.