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How to Format a Learning And Development Manager Resume
The vast majority of candidates at the managerial level should opt for the chronological resume format. If you’ve worked your way up to a learning and development manager, you probably have a strong, consistent work history. Work history takes center stage for chronological resumes.
There are outlier cases in which a different format would be better. Take the candidates below, for example. Candidate A has been in the same position for six years with a consistent track record of full-time employment. Candidate B has nearly the same amount of experience but left the workforce for three years to tend to a family emergency. See how skill sets are positioned differently (in bold) depending on the resume format.
Chronological
- 17 years in workforce
- 6 years in current job
- MS Organizational Psychology
Work Experience
- Analyzes, designs, develops, implements, evaluates and manages all technical courses, establishing a world-leading curriculum for each engineer/technician entering SGRE.
- Accountable for all financial aspects of the department, including budgeting, forecasting and P&L decisions, with an operating budget exceeding $2.5 million annually.
- Performs continual process improvement by evaluating results using Key Performance Indicators.
Functional
- 14 years in workforce
- 3 years away
- BS Psychology
Summary of Qualifications
- Seasoned learning and development manager with nearly 15 years’ experience designing, implementing and managing technical courses for large corporations.
- Capable of managing all financial aspects of the department, from budgeting and forecasting to P&L decisions.
- Proven track record of improving processes using Key Performance Indicators.
Learning And Development Manager Resume Samples
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0-5 years of experience
Championed global learning and development strategy for Legal and Corporate Affairs team. Recruited and developed talent for LCA Academy. Managed budget, contract negotiations, and vendor relationships. Facilitated long range planning of learning and development resources to ensure timely delivery of quality products, services, and customer solutions. Managed solutions and tools: Advisory Board, Academy Governance, course catalog, and website. Facilitated needs assessments with LCA clients to determine appropriate learning and development programs addressing specific competency and technical skill gaps. Managed strategic alignment of the Academy to LCA strategy and business objectives and various learning and development programs hosted by the Academy. Partnered with Global Diversity and Inclusion Program Manager to deliver relevant curriculum and training programs. Facilitated learning and development programs for Microsoft and LCA employees.
- Designed, developed and launched LCA Academy for Legal and Corporate Affairs Team at Microsoft; reorganized department, developed marketing and brand strategy, and launched alternative delivery strategy for programs
- Led design and delivery of Global Learning Week Format for LCA including intensive multi-faceted training programs for specific regions
- Executed Global Summit for LCA and ensured delivery of all learning and development components
- Designed and deployed learning portal for LCA Academy
0-5 years of experience
- Responsible for leading the development and implementation of the annual and multi-year learning plans for the brewery to deliver desired capability and business results
- Collaboration with Corporate L&D and sister plant L&D communities to co-develop learning solutions that drive a consistent, division-wide strategy
- Key leadership role in the plant to ensure learning and development needs are analyzed and prioritized and consistent application of established learning and development principles are implemented
- Development and implementation lead for the Supply Chain Functional Onboarding Program
- Facilitation of training focused on leadership, employee onboarding, and training effectiveness updates
- Manages $2 million L&D budget and a team of L&D Specialists and Analysts
6-10 years of experience
- National training manager for over 700 associates
- Designed curricula and wrote training material to enhance skill development and learning
- Facilitated and developed structured courses both web-based and in-person
- Executed a management training program for high performing associates to further skill development
- Delivered critical training for new processes, company policies, and new software integrations
- Managed and directed pilot programs to test new software implementations
- Wrote, published and implemented new company wide standards of procedure
- Provided support and expertise for 20 different software applications and all management related topics to all associates
6-10 years of experience
- Analyze, design, develop, implement, evaluate and manage all technical (Electrical/Mechanical/ Hydraulic/IT) courses establishing a world leading curriculum for each engineer/technician entering SGRE; Lead internal career progression using various learning models and constant process improvement; recognized ISD expert
- Perform continual process improvement by evaluating results using Key Performance Indicators
- Accountable manager for all financial aspects as department manager including budgeting, forecasting, and P&L decisions with an operating budget exceeding $2.5 million annually
- Consistently evaluates and counsels all instructors to maintain the highest level of safe quality training
- Founded ground breaking Structured OJT program utilizing 70/20/10 model, decreasing overall average maintenance time thereby increasing turbine availability integrated all qualifications through LMS
- Interfaces with Operations, SCM, ST, and Resource group to facilitate the training of ALL personnel
- Previously Team Lead for the basic and advanced safety and rescue programs based off of OSHA ad ANSI documentation, setting the highest standards for safety in the Wind Power Industry
Training Development Cover Letter Examples
Learning And Development Manager Resume FAQ
What does “training and development” mean on a resume?
When “training and development” appears on a resume, it suggests the candidate has experience developing, implementing and tracking development programs. Training and development professionals aim to create value for a business through employee training programs.
What skills does a learning and development manager need?
According to our resume database, the skills most successful learning and development candidates include on their resume are:
- Leadership: The foundation of good management is leadership, so many candidates choose to emphasize the size of their team and the projects they’ve spearheaded.
- Project management: Since you’d be overseeing large initiatives, showing knowledge of process flows and project management software is essential.
- Budgeting: You must be comfortable with numbers as you will be responsible for devising the annual budget.
- Written and verbal communication: Learning and development managers must communicate effectively at every stage, from ideation to implementation and post hoc analysis.
- Presenting: In addition to communicating effectively, you must be comfortable presenting in front of large groups and advocating for your team.
How do I list my training skills on my resume?
If you’re applying for a training and development job, training skills should be included in three sections of your resume: the resume objective, work history and skills.
Skills should be cited throughout the two- to three-sentence objective statement. In the work history, skills should be demonstrated in your achievements. In the skills section, you can simply list them.
What is the role of a training and development manager?
Training and development managers are responsible for identifying training needs, then developing programs to meet those needs. Additionally, they must work closely with other managers, set their departmental budget and meet the goals laid out by the company leaders.
How can a training manager be effective?
Training managers are most effective when they have a passion for learning and an ability to assess the training needs of a company — large or small. They are most effective as strong communicators with an in-depth understanding of the core mission of their company, and the creativity and leadership to execute their vision.