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Director Learning Development Jobs in New Jersey

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Director Learning Development information

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.

How much do directors of training and development make?

Directors of training and development typically earn a median annual salary of around $100,000 to $150,000, depending on industry, experience, and location. They often oversee learning programs, manage teams, and require strong leadership and instructional design skills.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions like coaching and mentoring, and 10% from formal training. As a Director of Learning Development, understanding this model helps design effective development programs that balance experiential learning with formal education.

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 jobs pay 500,000 a year in the US?

In the US, high-paying roles such as executive positions (CEOs, CFOs, COOs), specialized surgeons, and certain investment bankers can earn $500,000 or more annually. Senior leadership roles in large corporations, successful entrepreneurs, and top-tier technology executives also often reach this compensation level, especially with bonuses and stock options.

What does a director of learning and development do?

A director of learning and development oversees an organization's training and educational programs to improve employee skills and performance. They design strategies, manage teams, and collaborate with leadership to align learning initiatives with business goals, often utilizing learning management systems and requiring strong leadership and communication skills.
What are the most commonly searched types of Learning Development jobs in New Jersey? The most popular types of Learning Development jobs in New Jersey are:
What are popular job titles related to Director Learning Development jobs in New Jersey? For Director Learning Development jobs in New Jersey, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in New Jersey look for? The top searched job categories for Director Learning Development jobs in New Jersey are:
What cities in New Jersey are hiring for Director Learning Development jobs? Cities in New Jersey with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in New Jersey as of July 2026, with employment types broken down into 100% Full Time. Highlights an 33% Hybrid, and 67% Remote job distribution.

Sr. Director, Learning and Development

Accuity

Mount Laurel, NJ • On-site

Full-time

Posted 3 days ago

New

Job description

Sr. Director, Learning and Development
Department: Operations Enablement
Location: Remote
FLSA Status: Exempt
People Leader: Yes
Travel: Up to 15%
Summary
Company Summary
Accuity partners with hospitals and health systems through a technology-enabled, physician-led model that improves clinical documentation integrity, coding accuracy, reimbursement optimization, and quality outcomes.
Job Summary
The Senior Director, Learning & Development, is responsible for leading Accuity's learning strategy, instructional design, organizational capability development, and knowledge management functions across operational teams. This leader ensures employees, leaders, and operational partners possess the knowledge, skills, tools, and resources necessary to perform consistently, adapt to change effectively, and support the organization's continued growth and product expansion.
The Senior Director partners closely with Operations, Clinical Operations, Workforce Planning and Operational Deployment, Product, Technology, Project Management, and Executive Leadership to develop scalable learning solutions that improve employee readiness, reduce time-to-productivity, increase process consistency, and accelerate adoption of organizational change.
This role is responsible for building and evolving Accuity's learning and development capabilities, including new hire onboarding, role-based development, ongoing learning programs, documentation governance, knowledge management, and training strategies supporting new products, services, and operational initiatives.
Responsibilities
Learning Strategy and Organizational Capability Development
  • Develop and execute the organization's operational learning and development strategy across Clinical Operations, CDI, Coding, Revenue Cycle Operations, Denials, Quality, and related functions.
  • Establish scalable learning frameworks that support employee development, operational consistency, and organizational growth.
  • Partner with operational leaders to identify capability gaps and develop targeted learning solutions.
  • Align learning initiatives with strategic priorities, operational goals, quality expectations, and business outcomes.
  • Develop learning roadmaps that support evolving organizational needs and future-state operating models.

Instructional Design and Training Programs
  • Lead the design, development, implementation, and continuous improvement of training programs across operational functions.
  • Establish standardized instructional design methodologies and training development processes.
  • Oversee new hire onboarding programs, role-based training curricula, continuing education programs, and leadership development initiatives.
  • Ensure learning programs effectively support knowledge retention, application, and performance improvement.
  • Measure and improve training effectiveness through defined outcomes, performance metrics, and learner feedback.

Knowledge Management and Documentation Governance
  • Own and govern the organization's centralized operational documentation repository.
  • Establish standards, processes, and governance for creation, maintenance, review, and distribution of operational documentation.
  • Ensure alignment between standard operating procedures, training materials, operational workflows, and business practices.
  • Partner with operational leaders and subject matter experts to maintain accurate, current, and accessible documentation.
  • Create sustainable knowledge management practices that support organizational learning and scalability.

Change Management and Adoption Enablement
  • Serve as a key partner in organizational change initiatives by translating process, product, technology, and operational changes into effective learning and adoption strategies.
  • Develop communication, training, and reinforcement plans that support successful implementation of organizational initiatives.
  • Ensure changes impacting operational teams are appropriately documented, communicated, trained, and reinforced.
  • Monitor adoption and effectiveness of organizational changes and recommend improvements as needed.
  • Strengthen organizational readiness and adaptability through proactive learning and change management practices.

Product Expansion and Operational Readiness
  • Partner with Product, Technology, Operations, and Clinical Operations leaders to support commercialization and scaling of new products and service offerings.
  • Design and implement training strategies that enable rapid and effective deployment of new products, workflows, and operational capabilities.
  • Develop repeatable frameworks for product launch readiness, operational training, and adoption measurement.
  • Ensure learning programs support quality, consistency, and operational readiness during periods of growth and expansion.
  • Serve as a key stakeholder in operational readiness planning for strategic initiatives.

Leadership and Team Development
  • Lead, mentor, and develop a team of learning leaders, trainers, instructional designers, and learning professionals supporting multiple operations and clinical operations functions.
  • Evaluate existing organizational structures, capabilities, and resources and implement improvements that strengthen effectiveness and scalability.
  • Build a culture focused on continuous learning, accountability, innovation, and operational excellence.
  • Support succession planning, leadership development, and career growth within the Learning & Development organization.
  • Foster collaboration and alignment across functional learning teams.

Cross-Functional Collaboration
  • Partner closely with Workforce Planning and Operational Deployment to align learning strategies with workforce readiness and organizational capacity needs.
  • Collaborate with Project Management, Product, Technology, Reporting & Analytics, and operational leaders to support organizational priorities.
  • Act as a key connector across functions to ensure learning solutions reflect operational realities and business objectives.
  • Provide leadership with insights and recommendations regarding organizational capability development and learning effectiveness.
  • Promote enterprise-wide consistency in learning, communication, and process adoption.

Other Duties as Assigned
  • Perform other duties as assigned to support product development, business priorities, and organizational goals.

Qualifications
Education and Credentials
  • Bachelor's degree in Instructional Design, Organizational Development, Education, Healthcare Administration, Business Administration, Nursing, Health Information Management, or a related field required.
  • Master's degree in Organizational Development, Education, Learning & Development, Business Administration, Healthcare Administration, or a related discipline preferred.
  • Certifications in Instructional Design, Adult Learning, Organizational Development, Change Management, or related disciplines preferred.

Experience
  • Minimum of 7 years of progressive leadership experience in Learning & Development, Organizational Development, Talent Development, Training, or related disciplines.
  • Healthcare industry experience required, specifically supporting clinical workforces.
  • Experience designing and implementing scalable learning programs, instructional content, and organizational capability frameworks.
  • Demonstrated success building learning functions or programs during periods of growth, transformation, or operational change.
  • Experience establishing documentation governance, knowledge management practices, and operational learning frameworks.
  • Proven ability to improve employee readiness, training effectiveness, process consistency, and organizational adoption.
  • Experience partnering with executive leaders and operational stakeholders to align learning strategies with business objectives.
  • Experience supporting product launches, operational readiness initiatives, or organizational transformation efforts preferred.

Core Competencies
  • Learning Strategy and Capability Development
  • Instructional Design and Adult Learning Principles
  • Organizational Development
  • Knowledge Management and Documentation Governance
  • Change Management and Adoption
  • Training Effectiveness and Performance Improvement
  • Leadership Development and Coaching
  • Cross-Functional Collaboration and Influence
  • Strategic Thinking and Systems Perspective
  • Program Development and Execution
  • Communication and Facilitation Skills
  • Stakeholder Management
  • Operational Acumen
  • Problem Solving and Continuous Improvement
  • Accountability and Execution Discipline
  • Adaptability and Organizational Agility
  • Remote Leadership Effectiveness

Additional Requirements
1) Physical Requirements: The requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job with or without reasonable accommodations. Unless otherwise indicated, Accuity positions require interaction with people and technology while either sitting or standing. Employees must be able to communicate via phone, email, etc. and sit for extended periods of time, with or without reasonable accommodations. Physical effort and exposure to physical risk are limited to that of an office role / environment.
2) Position and Employment Statement: While this job description is intended to be an accurate reflection of the job requirements, management reserves the right to modify, add or remove duties from a job and to assign other duties as necessary and at any time. All positions at Accuity Delivery Systems, LLC, are at-will employment, and a position description is not a guarantee of a job or of job responsibilities.
While this job description is intended to be an accurate reflection of the job requirements, management reserves the right to modify, add or remove duties from a job and to assign other duties as necessary and at any time. All positions at Accuity are at-will employment, and a position description is not a guarantee of a job or of job responsibilities.

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