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Director Learning Development Jobs in New Mexico

Bristol Myers Squibb

This position reports to the Director, US Commercialization Learning, NeuroScience. In this role ... Co-development and facilitation of POA meetings, new hire Classroom Workshops, and other training ...

North Central Regional Transit District

$27.61 - $41.41/hr

Manages and administers the District's learning management system (LMS), including course content ... Partners with department directors, managers, and supervisors to identify skill gaps, training ...

Asda

Leadership & Talent Development Manager

House, NM · Hybrid

$128K/yr

Ensure leadership learning connects clearly to our HR through-the-line principles and helps leaders ... direct coaching delivery. * Build strong relationships with key stakeholders, ensuring the ...

KabaFusion

Nursing Coordinator PT 30+

Albuquerque, NM · On-site

Our Nursing Coordinators have direct interaction with our patients and are the first voice they ... Learning & Development Programs * Perks... includes discounts on travel, cell phone, clothing, and ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in New Mexico

Director Learning Development information

See New Mexico salary details

$42.2K

$110.1K

$178.3K

How much do director learning development jobs pay per year?

As of Jul 25, 2026, the average yearly pay for director learning development in New Mexico is $110,109.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,700.00 and $128,400.00 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.

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 Mexico? The most popular types of Learning Development jobs in New Mexico are:
What are popular job titles related to Director Learning Development jobs in New Mexico? For Director Learning Development jobs in New Mexico, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in New Mexico look for? The top searched job categories for Director Learning Development jobs in New Mexico are:
What cities in New Mexico are hiring for Director Learning Development jobs? Cities in New Mexico with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in New Mexico as of July 2026, with employment types broken down into 100% Full Time. Highlights an 33% Hybrid, and 67% Remote job distribution, with an average salary of $110,109 per year, or $52.9 per hour.
HR Learning and Development Specialist

HR Learning and Development Specialist

Concierge

Lovington, NM • On-site

Full-time

Posted 16 days ago

Job description

The Learning and Development Specialist assists NLHD managers with developing a culture of continuous learning for all staff to ensure high quality service delivery. Plans and deploys the Annual Employee Summit. Maintains and builds the LMS of NLHD. Ensures compliance to annual competencies for accreditation and regulatory agencies.

  • Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives
  • Design, plan, organize, or direct new employee and departmental orientation, and leadership development programs for employees, including physicians/providers
  • Devise programs to develop executive potential among employees in lower-level positions
  • Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials
  • Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures

Values
i - Innovation
"Think Forward" "Set Out-Of-The Box Goals" "Exploring new possibilities" I am the change agent that advocates for our customers. I think outside of the box to create Exceptional experiences that set us apart. I look for solutions and think of new ways to solve problems, even if it is outside of my department.
C - Compassion
"Demonstrate genuine concern" "Display a Selfless attitude" I show kindness in every interaction. I strive to build trust with our co-workers and customers. I will communicate with our co-workers and customers in a way they understand. I will make time to address our co-workers and customers' needs.
A - Accountability
"Show integrity" "Accept Ownership & Responsibility" I will demonstrate integrity by doing the right thing, being honest and having strong moral principles. When mistakes occur, I take the necessary steps to correct them, without dismissing patient concerns and follow through until resolution. I fully document actions taken to ensure continuity of care. I communicate expectations and follow up within defined time frames and provide updates as I understand them for my customers and teammates.
R - Respect
"We value diversity" "Respect is earned" I treat all people with dignity and respect, regardless of their beliefs. I do not use negative/derogatory language. I accept constructive feedback and suggestions for the greater good.
E - Empowerment
"Share Knowledge" "Take Action" I will share knowledge to empower others and encourage them to make informed decisions. I encourage others to reach their full potential. I will encourage trying new things, diverse ideas, and learning from our mistakes. I have the freedom to do what is right for our customers.

ORGANIZATION EXPECTATIONS:

Communication

The process of sending and receiving messages with words, verbally, written or in sign language.

Customer Focus

Identifying and responding to current and future patient and other customers' needs; providing excellent service to internal and external patients and other customers.

Initiative

Identifying and dealing with issues proactively and persistently; seizing opportunities that arise.

Self-Development

Lifelong, voluntary, and self-motivated learning.

Teamwork

Effectively work and complete assignments in group settings. Works independently and cooperatively with others to achieve common goals.

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