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Chief Learning Officer Jobs in Colorado (NOW HIRING)

Jobtailor

Chief Operating Officer

Denver, CO · On-site

$250 - $380/hr

Partner with the CEO to agree the internal communications strategy, including how change is ... management, and enterprise learning and development. * Drive a culture of accountability ...

Stryker Corporation

Chief Financial Officer

Denver, CO · On-site

$150 - $210/hr

Reporting to the President & CEO, the CFO is the Foundation's principal steward of financial ... Commitment to learning and collaboration. * Alignment with the Foundation's values and commitment ...

Santacruz

President & CEO

Colorado Springs, CO · On-site

$90 - $130/hr

The President & CEO for Visit Colorado Springs (VCOS) is responsible for leading daily operations ... If interested in learning more about this great opportunity, please contact our SearchWide Global ...

Socket.dev

Chief Technology Officer

Greenwood Village, CO · On-site

$250 - $300/hr

Identify where AI, machine learning, and automation can improve data ingestion, anomaly detection ... The CTO's job is to help turn that foundation into a platform that scales. For the right leader ...

Stryker Corporation

Chief Executive Officer

Denver, CO · On-site

$626 - $736/hr

Over the past decade, CHF has used data, community insight, and learning to focus its resources ... The CEO must protect and deepen CHF's commitment to health equity, resisting pressure to soften ...

Ascent CFO Solutions

Fractional Controller

Denver, CO · On-site

At Ascent CFO Solution s, we are a leading Fractional CFO services firm dedicated to providing ... Passion for collaboration and providing excellent client service * Tech-Savvy, comfortable learning ...

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All JobsChief Learning Officer JobsChief Learning Officer Jobs in Colorado

Chief Learning Officer information

See Colorado salary details

$102K

$132.7K

$164.6K

How much do chief learning officer jobs pay per year?

As of Aug 11, 2026, the average yearly pay for chief learning officer in Colorado is $132,694.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,400.00 and $163,500.00 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 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.

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.

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.

More about Chief Learning Officer jobs
What are popular job titles related to Chief Learning Officer jobs in Colorado? For Chief Learning Officer jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Chief Learning Officer jobs in Colorado look for? The top searched job categories for Chief Learning Officer jobs in Colorado are:
What cities in Colorado are hiring for Chief Learning Officer jobs? Cities in Colorado with the most Chief Learning Officer job openings:
What are popular job titles related to Chief Learning Officer jobs in CO? For Chief Learning Officer jobs in CO, the most frequently searched job titles are:
Chief Learning Officer jobs near you
Infographic showing various Chief Learning Officer job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 22% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $132,694 per year, or $63.8 per hour.

Chief Operating Officer

Jobtailor

Denver, CO • On-site

$250 - $380/hr

Other

Posted 28 days ago

Job description

Responsibilities
  • Own IO’s operational model, including the structures, systems, and rhythms that keep the organisation coherent across business units and geographies.
  • Build the frameworks that enable functional autonomy while maintaining enterprise-wide alignment.
  • Serve as the primary operational decision-maker for the company, with a clear view of what is happening, what is stuck, and what needs to change. This includes decision authority on facilities costs and M&A costs.
  • Manage IO’s Book of Work, including what is in flight, what is next, what is blocked, and what needs to stop.
  • Lead the Executive Committee, driving the operating cadence of the executive team, including agenda, decisions, and follow-through.
  • Set the meeting philosophy for the executive team: meetings exist to answer why IO is not hitting its KPIs and what remedy needs to be installed.
  • Partner with the CEO to agree the internal communications strategy, including how change is explained and adopted across the company.
  • Own the design and deployment of IO’s business operating system, including the frameworks, workflows, metrics, and governance structures that enable the organisation to run at scale without person-dependency.
  • Partner with the Business Operating System Design team to ensure the operating model is built for adoption, and that it works for the people using it.
  • Lead the transition from informal processes to systematic, AI-enabled infrastructure, replacing individual expertise with scalable, institutional knowledge.
  • Ensure the operating system continuously adapts through feedback loops and AI-driven insights, so that the infrastructure improves itself over time.
  • Identify the metrics that matter for the survival and success of the business, and build the operating system tuned to those metrics.
  • Set the KPI framework across the organisation, including how KPIs are defined, cascaded, measured, and reviewed.
  • Ensure decisions are grounded in measurement, and hold executive peers and function leaders accountable for the metrics in their domain.
  • Drive continuous improvement through visible, quantitative signals rather than opinion or narrative.
  • Support the CTO in the rebuild of IO’s engineering and delivery organisation, providing the operational scaffolding, governance, and enterprise services required.
  • Partner with the CTO to help import the operating disciplines of elite software companies, including delivery discipline, product‑engineering collaboration, and technical hiring standards, into IO’s wider operating model.
  • Partner with the CTO and the Chief People Officer on technical headcount strategy and workforce planning, ensuring IO can attract and retain the calibre of engineers and product leaders the mission requires.
  • Support the integration of engineering velocity and delivery metrics into IO’s performance management framework, so that delivery is measurable and improving.
  • Drive the Enterprise Services model, ensuring People, ICT, Finance, and Legal operate as a coherent, SLA‑driven internal service capability.
  • Set service standards and performance expectations across enterprise functions, and hold function leaders accountable for delivery.
  • Own contracts management, procurement, and vendor strategy at the enterprise level, including major supplier relationships and cross‑functional contracts.
  • Own enterprise facilities, workplace, and remote‑first operations, including how IO supports a globally distributed workforce.
  • Set IO’s strategy for how AI is used across the business, partnering with the VP of AI and Data to build AI‑first workflows across operations.
  • Own the workforce architecture model, including where AI agents operate, where humans direct, and how that balance evolves.
  • Apply cybernetic principles, including feedback loops, requisite variety, and distributed control, to real operational problems, and design systems that self‑regulate and improve.
  • Champion IO as a demonstration case for what an AI‑enabled organisation can achieve, including the practical build‑out of agentic systems in support of operations.
  • Work with the Chief People Officer (CPO) to ensure IO attracts, develops, and retains the talent it needs to execute its mission.
  • Partner with the CEO and CPO on organisational design decisions, acting as the operational architect of the structure while the CEO sets strategic direction.
  • Partner with the CPO to oversee compensation frameworks, performance management, and enterprise learning and development.
  • Drive a culture of accountability, psychological safety, and continuous improvement, and set the standard through how the role operates.
  • Champion leadership excellence across the functions in the COO’s remit.
  • Hold group‑level budget authority across the functions in the COO’s remit, ensuring resources are always allocated to strategic priorities.
  • Partner with the CFO to deliver rigorous annual and quarterly budgeting, reliable reporting, and a clear view of IO’s financial health.
  • Bring strong risk and cost sensing to major operational decisions, including a clear‑eyed view of sunk costs, hidden dependencies, and what IO is signing up for when it commits.
  • Ensure Legal and Compliance operate proactively, identifying risks before they become incidents.
  • Own enterprise operational risk, business continuity, and incident response at the executive level.
  • Partner with ICT and Legal on information security, data governance, and privacy at enterprise level.
  • Own the operating model of IO’s Venture Studio, including how ventures are incubated, resourced, and moved through the studio pipeline.
  • Ensure ventures have access to the enterprise services they need, and that shared infrastructure scales with the portfolio.
  • Partner with the CTO, Chief Product Officer, and Chief Innovation Officer on the operational side of technical incubation and spin‑outs.
  • Act as the CEO’s operational peer, taking the weight of running the company so the CEO can operate at highest leverage on strategy, external relationships, research direction, and ecosystem leadership.
  • Represent IO in high‑stakes operational and governance contexts, including board reporting, regulatory conversations, and partner negotiations.
  • Build and maintain strong relationships with IO’s functional leaders, board members, and key external partners.
  • Tell the CEO what needs to be heard, with the honesty and directness that peer‑level trust requires.
  • Oversees organisation‑wide and enterprise‑level operational functions across IO, including Enterprise Operations, ICT, AI, People, Finance, Legal, and Venture Studio operations.
  • Manages multiple VPs and divisional leaders across those functions.
  • Influences the company’s overall direction and performance through broad functional leadership.
  • Shapes and aligns organisation‑wide strategic decisions alongside the CEO and President.
  • Ensures that functional areas, including finance, operations, technology, and people, are aligned to support key growth and transformation goals.
  • Operates with executive‑level autonomy to set policies, allocate resources, and shape strategic initiatives across the operational domain.
Requirements
  • Extensive experience as a progressive leader, including significant time at C‑suite or equivalent executive level with a broad functional remit.
  • Proven track record leading operations at scale inside an engineering‑led company. The industry (software, hardware, chemical, or other) matters less than the depth of operational experience in an engineering environment.
  • Experience leading multiple functions simultaneously, including operations, people, finance, and technology‑adjacent functions, in a complex, global organisation.
  • Experience leading large‑scale organisational transformation, particularly transitions to distributed operating models.
  • Background at a world‑class software or technology company in a senior operational or general management role.
  • Experience as a genuine peer or operational partner to a CEO or founder, operating as a co‑leader rather than as a subordinate executing instructions.
  • Strong background in OKR design, governance frameworks, and cross‑functional programme delivery.
  • Demonstrated experience of AI, agentic systems, and AI‑enabled operations, including hands‑on experimentation and experience building agentic systems.
  • Familiarity with Web3, blockchain, or deep tech is advantageous, and intellectual curiosity about the space is required.
  • Advanced degree in Computer Science, Engineering, Business, or equivalent professional experience.
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