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Chief Learning Officer Jobs (NOW HIRING)

Pcaobus

Chief Learning Officer

Washington, DC

$222K - $348K/yr

Partner with the Chief Human Resources Officer (CHRO) and Deputy Director, Employee Experience, and senior leadership to ensure learning and development strategies are aligned with organizational ...

Deckers Brands

Chief Digital and Data Officer

Goleta, CA · On-site

$595K - $720K/yr

Chief Digital and Data Officer Reports to: President & CEO Location: Goleta, CA (Hybrid Position) We celebrate diversity-of your background, your experiences and your unique identity. We are ...

Deckers

Chief Digital and Data Officer

Goleta, CA · Hybrid

$595K - $720K/yr

Chief Digital and Data Officer Reports to: President & CEO Location: Goleta, CA (Hybrid Position) We celebrate diversity-of your background, your experiences and your unique identity. We are ...

ESource Corp

Fractional Learning Leader

Sparta, NJ

Proven experience as a Chief Learning Officer (CLO), Vice President, or Director of Learning & Development. * Demonstrated ability in strategic planning and execution within the L&D space. * Strong ...

ESource Corp

Fractional Learning Leader

Sparta, NJ · On-site +1

Proven experience as a Chief Learning Officer (CLO), Vice President, or Director of Learning & Development. * Demonstrated ability in strategic planning and execution within the L&D space. * Strong ...

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Chief Learning Officer information

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$97K

$126.2K

$156.5K

How much do chief learning officer jobs pay per year?

As of Jun 11, 2026, the average yearly pay for chief learning officer in the United States is $126,193.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,000.00 and $155,500.00 per year, depending on experience, location, and employer.

What is a Chief Learning Officer?

A Chief Learning Officer (CLO) is an executive responsible for overseeing an organization’s learning and development strategy. The CLO ensures that employees have access to training and educational opportunities that align with the company’s goals and objectives. This role involves managing corporate universities, e-learning programs, leadership development, and talent management initiatives. CLOs also measure the impact of learning programs on business performance and help foster a culture of continuous learning throughout the organization.

What are the key challenges a Chief Learning Officer faces when aligning learning strategies with organizational goals?

One of the main challenges for a Chief Learning Officer (CLO) is ensuring that learning and development initiatives directly support the company's strategic objectives. This requires close collaboration with executive leadership and department heads to understand evolving business needs. CLOs must also balance the customization of training for diverse teams while managing budgets and demonstrating the return on investment. Additionally, keeping pace with technological advancements and integrating new learning platforms can present ongoing hurdles.

What job makes $10,000 a month without a degree?

A Chief Learning Officer typically earns well over $10,000 per month, especially in large organizations, and this role usually requires extensive experience and education. However, high-paying jobs without a degree often include roles like sales managers, real estate brokers, or skilled trades such as electricians or plumbers, which rely on experience, certifications, and skills rather than formal degrees.

What are the key skills and qualifications needed to thrive as a Chief Learning Officer, and why are they important?

To thrive as a Chief Learning Officer, you need expertise in organizational learning, talent development, and change management, typically supported by an advanced degree in education, HR, or business. Familiarity with learning management systems (LMS), e-learning platforms, and data analytics tools is critical for designing and measuring effective learning strategies. Strong leadership, strategic vision, and excellent communication skills help foster a culture of continuous learning and drive alignment across the organization. These competencies are vital for ensuring workforce development aligns with business goals and supports long-term organizational growth.

How to become a chief learning officer?

To become a chief learning officer, candidates typically need extensive experience in learning and development, often 10 or more years, along with a strong background in leadership, strategic planning, and organizational development. A bachelor's degree is usually required, with many professionals holding advanced degrees such as a master's in business administration or education. Certifications in learning management systems or leadership can enhance prospects, and strong communication and analytical skills are essential for success in this executive role.

What is the difference between Chief Learning Officer vs Learning and Development Director?

AspectChief Learning OfficerLearning and Development Director
CredentialsTypically requires advanced degrees in education, HR, or business; certifications like CPLP or SHRM-SCPSimilar credentials, often with HR or training certifications
Work EnvironmentExecutive-level, strategic role involved in organizational learning initiativesOperational role focused on implementing training programs within departments
Employer & IndustryLarge corporations, educational institutions, or government agenciesCorporations, nonprofits, and educational organizations
Search & Comparison IntentHigh-level strategic learning leadershipTraining program management and development

The Chief Learning Officer oversees the organization's overall learning strategy, focusing on aligning learning initiatives with business goals. In contrast, the Learning and Development Director manages day-to-day training programs and staff. While both roles require similar credentials and work in related environments, the CLO has a broader, strategic focus, whereas the Director concentrates on operational execution.

How much do chief learning officers make?

Chief Learning Officers typically earn between $100,000 and $250,000 annually, with salaries varying based on company size, industry, and experience. Senior CLOs in large organizations or with extensive expertise can earn higher compensation, often including bonuses and stock options.

What does a chief learning officer do?

A chief learning officer (CLO) is responsible for overseeing an organization’s learning and development strategies, including employee training, leadership development, and knowledge management. They design programs to improve skills, foster a learning culture, and align training initiatives with business goals, often utilizing learning management systems and data analytics.

What Is a Chief Learning Officer?

A Chief Learning Officer, or CLO, is responsible for guiding and directing corporate learning goals and developing directions and policies related to those goals. It is a leadership position, and you work closely with a Chief Technology Officer and Chief Information Officer. As a CLO, you develop training mandates, create a clear path of leadership succession, and integrate new learning development officers into the corporate hierarchy. You also oversee the development and adaptation of new technology across the corporation. A CLO’s other responsibilities include communicating with investors to educate them on the importance of corporate strategies, such as return on investment policies and other policies related to training and aligning employees with company guidelines for efficiency and productivity.

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Chief Learning Officer jobs near you
Infographic showing various Chief Learning Officer job openings in the United States as of June 2026, with employment types broken down into 78% Full Time, and 22% Part Time. Highlights an 100% In-person job distribution, with an average salary of $126,193 per year, or $60.7 per hour.

Chief Learning Officer

Pcaobus

Washington, DC

$222K - $348K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 4 days ago

Job description

Join us and make a difference in global investor protection.

Who We Are

The Public Company Accounting Oversight Board (PCAOB), a nonprofit organization established by Congress, oversees the audits of public companies and SEC-registered brokers and dealers to protect investors and to further the public interest in the preparation of independent, accurate, and informative audit reports.

Our investor protection mission is focused on modernizing audit standards, enhancing audit inspections, and strengthening enforcement of PCAOB rules and standards and other related laws and rules. People are at the heart of our mission at the PCAOB. As we carry out that mission, we strive to uphold the highest standards in audit quality with investors' families, savings, and futures in mind.

We are hiring mission-driven professionals interested in a career with purpose, competitive benefit offerings, and work-life flexibility. If you are interested in working with a group of talented professionals to protect investors and drive audit quality and innovation while adhering to the highest standards of ethical and professional conduct, join us.

What We Offer

At the PCAOB, we offer a highly competitive compensation and benefits package with a focus on the health and financial well-being of our valued team members. Some of the features of our comprehensive Total Rewards package include:

  • Compensation -We support transparency, equity, and fairness in our compensation programs and provide a reasonable estimate of the salary range, based on data-driven market analysis, for each job posting. While it is not typical for an individual to be hired at or near the top of the range, a reasonable estimate of the salary range for this role in Washington, DC (Headquarters) is $222,400/year - $348,480/year. Team members may also be eligible for performance-based discretionary awards.

  • Work Location- Staff will be assigned to the Washington, DC (Headquarters) office or another office as approved by the PCAOB.

  • Generous paid time off- Up to 6 weeks annually, in addition to 12 federal holidays, and 2 floating holidays and a year-end break December 28 - 31, 2026.

  • Highly competitive 401(k) matchand savings options- Immediate vesting and contributions matched dollar for dollar, up to 7 percent of eligible compensation. Roth in-plan conversion available.

  • Comprehensive and competitive health benefit offerings- Medical, dental, and vision plans

  • Supportive paid family leave benefits- Up to 16 weeks paid parental leave and up to 16 weeks paid caregiver leave

  • Life insurance benefits- Basic life and AD&D insurance provided; supplemental insurance also available

  • Education benefits- PCAOB staff qualify for thePublic Service Loan Forgiveness (PSLF)program. We also offer student loan repayment assistance, staff college tuition assistance, and college coach program support.

  • Well-being and family resources- Mental health and well-being resources, paid volunteer time, emergency child/adult dependent back-up care services, family-forming assistance, discounted gym memberships, employee assistance program (EAP), health advocate program, and more

  • Commuter benefits- Tax-free employer subsidy and pretax employee deductions

Position Summary

The Public Company Accounting Oversight Board (PCAOB) is seeking a Chief Learning Officer (CLO) for a full-time, regular position within the Office of Human Resources (OHR) in Washington, DC. Reporting to the Deputy Director, Employee Experience, the CLO will serve as a transformational leader responsible for developing and implementing the organization's learning and development strategy in alignment with the PCAOB's strategic plan including efforts to re-skill and up-skill staff with a focus on technical skills and emerging technologies, such as AI.

This pivotal role includes leadership and continuous innovation of PCAOB Elevate, our learning and development program. The individual in this position will deliver high-quality, cost-efficient learning solutions, facilitating staff skill enhancement for both current responsibilities and future organizational needs. Additionally, the CLO will design, execute, and evaluate the effectiveness of all learning and development initiatives to support professional growth and foster a culture of continuous learning.

Responsibilities

  • Design, develop, and lead an organizational-wide integrated curriculum framework that includes learning paths and case studies of actual audit, legal or economics best practices across the industry to present real-world examples regarding how such practices are evolving.

  • Lead transformation efforts to enable the re-skilling and up-skilling of staff, with a focus technical skills and emerging technologies, such as AI, including machine learning, generative AI.

  • Design and lead an effort to provide scalable learning and development programs to include engaging and interactive trainings that incorporate effective adult learning methodologies; leveraging a variety of delivery methods (instructor led onsite, online, self-directed , social learning, webinars, etc.) and practical on the job training (i.e., toolkits, job aides, etc.) for inspectors and other PCAOB professional staff as part of a comprehensive approach to enhance skills for current operations and prepare staff to meet the future needs of the organization.

  • Oversee, develop, recommend, and lead key strategic learning and development initiatives including management and executive leadership development, staff career development, and organizational development; and initiatives to support mentor programs, succession planning, secondments, rotations, and fixed term fellowship programs, such as the new 2-year fixed term Audit Practitioner Fellowship Program designed to offer an opportunity to work with the Office of the Chief Auditor on standard-setting and research initiatives.

  • Partner with Division/Office leaders to leverage existing in-house experience and unique institutional knowledge to assess, identify, and implement learning and development opportunities in support of organizational initiatives and allow staff to remain at the forefront of their profession.

  • Partner with the Chief Human Resources Officer (CHRO) and Deputy Director, Employee Experience, and senior leadership to ensure learning and development strategies are aligned with organizational initiatives, including the enhancement of the employee experience.

  • Provide strategic counsel to senior leadership on all organizational learning and development processes and issues.

  • Collaborate with OHR colleagues on implementing learning and development strategies.

  • Work with the CHRO and Deputy Director, Employee Experience, to successfully manage the organizational learning and development budget planning and execution process.

  • Identify, select, and manage relationships with external firms specializing in learning, talent, and organizational development to support initiatives.

  • Lead and execute projects to continuously evaluate and improve processes, procedures, content, and service delivery to ensure an effective and positive user experience.

  • Research best practices, legal developments, emerging trends, technological advancements, and benchmark comparisons to create innovative learning and development practices.

  • Track metrics and analytics that effectively measure, benchmark, and monitor the impact of learning and development strategies (pre- and post-training) on the organization and leverage metrics and analytics to modify and continuously improve offerings.

  • Manage, review, and analyze metrics with leadership to develop, and implement solutions, action plans, programs, and recommend policies.

  • Oversee the management of the Workday learning platform that effectively handles all aspects of the learning process, including administering, documenting, reporting, tracking, and delivery of learning and development programming.

  • Develop, manage, and retain a high-performing team of learning and development professionals while promoting a culture of continuous improvement in alignment with the PCAOB's values.

  • Perform the full range of supervisory duties, including evaluating employee performance; making recommendations for appointment and promotion; hearing and resolving complaints; identifying development and training needs; and other related supervisory tasks.

  • Other duties as assigned.

Qualifications

Education/Technical Expertise

  • Bachelor's degree from an accredited university in Human Resources, Industrial-Organizational Psychology, Organizational Development, Business, or a related field.

  • Minimum of 12+ years of experience leading and developing creative adult learning solutions that translate to positive behavioral change at the individual, team, and organizational level within a multi-faceted, geographically dispersed organization.

  • Strong understanding of the wide variety of firm audit methodologies and the industries in which they operate.

  • Experience developing training curriculums on AI literacy, reskilling for AI, and using AI-powered analytics to link learning directly to business objectives; familiarity leveraging AI to create personalized, workflow-embedded learning ecosystems is a plus.

  • Strong understanding of AI concepts, including machine learning, generative AI, and related data platforms.

  • Proven change management skills; ability to drive positive change and create the conditions to allow team members to continuously innovate and leverage technology effectively.

  • Proven success in the development and application of diagnostic tools (i.e., training evaluations, surveys, assessments, etc.) in planning and leading complex enterprise-wide learning and development initiatives and in implementing ways of continuously improving offerings.

  • Experience working with executives, managers, and staff on transformational planning and implementation of practical organization-wide learning and development strategies; ability to lead and influence operational and strategic planning to drive results.

  • Ability to build relationships and work strategically with leaders and others to drive a knowledge sharing program across the organization.

  • Ability to create an environment that encourages innovation, values continuous learning, and uses modern learning experience tools.

  • Must be able to handle employee-sensitive and business information with the utmost confidentiality.

  • Strong presentation skills and the ability to clarify and summarize issues and solutions to internal clients, business partners, and stakeholders.

  • Excellent analytical, problem-solving, and critical thinking skills; ability to apply these skills to drive improvement, short-term and long-term planning, and business decisions.

  • Ability to manage expectations effectively when handling multiple projects with competing deadlines while driving key deliverables.

  • Deep working knowledge of general HR policies.

  • A self-starter able to administer multiple assignments at any one time, where some assignments are routinely unstructured, requiring autonomy and independent judgment.

  • In-depth experience successfully harmonizing diverse and competing interests.

  • Ability to clearly articulate a position with sound logic, supporting empirical evidence, and impartiality.

  • Ability to effectively represent the organization to a variety of both internal and external constituencies.

  • Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.

Preferred Qualifications

  • MBA or master's degree.

  • Experience as a learning and development leader within an accounting organization or law firm.

  • Experience with Workday and other cloud based learning and development platforms.

  • CPA or Certified Learning and Development Professional (CLDP) or related credentials; SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

Desired Leadership/Management Skills and Abilities

  • Ability to drive a positive "tone at the top" of the organization and hold others accountable for doing the same.

  • Ensures that own behavior is consistent with the highest ethical standards and aligns with the values of the organization.

  • Must be able to motivate and inspire employees at all levels of the organization.

  • Proven ability to develop, coach, and mentor staff, providing constant feedback and clear direction.

  • Ability to promote collaboration by unifying teams, setting common goals, and incentivizing collaborative behavior.

  • Demonstrated success in establishing and maintaining positive working relationships with others, both internally and externally, to achieve the goals of the organization.

  • Ability to build credibility, organize effectively, delegate responsibility, solve problems quickly and communicate clearly.

  • Possesses the balance and emotional intelligence required to meet the diverse needs of the Divisions/Offices.

  • Proven ability to navigate and resolve various types of conflict in a timely and productive manner.

Equal Employment Opportunity

All PCAOB employees are entitled to equal opportunity and a professional work environment, free of discrimination and harassment. A workplace free of discrimination and harassment is fundamental to professional success and to the PCAOB's mission. The PCAOB will consider for employment all qualified applicants with criminal histories in a manner consistent with applicable law.

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