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Director Learning Development Jobs in Nebraska (NOW HIRING)

Carson Group

Director, Learning & Development

Omaha, NE · On-site +1

$103K - $137K/yr

Experience supporting learning programs, curriculum development, cohort facilitation, or training logistics preferred. * Strong organizational and program management skills required. * Ability to ...

Becton, Dickinson and Company

The Associate Director, Sales Training for Connected Care partners with the Connected Care segment ... development, and continuous learning programs. * Partner with Global Sales Process leadership to ...

Becton, Dickinson and Company

The Associate Director, Sales Training for Medical Essentials partners with the Medical Essentials ... development, and continuous learning programs. * Partner with Global Sales Process leadership to ...

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All JobsDirector Learning Development JobsDirector Learning Development Jobs in Nebraska

Director Learning Development information

See Nebraska salary details

$41.5K

$108.3K

$175.4K

How much do director learning development jobs pay per year?

As of Jun 20, 2026, the average yearly pay for director learning development in Nebraska is $108,333.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,300.00 and $126,300.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Director of Learning and Development, and why are they important?

To thrive as a Director of Learning and Development, you need expertise in instructional design, organizational development, and adult learning theory, often supported by a degree in education, HR, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM-CP is typically required. Strategic thinking, leadership, and strong communication skills help you drive change and foster a culture of continuous learning. These skills and qualities are crucial for aligning learning initiatives with business goals and ensuring workforce development.

What is the difference between Director Learning Development vs Learning and Development Manager?

AspectDirector Learning DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; often prefers advanced certifications like CPLP or ATD certificationsSimilar educational background; certifications like CPLP or ATD are common but less frequently required
Work EnvironmentStrategic leadership role overseeing multiple teams or departments, involved in high-level planningOperational role focused on implementing training programs and managing teams
Employer & Industry UsageUsed in large organizations across various industries, especially where training is a strategic priorityCommon in organizations of all sizes, often as a mid-level position within HR or Learning departments

The main difference between a Director Learning Development and a Learning and Development Manager lies in scope and seniority. The Director typically leads strategic initiatives and manages multiple teams, while the Manager focuses on executing training programs and day-to-day operations. Both roles require similar credentials but differ in responsibilities and organizational level.

What are the most common challenges faced by a Director of Learning and Development when implementing new training programs across an organization?

One of the main challenges for Directors of Learning and Development is gaining buy-in from both leadership and employees for new training initiatives. Balancing diverse learning needs across different departments while ensuring consistency in delivery can also be complex. Additionally, measuring the effectiveness of programs and demonstrating their impact on business outcomes often requires careful planning and ongoing evaluation. Successful Directors typically overcome these challenges through strong communication, collaboration with stakeholders, and leveraging data-driven approaches to tailor and refine development strategies.

What does a Director of Learning and Development do?

A Director of Learning and Development is responsible for overseeing the strategy, design, and implementation of employee training and professional development programs within an organization. Their role involves assessing skill gaps, developing training initiatives, managing budgets, and ensuring that learning programs align with business goals. They work closely with leadership and HR teams to foster a culture of continuous learning, enhance employee performance, and support organizational growth.
What are the most commonly searched types of Learning Development jobs in Nebraska? The most popular types of Learning Development jobs in Nebraska are:
What are popular job titles related to Director Learning Development jobs in Nebraska? For Director Learning Development jobs in Nebraska, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Nebraska look for? The top searched job categories for Director Learning Development jobs in Nebraska are:
What cities in Nebraska are hiring for Director Learning Development jobs? Cities in Nebraska with the most Director Learning Development job openings:
Director Learning Development jobs near you
Director, Learning & Development

Director, Learning & Development

Carson Group

Omaha, NE • On-site, Remote

$103K - $137K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Job description

Who We Are
In an increasingly complex world where people are starving for someone they can trust, we stand for something simple: always put the client first. We do well by doing good for those we serve. It's the ultimate measure. We believe in providing value beyond a doubt and in the notion that time will either expose you or promote you, based on your willingness to embrace change.
We serve financial advisors and investors through three entities, each headquartered in Omaha, Nebraska: Carson Wealth, Carson Coaching and Carson Partners. We provide coaching and partnership services to advisor firms - and straightforward financial advice to the investing public. We all share a common mission to be the most trusted in financial advice.
Who We Want
Support advisor development programs by coordinating curriculum, training experiences, mentorship activities, and development resources for advisors at varying stages of growth. Partner with leadership to reinforce advisor career paths, strengthen development accountability, and support long-term engagement, capability, and succession readiness. Manage program operations, reporting, and cross-functional coordination to help scale advisor development frameworks as organizational needs evolve.
What To Expect
  • Advisor Development Program Support: Partner with leadership to design, build, and iterate advisor development curriculum and training experiences. Support advisor career pathing and development programs that build confidence, capability, and long-term engagement. Facilitate mentorship programs, council support, cohort scheduling, and immersive training experiences. Develop and maintain program materials, toolkits, and resources for advisors at varying stages of growth. Track advisor participation, engagement, and progress through development milestones.

  • Advisor Accountability & Coordination: Partner with leadership to identify skill gaps and support development solutions tied to advisor performance, client experience, growth, and succession readiness. Coordinate regular advisor check-ins, progress reviews, and accountability touchpoints. Maintain performance tracking systems and dashboards to surface trends in advisor development outcomes. Flag potential issues related to advisor performance, integration, or development readiness for appropriate escalation.

  • Program Operations & Cross-Functional Coordination: Coordinate with internal partners on program touchpoints involving advisor development, training, transition, compliance, and leadership alignment. Manage logistics for training events, workshops, and development cohorts. Evaluate program effectiveness and provide data-informed recommendations to improve program outcomes. Support succession planning documentation and readiness tracking across the advisor population. Identify opportunities to systematize and scale development frameworks as the advisor population and organizational footprint grows.

  • Other Duties: Perform additional tasks, duties, and responsibilities as needed or assigned by leadership to support departmental and organizational objectives.

What You Need
  • Bachelor's degree in Business, Finance, Organizational Development, or related field required. One year of relevant experience may be substituted for each year of required education.

  • Minimum of five years of experience in advisor support, financial services training, learning program coordination, or a coaching-adjacent role required.

  • Familiarity with wealth management advisory models, succession dynamics, or financial advisor career paths preferred.

  • Experience supporting learning programs, curriculum development, cohort facilitation, or training logistics preferred.

  • Strong organizational and program management skills required.

  • Ability to build trusted relationships with advisors, leaders, and cross-functional partners required.

  • Ability to balance strategic thinking with hands-on execution required.

  • Strong written and verbal communication skills required.

  • Proficiency with Microsoft Office, Google Workspace, learning platforms, reporting tools, or related systems preferred.

EEO Statement:
In exchange for your expertise, we offer a base salary, bonus potential, 401(k) plus matching, health benefits, and a great working environment. This is your chance to play a key role in the continued success of our company. Our culture is fast-paced, collaborative, innovative, and focused on healthy living. Carson strives to promote the health and wellness of its stakeholders by maintaining a tobacco-free workplace.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability, protected veteran status, sexual orientation, age or any other characteristic protected by law.
The total rewards expected for this role include:
  • Starting annual base salary between $103,750 - 137,500.
  • Variable compensation potential (Bonus and/or commissions)
  • Competitive benefits including 401(k) with company contribution, PTO, Parental Leave, Medical, Dental, Vision, Health Savings Accounts, Flexible Spending Accounts, Life and AD&D Insurance, Short and Long-Term Disability, Work/Life Benefits and Holistic Wellbeing Programs.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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