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Director Learning Development Jobs in Ohio (NOW HIRING)

Process Technology

Director of Talent

Willoughby, OH · On-site

Leadership Team | Senior Management Position Overview The Director of Talent serves as the senior ... Talent & Development (T&D) • Design and lead learning, development, and leadership programs ...

Wright State University

Community Director

Dayton, OH · On-site

$44K/yr

The Community Director will create an administratively efficient, comprehensive and responsive student-centered educational program that positively influences student learning & development while ...

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All JobsDirector Learning Development JobsDirector Learning Development Jobs in Ohio

Director Learning Development information

See Ohio salary details

$41.4K

$108K

$174.9K

How much do director learning development jobs pay per year?

As of Jun 25, 2026, the average yearly pay for director learning development in Ohio is $108,021.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,000.00 and $126,000.00 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 Ohio? The most popular types of Learning Development jobs in Ohio are:
What are popular job titles related to Director Learning Development jobs in Ohio? For Director Learning Development jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Ohio look for? The top searched job categories for Director Learning Development jobs in Ohio are:
What cities in Ohio are hiring for Director Learning Development jobs? Cities in Ohio with the most Director Learning Development job openings:
Director Learning Development jobs near you
Director of Talent

Director of Talent

Process Technology

Willoughby, OH • On-site

Full-time

Posted 28 days ago

Job description

Description
Reports to: Chief Executive Officer
Role Type: Leadership Team | Senior Management
Position Overview
The Director of Talent serves as the senior leader for all Talent related disciplines across the organization, including Human Resources, Compliance, Talent & Development (T&D), Talent Management, and organizational culture. As a key member of the Leadership Team, this role is responsible for setting the strategic direction of the Talent function and ensuring its execution aligns with the company's growth objectives, values, and long term vision.
This leader will partner closely with the CEO and executive team to build scalable people systems, develop high performing teams, and ensure regulatory compliance while fostering a strong, inclusive, and performance driven culture.
Key Responsibilities
Strategic Leadership
• Set and own the enterprise wide Talent strategy, aligned with company goals and business growth.
• Serve as a trusted advisor to the CEO and Leadership Team on workforce strategy, organizational design, succession planning, and leadership development.
• Translate business strategy into actionable Talent initiatives with measurable outcomes.
Human Resources & Talent Management
• Oversee all HR functions, including recruitment, onboarding, compensation, benefits, team member relations, performance management, and retention.
• Lead workforce planning and talent acquisition strategies to ensure the organization attracts and retains top talent.
• Establish and continuously improve people processes, policies, and systems to support scale and efficiency.
Talent & Development (T&D)
• Design and lead learning, development, and leadership programs across all levels of the organization.
• Build clear career paths, competency frameworks, and succession plans.
• Champion continuous learning and leadership excellence.
Compliance & Risk Management
• Own all HR related compliance activities, including employment law, labor regulations, internal policies, and audits.
• Ensure consistent application of policies and proactive risk mitigation.
• Partner with Legal and Finance as needed on regulatory and compliance matters.
Culture & Engagement
• Act as a steward of the company's values and culture.
• Drive team member engagement, feedback mechanisms, and organizational health initiatives.
• Lead change management efforts during growth, transformation, or restructuring.
Team Leadership
• Build, lead, and develop the Talent Team, ensuring clarity of roles, accountability, and high performance.
• Foster collaboration across functions and geographies.
• Mentor and develop future leaders within the Talent organization.
Qualifications & Experience
• 10+ years of progressive leadership experience in Talent, Human Resources, or People Operations, with demonstrated strategic impact.
• Proven experience leading multiple Talent disciplines (HR, Compliance, Learning & Development, Talent Management).
• Prior experience working closely with a CEO and executive leadership team.
• Strong understanding of employment law, HR compliance, and best practices.
• Track record of building scalable people systems in a growing or complex organization.
• Exceptional leadership, communication, and influencing skills.
• Data driven mindset with experience using metrics to guide decisions.
What Success Looks Like
• A clear, forward looking Talent strategy that supports business growth.
• Strong leadership bench and succession plans across the organization.
• High team member engagement and retention.
• Scalable, compliant, and efficient people processes.
• A Talent function viewed as a strategic partner to the business.

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