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Director Learning Development Jobs in Oregon (NOW HIRING)

dbt Labs

OR · On-site

US Remote (North Central Region) About the Role We're looking to hire an Enterprise Sales Director ... Learning & Development * Office Space Compensation We offer competitive compensation packages ...

Consertus, Inc.

Associate Director, Business Development

OR · On-site +1

$140K - $160K/yr

The Associate Director, Business Development is a senior proposal expert who knows what great looks ... Access to Consertus Academy for continuous learning and development How to Apply: If you're ...

Ivanti

Principal Public Sector Sales Account Director

OR · On-site +1

The Principal Public Sector Sales Account Director -at Ivanti is a key leadership member focused on ... Learning & development: Grow your skills with access to best-in-class learning tools and programs.

Clarvida

Human Resources Business Partner

Portland, OR · Hybrid

$82K - $90K/yr

... directed to Employee Relations, LOA/ADA, HR Operations, Learning & Development, and Talent Acquisition. Responsibilities • Partner with assigned Operations leaders to understand business priorities ...

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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 May 29, 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 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 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 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 May 2026, with employment types broken down into 81% Full Time, 17% Part Time, 1% Temporary, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $120,131 per year, or $57.8 per hour.
Asst Director of Staff Training & Development

Asst Director of Staff Training & Development

Lines for Life

Portland, OR • On-site

$73K - $84.45K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

This job post has expired today. Applications are no longer accepted.

Job description

Lines for Life Job Description Portland Oregon Office

Position Title: Assistant Director of Staff Training & Development

Status: Full-Time/Exempt

Location: Portland, Oregon office - Strong preference for someone who can work a hybrid in-person and remote schedule. Openness to considering 100% remote.

Reports To: Director of Clinical Training

Schedule: Monday -Friday, but may require working some weekends and evenings to meet staff training needs.

Salary: $73,000 - $84,448 annually, depending on experience and licensure. Lines for Life offers a great benefits package valued at over $14,750 per year, including $11,400 in premium coverage for employee health, vision and dental coverage, full coverage of short and long-term disability and life insurance premiums; a matching 401K plan equivalent to 3% of the annual salary during the first 2 years of employment after passing the match eligibility date; as well as a flexible spending plan; an employee assistance program; and a free Fitbit.

Application Deadline: May 28th, 2026

Position Overview

The Assistant Director of Staff Training and Development leads the design, implementation, and continuous improvement of training systems that support a high-quality, mission-driven workforce. This role oversees crisis line training programs and ensures organization-wide alignment of onboarding, annual training, and continuing education in partnership with Human Resources and department leadership.

Key Responsibilities
  • Provide direct supervision, coaching, and performance management for clinical training staff, ensuring high-quality instruction and consistent training delivery
  • Oversee the development, implementation, and evaluation of all crisis line training programs. This may include development and delivery of training content.
  • Ensure training programs align with clinical best practices, accreditation standards, and organizational policies
  • Partner with Human Resources to design and implement organization-wide onboarding and annual training requirements across all departments
  • Collaborate with HR and leadership to identify training needs and ensure staff at all levels have access to appropriate professional development opportunities
  • Oversee systems and processes for tracking training completion and contract/accreditation compliance
  • Monitor and analyze training data to assess effectiveness, identify gaps, and drive continuous quality improvement
  • Interface with HR as needed to facilitate comprehensive performance management, particularly with new staff during the onboarding process.
  • Ensure consistency and quality of training delivery across remote and geographically distributed teams
  • Lead the integration of new training initiatives related to emerging clinical practices, technology platforms, and organizational priorities
  • Provide strong project management support including coordination of interdepartmental initiatives.
  • Represent training in crisis lines quarterly and annual reports, accreditation processes, grant and contract opportunities, and other collaborative spaces and associated meetings.


Required Qualifications
  • Master’s degree in Behavioral Health, Counseling, Social Work, Psychology, Education, or a related field
  • Minimum of 3 years of experience in crisis intervention, preferably in phone and/or text-based interactions
  • At least 3 years experience in training/education, workforce development, or clinical supervision, preferably within crisis services or behavioral health settings
  • At least 2 years of leadership or supervisory experience, including direct oversight of staff
  • Demonstrated experience designing and implementing training programs, including onboarding and continuing education
  • Strong knowledge of adult learning principles, instructional design, and training evaluation methods
  • Excellent communication, leadership, and cross-functional collaboration skills
  • Ability to adopt and build proficiency in new technology quickly.

Preferred Qualifications

  • Experience working with remote or distributed teams
  • Experience partnering with Human Resources on performance management and staff development initiatives
  • Familiarity with training compliance requirements, accreditation standards, and quality assurance processes in behavioral health or crisis services
  • Experience with learning management systems (LMS) or other systems used to track training completion and compliance
  • Preference for candidates with a Master's degree in Social Work that possess the ability to supervise MSW interns


This job description is not meant to be an all-inclusive list of duties and responsibilities but, constitutes a general definition of the position's scope and function in the company.


EEO: Lines for Life strives to create a diverse, inclusive environment to better represent the communities that we serve. We are an equal opportunity employer. Lines for Life shall not discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, or national origin. However, it shall not be a violation of this clause for Lines for Life to extend a publicly announced preference in employment to Indians living on or near an Indian reservation, in connection with employment opportunities on or near an Indian reservation, as permitted by 41 CFR 60-1.5

All Lines for Life employees must be approved to work by the Oregon Department of Human Services’ Background Check Unit. Background checks are completed after a conditional offer of employment has been extended.