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Director Learning Development Jobs in Texas (NOW HIRING)

Gartner

Learning Designer

Irving, TX · On-site

This role will report to the Associate Director, Learning and Development. What you'll do: * Design and develop learning experiences and multi-modal learning programs (e.g., e-learning, instructor ...

Gartner, Inc.

Learning Designer

Irving, TX · On-site

This role will report to the Associate Director, Learning and Development. What you'll do: * Design and develop learning experiences and multi-modal learning programs (e.g., e-learning, instructor ...

Gartner

Learning Designer

Irving, TX

This role will report to the Associate Director, Learning and Development. What you'll do: * Design and develop learning experiences and multi-modal learning programs (e.g., e-learning, instructor ...

Hp

Director, Executive Development Solutions

Spring, TX · On-site

Director, Executive Development Solutions Description - HP is redefining the future of work through ... The Talent and Learning team provides development and skill-building solutions that unlock the ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Texas

Director Learning Development information

See Texas salary details

$40.5K

$105.9K

$171.4K

How much do director learning development jobs pay per year?

As of Jun 13, 2026, the average yearly pay for director learning development in Texas is $105,857.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $123,400.00 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.

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 Texas? The most popular types of Learning Development jobs in Texas are:
What are popular job titles related to Director Learning Development jobs in Texas? For Director Learning Development jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Texas look for? The top searched job categories for Director Learning Development jobs in Texas are:
What cities in Texas are hiring for Director Learning Development jobs? Cities in Texas with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Texas as of June 2026, with employment types broken down into 95% Full Time, 3% Part Time, 1% Temporary, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $105,857 per year, or $50.9 per hour.

Director of Talent and Learning

Green Oaks Nursing & Rehabilitation

Arlington, TX • On-site

Full-time

Posted 11 days ago

Job description

Position Summary

The Director of Talent & Learning serves as the facility’s employee ambassador and culture champion, fostering a positive and inclusive workplace. This role leads all aspects of talent acquisition, onboarding, employee engagement, learning and development, and compliance. As a pivotal business partner, the Director ensures the candidate and employee experience reflects HMG’s mission to “Take Care of People” by driving retention, engagement, and workforce excellence.
The Director will consult with the Administrator, Director of Nursing, and regional leadership to ensure competent staffing, talent utilization, and continuous development of team members. This role also provides coaching, leadership development, and consultative support across the facility to strengthen engagement, belonging, and culture.

Essential Duties & ResponsibilitiesTalent Acquisition & Onboarding
  • Manage the recruitment process from job postings to onboarding, ensuring compliance with personnel file standards.
  • Establish connections and seek innovative avenues to drive applicant traffic.
  • Partner with Staffing Coordinators, Directors of Nursing, and Administrators to anticipate scheduling needs and optimize labor utilization.
  • Lead the candidate experience through clear communication, timely follow-up, structured onboarding, and a welcoming orientation process.
  • Confirm licensure/certification standing for all new hires and ensure pre-hire checks are completed before orientation.
  • Conduct daily follow-ups with new hires during the introductory period to support retention.
Employee Experience & Culture
  • Create and maintain an atmosphere of warmth, inclusion, and trust throughout the facility.
  • Enhance employee experience through meaningful conversations, coaching, and development opportunities.
  • Support recognition, retention, and engagement programs (HMG Cares, HMGU, Mad Genius, STAR Award, contests, team building, etc.).
  • Coordinate staff milestones and celebrations (birthdays, anniversaries, significant achievements).
  • Serve as a consultative resource to employees on engagement, performance, and development.
Learning & Development
  • Provide new hire orientation aligned with HMG Orientation Guidelines and oversee floor-based orientation schedules.
  • Coordinate and facilitate ongoing in-service training, compliance modules, and customer service education.
  • Mentor and coach leaders on talent practices, conflict resolution, and team development.
  • Track and analyze learning priorities in consultation with the Administrator, DON, and regional leadership.
Auditing & Compliance
  • Perform regular audits of personnel files, onboarding checklists, compliance records, and turnover reports.
  • Review utilization and accuracy of data input in Valid Shifts for employee performance reviews, labor management, and staff satisfaction.
  • Partner with Payroll Coordinators to ensure accuracy of files and compliance with employment laws.
  • Monitor scheduling, overtime, and call-in coverage in collaboration with Staffing Coordinators, ensuring fiscally responsible staffing.

Administrative & Reporting

  • Answer applicant inquiries and coordinate interviews as appropriate.
  • Ensure proper reporting and escalation of staffing/scheduling concerns or grievances to the Administrator and regional leadership, serving as a support resource in the process.
  • Track and report on recruitment, turnover, and retention metrics to regional leadership.
  • Apply analytic and problem-solving skills to evaluate workforce needs, recommend solutions, and measure impact.
Qualifications
  • Bachelor’s degree in Education, Talent Development, Business Administration, Organizational Development, or related field (or equivalent experience).
  • 3–5 years of experience in People Operations, Learning & Development, or Talent Management (healthcare experience preferred).
  • Experience in coaching, developing engagement strategies, and workforce planning.
  • Strong knowledge of compliance requirements and workforce systems.
Core Competencies

Candidate and employee experience leadership

Coaching, mentoring, and development mindset

Consultative resource in engagement, performance, and leadership growth

Strategic and data-driven decision-making

Collaboration with operations, payroll, and staffing coordinators

Emotional intelligence, cultural stewardship, and resilience in fast-paced environments

Strong communication, presentation, and influencing skills