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Director Learning Development Jobs in Oregon (NOW HIRING)

Amerit Fleet Solutions

Sr. National Sales Director

The Sr. National Sales Director (NSD) will be an experienced hunter who will break into new large ... Career and learning development with an extensive training program through our Amerit University

MOBE, LLC

Your role at MOBE This is a contract to hire role As the Director, RN Case Management, you will be ... and Learning & Development to deliver a scalable program that drives measurable outcomes for ...

Internova Travel Group

Responsibilities The Director, Business Development- Air Partner Relations for Internova's Air, Car ... LinkedIn Learning webinars and courses. Discounted pet insurance and auto, home, & renters ...

Guidepost Montessori

Montessori Director

Beaverton, OR · On-site

... learning through authentic Montessori education. As part of our global network, you'll join a ... Ongoing leadership development and professional growth opportunities * Career advancement within a ...

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Showing results 1-20

All JobsDirector Learning Development JobsDirector Learning Development Jobs in Oregon

Director Learning Development information

See Oregon salary details

$46K

$120.1K

$194.5K

How much do director learning development jobs pay per year?

As of Jun 27, 2026, the average yearly pay for director learning development in Oregon is $120,131.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,700.00 and $140,100.00 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 Oregon? The most popular types of Learning Development jobs in Oregon are:
What are popular job titles related to Director Learning Development jobs in Oregon? For Director Learning Development jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Oregon look for? The top searched job categories for Director Learning Development jobs in Oregon are:
What cities in Oregon are hiring for Director Learning Development jobs? Cities in Oregon with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Oregon as of June 2026, with employment types broken down into 100% Full Time. Highlights an 75% In-person, and 25% Hybrid job distribution, with an average salary of $120,131 per year, or $57.8 per hour.

Managing Senior Director of Prospect Development

Oregon Health & Science University Foundation

Portland, OR • On-site

$126K - $168K/yr

Full-time

Medical, Dental, PTO

Posted 9 days ago

Job description

Salary is determined based on experience and the Foundation's structured pay bands, which include steps for growth and performance. Please see the "Pay" section for more details.
Priority Application Deadline
July 10, 2026
FLSA Status
Exempt
Starting Salary
$126,831 - $168,508 (Step I - Step II)
*More information about salary structure below
Work Location
Remote or Hybrid
*Note: remote candidates from states outside of Oregon may need to be employed through a Professional Employer Organization
About the Position
The Managing Senior Director of Prospect Development is a strategic leader who sets the vision for an integrated prospect development program-encompassing prospect identification, research, and prospect management- ensuring alignment with campaign and institutional goals. The role champions a culture of data integrity, portfolio health, and continuous improvement, enabling fundraisers to effectively qualify, prioritize, and engage high-capacity prospects. The Senior Director is responsible for building, leading, and advocating for a high-performing, industry-leading prospect development team that drives fundraising excellence.
This role also serves as a key partner to Advancement leadership, including the President's Office and Transformational/Principal Gifts teams, delivering actionable intelligence, portfolio strategy, and data-driven insights to advance the Foundation's most critical philanthropic priorities.
What You'll Be Doing
Direct Prospect Identification Research, and Prospect Management, Functions
  • Serve as the primary strategic advisor on prospect development to senior leadership, including the President's Office and Transformational Gifts function, ensuring alignment of prospect strategy with top institutional priorities
  • Oversee the development and health of prospect portfolios, ensuring appropriate segmentation, assignment, movement, and balance aligned with fundraising capacity and strategy
  • Lead Foundation-wide prospect identification strategy, including principal, transformational, and grateful patient pipelines
  • Provide oversight of high-integrity data supporting prospect identification, portfolio management and tracking, due diligence, feasibility studies, fundraising priorities, and grateful patient and family pipeline development
  • Establish and enforce data integrity standards across prospect records, research outputs, and portfolio data to support accurate reporting and decision making.
  • Develops and implements policies and standards for Prospect Development that drive strategic insight and support gift development at all levels.
  • Direct and continuously refine grateful patient prospect identification strategies, leveraging HIPAA compliant clinical data, screening, and partnerships with healthcare stakeholders
  • In partnership with Data Solutions & Insights, deliver forward-looking analytics, modeling and scenario planning to help identify the best prospects for the foundation and to guide campaign strategy and leadership decision making.
  • Supervise the development and execution of prospect identification plans, including electronic screening, data enhancements, and proactive media review
  • Provide leadership in prospect lifecycle management, including identification, assignment, movement, and clearance processes.
  • Review and evaluate new tools and vendors in Prospect Development

Leadership of Prospect Development Team
  • Build, lead, and advocate for a high-performing, collaborative, and innovative Prospect Development team recognized as industry experts
  • Establish a team culture centered on strategic partnership, accountability, continuous learning, and service excellence
  • Recruit, coach, and develop staff to function as trusted advisors to fundraisers and leadership, rather than transactional support
  • Establish clear expectations tied to portfolio health, prospect identification, and strategic impact
  • Create professional development pathways that position staff as leaders in prospect research, analytics, and prospect management disciplines
  • Actively represent and elevate the Prospect Development function across the organization, ensuring appropriate understanding of its strategic value and influence
  • Lead change management efforts related to process improvements, new tools, and evolving industry practices

Liaise with President's Office & Transformational Giving
  • Partner closely with the President's Office and senior advancement leadership on transformation and principal gift research and strategy, portfolio design, and pipeline development
  • Lead campaign prospect strategy, including identification of lead prospects and development of robust pipelines aligned with institutional priorities
  • Oversee campaign data infrastructure with a focus on accuracy, transparency, and insight into pipeline strength and gaps
Who You Are
  • Demonstrated ability to set vision and lead strategic prospect development program spanning prospect identification, research, and prospect management.
  • Deep knowledge of prospect lifecycle management, including identification, qualification, assignment, movement, and clearance processes.
  • Superior competencies with business and financial sources; ability to retrieve, organize and analyze complex information
  • Demonstrated understanding of prospect rating and wealth analysis
  • Ability to understand and effectively manage complex issues in a multi-tiered, academic medical institution
  • Exceptional ability to influence without authority and build partnerships with senior leaders, physicians, trustees, and fundraising teams.
  • Excellent written and verbal communication skills with the ability to translate complex information into actionable insights
  • Strong team-building and people management skills; capable of setting priorities, mentoring staff, and fostering a positive, inclusive, and accountable work environment
  • Culturally responsive; ability to engage effectively with diverse stakeholders
You Should Have
Required Qualifications
  • 10+ years of progressively responsible experience in prospect development, prospect research, analytics, or related strategic functions within higher education, healthcare fundraising, nonprofit, or similar environments. Demonstrated success in building and leading high-performing prospect development teams
  • Significant experience leading or shaping prospect management strategy and portfolio optimization at scale.
  • Demonstrated experience supporting principal and transformational gift initiatives and advising senior leadership.
  • Strong experience working with complex relational databases and fundraising CRMs.
  • Hands-on expertise using prospect screening tools and research platforms (e.g., iWave, DonorSearch, LexisNexis).
  • Proven success in developing, mentoring, and retaining high-performing teams.
  • Experience establishing or leading data governance and data integrity initiatives.
  • Experience collaborating with data analytics or business intelligence teams to deliver insights and modeling.

Preferred Qualifications
  • Proficient skills in Microsoft Word, Excel, Outlook and PowerPoint; advanced skills preferred
  • Experience working in a relational database (Kindsight AdvancementRM, Salesforce, or other complex fundraising CRM preferred)

We want to emphasize that there is no such thing as the perfect candidate; candidates who do not have all of the required experience are encouraged to apply.
Working Conditions
  • Occasional hours outside of normal work hours for meetings or programs
  • Prolonged use of a computer

Salary (Step I)
$126,381-$168,508 USD
Pay
Salary is dependent on experience. Each salary band is broken into three "steps," which correspond with an employee's experience/tenure, proficiency and performance in that specific role. New employees will typically start at step I of our pay band to allow for later growth, although more experienced candidates may be eligible to start at step II or III. The OHSU Foundation has a structured process for determining starting compensation, taking into account years of related experience, applicable skills, knowledge and abilities, market parity, and internal equity.
Benefits
The OHSU Foundation also offers an exceptional benefits package including:
  • Comprehensive medical and dental insurance.
  • Pension program (The Foundation contributes 12% of your annual salary to a pension);
  • 22 days of paid vacation, 11 paid holidays, 1 float holiday and 2 days of volunteer time off;
  • Professional development dollars for each employee;
  • Hybrid work allowance and much more!

Plus, we have a flexible work environment for those who prefer a hybrid work schedule, and we close early on Fridays during the summer. Want to learn more about our other amazing benefits? Check out our benefits page to learn more about our benefits.
Please note that benefits may vary for employees residing outside of Oregon, Washington, Arkansas, Alaska and Arizona, and Nevada due to state-specific regulations and coverage differences. Employees located outside of these states may be required to work through a Professional Employer Organization (PEO).
Our Core Values
If you require support or reasonable accommodation during the application or recruitment process, please submit a request through our Accommodation Request Form.
The OHSU Foundation is an Equal Opportunity Employer
The OHSU Foundation is committed to being an equal opportunity, affirmative action organization. In keeping with our beliefs and values, no applicant will face discrimination or harassment on the basis of any protected class status, including color, age, current or future military status, disability (physical or mental), gender, gender identity, genetic information, marital status, national origin, pregnancy, race, religion, sexual orientation, veteran status, or any other status protected by law.
The OHSU Foundation, as required by law, is making available a copy of Employee Rights and Responsibilities under the Family and Medical Leave Act.
The OHSU Foundation participates in E-Verify. By law we are required to make available the Notice of E-Verify Participation and the Right to Work.

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