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Chief Learning Officer Jobs in Colorado (NOW HIRING)

Sehinc

Crew Chief

Durango, CO

$34 - $44/hr

... has a CEO who cares enough to seek out one-on-one conversations ranging from 'How are you?' to ... learning!" - Civil Engineer * "This is the first company I've worked for with a true ...

Sehinc

Crew Chief

Denver, CO · On-site

$25 - $35/hr

... has a CEO who cares enough to seek out one-on-one conversations ranging from 'How are you?' to ... learning!" - Civil Engineer * "This is the first company I've worked for with a true ...

Short Elliott Hendrickson, Inc.

Crew Chief

Durango, CO · On-site

$34 - $44/hr

... has a CEO who cares enough to seek out one-on-one conversations ranging from 'How are you?' to ... learning!" - Civil Engineer * "This is the first company I've worked for with a true ...

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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 Sep 1, 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 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.

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.

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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 81% Full Time, and 19% Part Time. Highlights an 100% In-person job distribution, with an average salary of $132,694 per year, or $63.8 per hour.

Learning Strategy & Advisory Principal Director - Utilities

Accenture

Denver, CO • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Accenture Federal Services rating

8.7

Company rating: 8.7 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

51st of 499 rated business services

Job description

We are:

Accenture's Talent Reinvention Partner andwe'rehelping clients reinvent how people and organizations work, delivering leadership, talent, operating models, workforce intelligence, andchangesolutions to accelerate the workforce agenda in the age of AI. We develop forward thinking leaders who can lead effectively in anAI augmentedworkplace and navigate change with confidence. Our team is at the forefront of talent, HR, and organizational consulting, supporting clients across AI-enabled learning reinvention, capability transformation, skills strategy, and workforce performance.

You are:

A learning strategy advisor who combines deep consultingexpertisewith the senior presence and commercial instincts that drive practice growth. You lead complex engagements end-to-end, setting strategic direction, architecting solutions, and ensuring delivery excellence across your team.

You operate at the most senior levels of client organizations, often in the room with a Chief Learning Officer, Chief Talent Officer, or CHRO alongside your Managing Director, where your ability to build trust, shape thinking, and advance the conversation makes a tangible difference to Accenture's relationships and reputation. You have a sharp commercial eye: you read account dynamics, recognize emerging opportunities, and actively contribute to shaping proposals, designing pricing models, and building the pipeline that will define your path to Managing Director. Your consulting toolkit is complete (structured problem solving, hypothesis-driven analysis, executive storytelling, and precision slide craft), and you use it to translate high-stakes, ambiguous client challenges into strategies that are both intellectually rigorous andpractically deliverable.

You are also a developer of talent: you set the quality standard on every engagement and invest genuinely in the Managers and Consultants who work with you. And you are a builder of the practice itself: you stay relentlessly current with how AI is disrupting the learning field, translate emerging trends into original points of view, and actively develop the intellectual property and go-to-market capabilities that keep Accenture competitive in a market that is changing faster than ever.

The work:

  • Lead end-to-end learning strategy engagements, setting strategic direction, architecting solutions, overseeing delivery quality, and driving measurable outcomes for clients

  • Operate at senior client levels (CLO, CHRO, SVP Talent) alongside Managing Directors, building trusted relationships, shaping the strategic agenda, and advancing long-term commercial partnerships

  • Identifyand develop new commercial opportunities within existing and prospective accounts, contributing to proposals, pricing and commercial models, and go-to-market strategy for the Learning Performance & Innovation offering

  • Design and architect learning strategy solutions that are both intellectually rigorous and commerciallyviable, translating client needs into well-structured, scalable, and deliverable programs with clear business cases

  • Advise clients on learning vision, strategy, and operating model design, repositioning L&D as a strategic driver of business performance and workforce reinvention in the age of AI

  • Lead learning capability diagnostics and needs assessments, developing prioritized transformation roadmaps grounded in data, market benchmarks, and business context

  • Design AI-enabled learning operating models that embed automation, personalization, and analytics, spanning governance, roles, processes, technology, and vendor ecosystems

  • Connect learning strategy to business performance outcomes, defining measurement frameworks, learning KPIs, and analytics approaches thatdemonstrateROI and inform strategic investment decisions

  • Shape and deliver agentic learning strategies, helping clients embed AI-powered performance support and intelligent enablement tools into the everyday flow of work

  • Drive thought leadership in the learning advisory space, developing original points of view, building reusable IP and frameworks, and shaping Accenture's go-to-market capabilities as AI continues to disrupt how organizations design, deliver, and measure learning

  • Coach and develop Manager-level practitioners, raising the standard of delivery quality and buildinga strong teamculture across engagements

  • Represent Accenture at industry forums, client events, and thought leadership platforms to build eminence in the learning advisory space

Here'swhat you need:

  • Minimum of12 yearsof experience in learning strategy, organizational capability development, or talent consulting

  • Minimum of4 yearsof experience in a consulting or professional services environment

  • Minimum of3 yearsof experience leading client engagements at senior levels, including C-suite stakeholder management and executive advisory.

  • Minimum of3yearsof experience in the Utilities Industry.

  • Demonstrated fluency with generative AI platforms (including ChatGPT, Claude, and Google Gemini) as part of your day-to-day working practice; you should be able to speak concretely to how you have applied AI tools to improve the quality and speed of your deliverables.

  • Demonstrated ability to design and architect end-to-end consulting solutions and translate them into commerciallyviabledelivery and pricing models.

  • Proventrack recordcontributing to business development, including proposal development, RFP responses, account relationship management, and commercial opportunity identification.

  • Strong project management skills with the ability to oversee complex, multi-workstream engagements and develop junior team members simultaneously.

  • Core consulting skills: structured problem solving, hypothesis-driven analysis, executive storytelling, and high-quality slide and document writing.

  • Excellent interpersonal and relationship-building skills, with the ability toestablishtrust and influence at the most senior levels of client organizations.

  • Be ready to build those air miles with travel as needed.

Bonus points if:

  • You have experience designing agentic learning solutions or embedding AI-powered performance support tools into the flow of work.

  • You bringexpertisein learning measurement and impact frameworks (e.g., Kirkpatrick, Phillips ROI, learning analytics dashboards) and havedemonstratedthe ability to link learning programs to business outcomes.

  • You have led or significantly contributed to practice-buildinginitiatives:thought leadership, frameworks, eminence-building, or capability development within a consulting practice.

  • You hold an advanced degree or certification in adult education, learning science, organizational development, I/O psychology, or a related field.

  • You have worked with or advised on HR technology platforms (Workday, SAP SuccessFactors, Cornerstone) or LMS/LXP strategy andselection.

  • You bring deep industryexpertisein a sector where learning plays a critical enabling role (e.g., financial services, healthcare, energy, consumer goods).

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.

We anticipate this job posting will be posted until 10/09/2026.
Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits | Accenture


Role Location Annual Salary Range
California $163,000 to $434,000
Cleveland $150,900 to $347,200
Colorado $163,000 to $375,000
District of Columbia $173,500 to $399,300
Illinois $150,900 to $375,000
Maine $138,800 to $319,400
Maryland $163,000 to $375,000
Massachusetts $163,000 to $399,300
Minnesota $163,000 to $375,000
New York $150,900 to $434,000
New Jersey $173,500 to $434,000
Virginia $150,900 to $399,300
Washington $173,500 to $399,300

About Accenture

Accenture is a leading global professional services company that helps the world's leading businesses, governments and other organizations build their digital core, optimize their operations, accelerate revenue growth and enhance citizen services-creating tangible value at speed and scale. We are a talent- and innovation-led company with approximately 791,000 people serving clients in more than 120 countries. Technology is at the core of change today, and we are one of the world's leaders in helping drive that change, with strong ecosystem relationships. We combine our strength in technology and leadership in cloud, data and AI with unmatched industry experience, functional expertise and global delivery capability. Our broad range of services, solutions and assets across Strategy & Consulting, Technology, Operations, Industry X and Song, together with our culture of shared success and commitment to creating 360 value, enable us to help our clients reinvent and build trusted, lasting relationships. We measure our success by the 360 value we create for our clients, each other, our shareholders, partners and communities.

Visit us atwww.accenture.com

What We Believe

We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.

Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities.Read more here

Requesting An Accommodation

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at 1 (877) 889-9009 or send us anemailor speak with your recruiter.

Equal Employment Opportunity Statement

We believe that no one should be discriminated against because of their differences.All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, military veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by applicable law.Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

For details, view a copy of the Accenture Equal Opportunity Statement

Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities.

Accenture is committed to providing veteran employment opportunities to our service men and women.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at Accenture a criminal conviction history is not an absolute bar to employment.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, pleaseclick herefor additional important information.

Please read Accenture'sRecruiting and Hiring Statementfor more information on how we process your data during the Recruiting and Hiring process.

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