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Human Resources Development Manager Job Description
  • Publish: April 2, 2021
  • Author: StrongerTeams Editorial
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Human Resources Development Manager Job Description

HR Development is concerned with the growth of employees’ hard and soft skills, knowledge, ability, and talents. The Human Resources Development Manager creates and implements programs that stimulate and enable this growth.

The Human Resource Development Manager plays a pivotal role in improving both the productivity of an organization and its cultural wellbeing. Successful Human Resource Development Managers are in touch with the needs of the organization and capable of creating measurable change and improvement.

Similar Job Titles:

Human Resources Team Leader, Human Resources Associate, HR Training Specialist, Senior HR Specialist

What Does a Human Resources Development Manager Typically Do?

A Human Resources Development Manager assesses the development needs of an organization, plans training courses, implements training programs, and measures the results.

A Human Resources Development Manager’s tasks encompass:

  1. Auditing and assessing learning and development needs
  2. Developing training plans
  3. Managing the organization’s learning systems
  4. Implementing training plans
  5. Collecting feedback
  6. Ensuring certifications are logged and captured in the HRIS
  7. Monitoring organizational performance improvements
  8. Managing internal and external trainers
  9. Reporting to management
  10. Managing the training budget

Auditing and Assessing Learning and Development Needs

The Human Resources Development Manager works closely with departmental heads, supervisors, and employees to determine what training is needed to drive the development of the organization. 

The Human Resources Development Manager should be careful to include all levels of the organization in the assessment, as managers’ perspectives often differ from those of junior staff. The assessment of the organization’s training needs should ultimately be balanced, inclusive, and overarching.

Developing Training Plans

Once the departments’ training needs have been identified, a Human Resources Development Manager draws up an organizational training plan which addresses each department’s needs. The plan should focus on achieving measurable outcomes through training courses but should also include training material that helps improve the cultural wellbeing of the organization. 

The plan will include job-related skills training, soft skills development, coaching, mentoring, and peer-learning. A Human Resources Development Manager must also be aware of the different training formats available such as live group training, one-on-one sessions, online learning, and experiential learning, and must choose the best format for each course. 

The training plan must be presented to management and to all stakeholders to ensure full buy-in and commitment.

Collecting Feedback

Empirical feedback is the quality-control mechanism for training courses. A Human Resources Development Manager ensures that empirical feedback is collected after the successful completion of each course. 

Training courses should address the subject well and should help the trainees to improve. Both trainees and their supervisors or managers should be consulted for feedback on whether this has been achieved. 

A Human Resources Development Manager should ideally also cross-reference training courses with the organization’s business results to verify the effectiveness of the training.

Ensuring Certifications and Logged and Captured in the HRIS

A Human Resources Development Manager must make sure all certificates of attendance, diplomas, and qualifications are captured in the Human Resources Information System (HRIS) immediately after the training. 

Some qualifications have an impact on remuneration, so the Human Resources Development Manager should also liaise with departmental heads and the payroll team to make sure that these qualifications have been logged and reflected.

Monitoring Organizational Performance Improvements

Departmental heads and the Human Resources Development Manager should work closely together to track changes in organizational performance that stem from training courses. 

Hard skills or job-related training are relatively easy to link to performance metrics, but soft skills and behavioral training should also have a positive effect on work practices and results. The effect of soft skills training is measurable using employee satisfaction surveys but may also be visible in reduced absenteeism rates, less sick leave, and a lower number of grievances lodged.

Managing Internal and External Trainers

Trainers should be not only subject experts but also excellent facilitators. A Human Resources Development Manager is responsible for trainers’ performance and must ensure that all the trainers are equipped to perform well. Internal trainers are often team leaders and people in senior roles who do their job remarkably well, but may require coaching on how to effectively deliver the training materials. The Human Resources Development Manager must choose, coach, and monitor all the trainers on the training roster.

Reporting to Management

Management requires regular updates on training activities. A Human Resources Development Manager prepares monthly management reports detailing training courses held, feedback, spending, and measurable benefits to the organization as a result of the training activities. The report should also link to business results and should justify the training budget allocated.

Roles a Human Resources Development Manager Typically Collaborates With

A Human Resources Development Manager works with the following positions:

Collaborative Roles
HR ManagerHuman Resources ExecutivePayroll Manager
Compensation and Benefits ManagerBenefits ManagerBenefits Analyst

Human Resources Development Manager Salary

On average a Human Resources Development Manager can expect to earn between $45,000 and $94,000 annually in the U.S. The median is around $71,145.  

What Is the Human Resources Development Manager Pay Difference by Location?

A Human Resources Development Manager’s average salary will differ by location as follows:

CityAverage Salary
San Francisco, CA$88,931
Seattle, WA$77,790
Denver, CO$71,949
Austin, TX$69,971
Washington, DC$79,199
Milwaukee, WI$70,412
Boston, MA$80,159
New York, NY$85,587

What Is the Human Resources Development Manager Pay Difference by Experience Level?

Depending on experience, the salary will vary as follows:

Experience LevelAverage Salary
< 1 year$58,159
1–4 years$61,244
5–9 years$70,000
10–19 years$81,873
20+ years$101,200

Human Resources Development Manager Job Description Template

[Company Name] understands the importance of helping our team to learn and grow throughout their careers, and we take our team’s professional development seriously. We are looking for a dynamic and driven Human Resources Development Manager to deliver on that mandate.

You must be an expert in your field and will be committed to training as a way to drive professional development, boost motivation, and enhance the team’s performance.

You will work across the organization and will help the entire team at [Company Name] learn, improve, and develop.

Human Resources Development Manager Responsibilities

As Human Resources Development Manager your will be responsible for:

  • Developing an organization-wide annual learning and development plan
  • Ensuring everybody gets the training required to perform better
  • Monitoring the success of the training plan
  • Balancing training spending with value gained
  • Controlling the training budget
  • Working with internal and external trainers to deliver best-in-class quality

Required Skill Set

You need to possess the following qualifications, skills, and behaviors:

  • Bachelor’s Degree in HR, Adult Education, business management, or similar
  • At least five years’ experience in the adult learning field
  • Expert training planning skills
  • Solid understanding of business processes, budgeting, and financial management
  • Expert training skills
  • Excellent written and oral communication skills
  • Collaborative and trainee-centric mindset
  • Team leadership ability and experience

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