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Director Learning Development Jobs in Oregon (NOW HIRING)

Embark Behavioral Health

Clinical Director

Bend, OR

$105K - $115K/yr

... Director to lead clinical and nursing teams within our residential treatment center. This role ... learning, development, and programwide improvement. Qualifications * Independently licensed ...

Embark Behavioral Health

Clinical Director

Bend, OR

$105K - $115K/yr

... Director to lead clinical and nursing teams within our residential treatment center. This role ... to continuous learning, development, and programwide improvement. * Independently licensed ...

Embark Behavioral Health

Clinical Director

Bend, OR

$105K - $115K/yr

... Director to lead clinical and nursing teams within our residential treatment center. This role ... learning, development, and programwide improvement. Qualifications * Independently licensed ...

Embark Behavioral Health

Clinical Director

Bend, OR · On-site

$105K - $115K/yr

... Director to lead clinical and nursing teams within our residential treatment center. This role ... learning, development, and program-wide improvement. Qualifications * Independently licensed ...

Amerit Fleet Solutions

Career and learning development with an extensive training program through our Amerit University ... Direct experience with M&A integration, post-merger integration, HR diligence, or acquisition ...

Amerit Fleet Solutions

Career and learning development with an extensive training program through our Amerit University ... Direct experience with M&A integration, post-merger integration, HR diligence, or acquisition ...

Amerit Fleet Solutions

As the Director of Operations, you will oversee field operations, managing a team of over 100 ... Career and learning development with an extensive training program through our Amerit University

Amerit Fleet Solutions

As the Director of Operations, you will oversee field operations, managing a team of over 100 ... Career and learning development with an extensive training program through our Amerit University

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All JobsLearning Development 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 Jul 18, 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.

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 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
Clinical Development Generalist (RN)

Clinical Development Generalist (RN)

Samaritan Health Services

Salem, OR • On-site

Other

Re-posted 8 days ago

Samaritan Health Services rating

7.5

Company rating: 7.5 out of 10

Based on 65 frontline employees who took The Breakroom Quiz

231st of 886 rated healthcare providers

Job description

Summary

  • JOB SUMMARY/PURPOSE
    • In collaboration with clinical site(s), designs, plans, coordinates, implements, and evaluates clinical education programs to advance the Samaritan Health Services (SHS) healthcare teams’ clinical practice at designated clinical site(s). Supports system processes at the site level for staff orientation, competency assessment and development, and ongoing education.
  • DEPARTMENT DESCRIPTION

    • The Learning & Development department supports the development of necessary skills, knowledge, and competency across the SHS workforce and throughout the healthcare professional’s continuum of learning and development. The department cultivates a dynamic culture of continuous learning and professional growth, empowering SHS learners to deliver exceptional care and services through innovative learning programs and initiatives. 

  • EXPERIENCE/EDUCATION/QUALIFICATIONS
    • Current unencumbered Oregon RN license required.
    • Baccalaureate Degree in Nursing (BSN) required.
    • Healthcare Provider BLS required.
    • Board certification in Nursing Professional Development required within three (3) years of hire.
    • If appropriate, ACLS, PALS, and/or other life support certifications applicable to clinical practice area required within six (6) months of hire.
    • Three (3) years of direct care nursing experience required.
    • Experience with Microsoft Office applications, including PowerPoint, preferred.
    • Education experience, including assessing, planning, implementing, facilitating, coordinating, and evaluating learning activities, programs, and projects preferred.
  • KNOWLEDGE/SKILLS/ABILITIES
    • Communication - Effective written and oral communication skills to explain complex issues, exchange information between team members, and tactfully discuss issues. Ability to perform group presentations and listen to and understand complex information and ideas.
    • Time Management - Ability to organize, plan and prioritize work to complete within required time frames and to follow-up on pending issues. Ability to perform multiple tasks simultaneously and thrive in dynamic fast-paced environments and under pressure.
    • Adaptability/Flexibility - Ability to respond quickly and appropriately to urgent situations and to adjust actions to offer the best possible solutions to our internal and external customers.
    • Computer Literacy - Knowledge of electronic equipment, computer hardware and software. Ability to learn new applications, enter data, and manipulate and process information.
    • Problem Solving - Ability to identify complex problems, review related information, employ creativity and alternative thinking to develop and evaluate options and implement solutions.
    • Compliance - Ability to evaluate information to determine compliance with laws, regulations, or standards. Use knowledge and judgment skills to determine whether events or processes comply.
  • PHYSICAL DEMANDS

    • Rarely
      (1 - 10% of the time)

      Occasionally
      (11 - 33% of the time)

      Frequently
      (34 - 66% of the time)

      Continually
      (67 – 100% of the time)

      CLIMB - STAIRS

      LIFT (Floor to Waist: 0"-36") 60 or more Lbs

      SQUAT Static (hold >30 sec)

      KNEEL (on knees)

      SIT

      LIFT (Floor to Waist: 0"-36") 20 - 40 Lbs

      LIFT (Knee to chest: 24"-54") 0 – 20 Lbs

      LIFT (Waist to Eye: up to 54") 0 - 20 Lbs

      LIFT (Overhead: 54" and above) 0 - 20 Lbs

      CARRY 1-handed, 0 - 20 pounds

      CARRY 2-handed, 20 - 40 pounds

      SQUAT Repetitive

      ROTATE TRUNK Sitting

      REACH - Upward

      PUSH (20 - 40 pounds force)

      PULL (20 - 40 pounds force)

      STAND

      WALK – LEVEL SURFACE

      LIFT (Floor to Waist: 0"-36") 0 - 20 Lbs

      CARRY 2-handed, 0 - 20 pounds

      BEND FORWARD at waist

      ROTATE TRUNK Standing

      REACH - Forward

      MANUAL DEXTERITY Hands/wrists

      FINGER DEXTERITY

      PINCH Fingers

      GRASP Hand/Fist

      PUSH (0-20 pounds force)

      PULL (0-20 pounds force)

      None specified

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