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Capability Development Specialist Jobs in Ohio (NOW HIRING)

Easterseals Redwood

OH · On-site

$19.75 - $22/hr

WORKFORCE DEVELOPMENT SPECIALIST - FULL-TIME Who is Easterseals Redwood? At Easterseals Redwood, we ... Manages change in a well-planned manner consistent with Easterseals Redwood culture and capability ...

TERRACON

Client Development Specialist

Cincinnati, OH · On-site

Responsibilities * Acts as the client development representative for an office or department ... firm's capabilities. Utilizes office staff to augment and assist as needed. * Develops and uses ...

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Capability Development Specialist information

See Ohio salary details

$31.8K

$77.6K

$134K

How much do capability development specialist jobs pay per year?

As of Aug 8, 2026, the average yearly pay for capability development specialist in Ohio is $77,607.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,000.00 and $94,100.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a capability development specialist?

To thrive as a Capability Development Specialist, you need expertise in learning and development, instructional design, and organizational change, often supported by a degree in human resources, education, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or ATD are commonly required. Strong communication, project management, and stakeholder engagement skills help drive successful training initiatives. These capabilities are vital for effectively enhancing workforce skills, supporting business goals, and facilitating organizational growth.

What is a capability development specialist?

A Capability Development Specialist is a professional who focuses on identifying, developing, and enhancing the skills, knowledge, and abilities of employees within an organization. They design and implement training programs, workshops, and initiatives to support workforce growth and align employee competencies with organizational goals. Their role often involves assessing current skill gaps, working with management to determine training needs, and evaluating the effectiveness of development programs. They play a key role in fostering a culture of continuous learning and professional growth within a company.

How does a capability development specialist typically collaborate with other departments to identify and address skill gaps?

A Capability Development Specialist works closely with various department leaders and subject matter experts to assess current skill levels and future needs. This often involves conducting needs assessments, analyzing performance data, and facilitating workshops or interviews to gather insights. By partnering with HR, team managers, and employees, the specialist ensures that training programs are aligned with organizational goals and are tailored to address specific gaps. Regular communication and feedback loops are key to refining development initiatives and ensuring their effectiveness.

What is the difference between Capability Development Specialist vs Learning and Development Coordinator?

AspectCapability Development SpecialistLearning and Development Coordinator
CredentialsRelevant certifications (e.g., CPLP, ATD), bachelor's degree in HR, training, or related fieldSimilar certifications, bachelor's degree often preferred
Work EnvironmentCorporate training departments, consulting firms, industry-specific organizationsHR departments, corporate training teams, educational institutions
Employer & Industry UsageUsed across various industries focusing on skill enhancement and organizational growthCommon in corporate and educational sectors focusing on employee development
Search & Comparison IntentFocuses on developing organizational capabilities and skillsCenters on coordinating and delivering training programs

The Capability Development Specialist and Learning and Development Coordinator roles share similarities in credentials and work environments but differ in focus. The Capability Development Specialist emphasizes strategic skill enhancement and organizational growth, while the Learning and Development Coordinator concentrates on executing training programs. Both roles are vital for workforce development but serve different functions within organizations.

What are popular job titles related to Capability Development Specialist jobs in Ohio? For Capability Development Specialist jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Capability Development Specialist jobs in Ohio look for? The top searched job categories for Capability Development Specialist jobs in Ohio are:
What cities in Ohio are hiring for Capability Development Specialist jobs? Cities in Ohio with the most Capability Development Specialist job openings:
Capability Development Specialist jobs near you
Infographic showing various Capability Development Specialist job openings in Ohio as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 90% Physical, 4% Hybrid, and 6% Remote job distribution, with an average salary of $77,607 per year, or $37.3 per hour.

Learning & Development Specialist

Tennant Solutions

Cincinnati, OH • On-site

Full-time

Posted 15 days ago

Job description

Learning & Development Specialist (Onsite)
Job Summary: The Learning & Development Specialist is responsible for designing, developing, implementing, and continuously improving learning programs that build employee capability across the organization. This role partners closely with leaders and subject matter experts to identify business needs, create engaging learning experiences, and develop scalable systems that improve performance, strengthen leadership, and support organizational growth.
The ideal candidate is a strategic learning professional who can translate business challenges into capability development solutions, build sustainable learning systems, leverage technology, and measure business impact.
Key Responsibilities:
Learning Strategy & Business Partnership
  • Partner with leaders across all functions to identify capability gaps and learning priorities.
  • Conduct training needs assessments through interviews, observations, surveys, and performance data.
  • Recommend learning solutions aligned with business strategy and organizational objectives.
  • Consult with managers on employee development, onboarding, career growth, and performance improvement.
Instructional Design
  • Design engaging instructor-led, virtual, self-paced, and blended learning programs.
  • Develop facilitator guides, participant materials, eLearning modules, job aids, videos, assessments, and reference tools.
  • Apply adult learning principles and instructional design best practices.
  • Continuously improve learning content based on feedback and business outcomes.
Leadership Development
  • Design and support leadership development programs for supervisors, managers, and future leaders.
  • Create learning pathways that build leadership capability, coaching skills, communication, accountability, and change leadership.
  • Facilitate leadership workshops when appropriate.
Operational Learning
  • Partner with Operations and Quality to improve operational training programs.
  • Support standardized onboarding and role-specific learning paths.
  • Assist in developing skills matrices, competency models, certification programs, and cross-training initiatives.
  • Ensure training supports operational excellence, compliance, safety, and quality requirements.
Learning Technology
  • Administer and optimize the organization's Learning Management System (LMS).
  • Manage course assignments, learner records, reporting, and learning analytics.
  • Evaluate and implement new learning technologies and digital learning tools.
  • Maintain training documentation and version control.
Facilitation
  • Deliver engaging classroom and virtual learning sessions as needed.
  • Coach subject matter experts and internal trainers on facilitation techniques.
  • Support train-the-trainer initiatives across the organization.
Measurement & Continuous Improvement
  • Measure learning effectiveness through evaluations, assessments, knowledge retention, and business performance metrics.
  • Analyze training data and recommend improvements.
  • Track participation, completion, compliance, and capability development metrics.
  • Present learning results and recommendations to leadership.

Qualifications: 
Required:
  • 3 - 7 years of Learning & Development, Training, Organizational Development, or Instructional Design experience.
  • Experience designing learning programs from concept through implementation.
  • Experience facilitating both in-person and virtual training.
  • Experience administering an LMS.
  • Experience partnering with business leaders to solve performance challenges.
Preferred:
  • Manufacturing, operations, logistics, healthcare, medical device, or regulated industry experience.
  • Bachelor's degree in Human Resources, Organizational Development, Education, Business, Psychology, or related field preferred.

Job Setting / Environment:
  • This position is performed in an environmentally controlled building.  Prolonged periods sitting at a desk and computer usage.
  • Location: On-site
  • Travel Required: 0%
Equal Employment Opportunity Statement:
Tennant Solutions is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other legally protected characteristics.
Disclaimer:
 This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the role. Duties and responsibilities may change at any time with or without notice, based on business needs.
 

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