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Director Learning Development Jobs in Basking Ridge, NJ

Incca

Learning Specialist

Manhattan, NY · On-site

... human development, ability to implement various learning theories, and teaching strategies ... Assistant Director, Learning and Engagement Salary: The salary for this position is $70, 541 per ...

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Director Learning Development information

See Basking Ridge, NJ salary details

$44.8K

$117.1K

$189.6K

How much do director learning development jobs pay per year?

As of Jul 21, 2026, the average yearly pay for director learning development in Basking Ridge, NJ is $117,094.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,300.00 and $136,500.00 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 Basking Ridge, NJ? The most popular types of Learning Development jobs in Basking Ridge, NJ are:
What job categories do people searching Director Learning Development jobs in Basking Ridge, NJ look for? The top searched job categories for Director Learning Development jobs in Basking Ridge, NJ are:
What cities near Basking Ridge, NJ are hiring for Director Learning Development jobs? Cities near Basking Ridge, NJ with the most Director Learning Development job openings:
Director Learning Development jobs near you
Senior Manager/Associate Director, Learning and Development (Sales & Leadership Enablement)

Senior Manager/Associate Director, Learning and Development (Sales & Leadership Enablement)

PubMatic

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, PTO

Posted 9 days ago

Job description

About the Role:
This is a hands-on enablement role focused on execution, not theory.
You will take unstructured inputs from across the business and turn them into usable programs, content, and training that drive adoption and performance. Inputs will not always be structured. You are expected to bring clarity, move quickly, and deliver outcomes.
This role sits within PubMatic University (Learning & Development) and supports enablement across global go-to-market teams. You will partner with Sales, PMM, HR, and cross-functional leaders to build and run enablement that scales across both sales effectiveness and leadership development.
A core focus of this role is enabling managers to act as force multipliers for learning. Managers should be equipped to identify gaps, access the right tools and resources, coach their teams effectively, and drive adoption of enablement programs that impact both revenue performance and professional development.
This role requires a balance of stakeholder leadership and hands-on execution. You are expected to personally build and deliver enablement assets and programs, not just oversee them.
What You'll Do
Own and execute enablement programs
  • Personally create and deliver enablement content (training modules, decks, playbooks), not just manage or delegate program work
  • Take ownership of key programs such as Pitch Practice, onboarding, and manager enablement initiatives
  • Manage timelines, deliverables, and iteration cycles
  • Run programs end-to-end, including personally building core content and materials required for delivery

Translate inputs into usable enablement
  • Partner with Sales, PMM, HR, and business leaders to gather inputs
  • Convert inputs into:
    • Training modules (Seismic, Synthesia)
    • Sales content (playbooks, decks, guides)
    • Manager enablement materials and facilitator guides
  • Move work forward even when inputs are incomplete
  • Challenge unclear or low-quality inputs and shape them into usable outputs

Build and deliver sales & manager enablement programs
  • Develop product and sales training in partnership with PMM
  • Design programs that equip managers to identify performance gaps and coach their teams using available tools, resources, and data
  • Build manager-focused assets such as coaching guides, reinforcement plans, and team-based learning activities
  • Enable managers to drive adoption of enablement programs within their teams, not rely on centralized training alone
  • Design and deliver leadership development programs for managers using frameworks such as:
    • SBI (Situation-Behavior-Impact)
    • ACE (Action-Coaching-Effect)
    • Or similar coaching and feedback models
  • Contribute to programs such as the Hunter framework
  • Reuse and adapt existing content instead of starting from scratch

Standardize and scale programs
  • Design programs that can be replicated across regions and teams
  • Build repeatable playbooks, templates, and frameworks to reduce one-off work
  • Convert live training into scalable formats (on-demand, LMS, AI-driven content)
  • Partner with global stakeholders to adapt and scale programs for regional needs, including building from scratch when needed
Partner across the business
  • Work with multiple parts of the organization including but not limited to, Sales & Support, PMM, and HR
  • Participate in stakeholder conversations early on, with opportunity to lead over time
  • Align outputs to business needs and priorities
What Success Looks Like (First 90 Days)
Execution:
  • Own and run at least one program end-to-end with defined deliverables
  • Personally build and deliver at least one core enablement asset (training, playbook, or module) used by the business
  • Deliver 1-2 training modules (LMS or Synthesia)
  • Improve Pitch Practice structure and begin building a content repository
  • Create onboarding standardization assets (RACI, playbooks)
  • Contribute content to the Hunter sales program

Manager Enablement
  • Launch and operationalize at least one manager enablement initiative that equips frontline managers to coach their teams, reinforce key behaviors, and drive adoption of enablement programs.

Scaling
  • Convert at least one live or manual program into a repeatable format
  • Create reusable templates or playbooks to reduce one-off work
  • Support rollout of at least one program across multiple regions or functions
  • Drive measurable adoption or usage of at least one enablement program

Who You Are:
  • 7+ years of experience in sales enablement, learning & development, or related roles
  • Demonstrated track record of personally building enablement content and training, not just leading or overseeing programs
  • Experience supporting sales teams and enabling frontline managers to coach and develop their teams
  • Familiarity with coaching and feedback frameworks (SBI, ACE, or similar)
  • Comfortable working with ambiguous inputs and limited direction
  • Strong bias toward execution and speed over perfection
  • Willing to take ownership outside of defined scope and solve problems without being asked
  • Able to operate with senior stakeholders while remaining hands-on
  • Open to using and applying AI tools in day-to-day workflows

Skills and Experience
Required:
  • Sales enablement experience (familiarity with Challenger, MEDDPICC, or similar)
  • Experience building leadership development or manager training programs
  • Experience creating training content and managing programs end-to-end
  • Familiarity with LMS platforms and content development
  • Strong project management skills and ability to manage multiple priorities
  • Clear communication and ability to work across teams
  • Comfortable working across systems such as LMS platforms, CRM (Salesforce), and enablement tools (Seismic)

Preferred:
  • Experience with Seismic, Salesforce, Synthesia, Notion, and Microsoft Office Suite
  • Exposure to onboarding or leadership development programs
  • Experience working in fast-paced or scaling organizations
What This Role Is Not
  • Not a strategy-only role
  • Not a people-manager-only role focused on oversight and delegation
  • Not limited to one function or vertical
  • Not dependent on perfect inputs or detailed direction

You are expected to take ownership, build, and deliver outcomes.
Additional Information
Return to Office: PubMatic employees throughout the globe have returned to our offices via a hybrid work schedule (3 days "in office" and 2 days "working remotely") that is intended to maximize collaboration, innovation, and productivity among teams and across functions.
Benefits: Our benefits package includes the best of what leading organizations provide such as, paid leave programs, paid holidays, healthcare, dental and vision insurance, disability and life insurance, commuter benefits, physical and financial wellness programs, unlimited DTO in the US (that we actually require you to use!), reimbursement for mobile and fully stocked pantries plus in-office catered lunches 5 days per week.
Diversity and Inclusion: PubMatic is proud to be an equal opportunity employer; we don't just value diversity, we promote and celebrate it. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status
About PubMatic
PubMatic is one of the world's leading scaled digital advertising platforms, offering more transparent advertising solutions to publishers, media buyers, commerce companies and data owners, allowing them to harness the power and potential of the open internet to drive better business outcomes.
Founded in 2006 with the vision that data-driven decisioning would be the future of digital advertising, we enable content creators to run a more profitable advertising business, which in turn allows them to invest back into the multi-screen and multi-format content that consumers demand.
#LI-HYBRID
Compensation Disclosure
In accordance with applicable law, the below salary range provided is PubMatic's reasonable estimate of the total compensation for this role. New hires and current team members are typically compensated toward the middle of our pay range. The actual amount may vary, based on non-discriminatory factors such as location, experience, knowledge, skills and abilities. In addition to salary PubMatic also offers a bonus, restricted stock units, and a competitive benefits package.
Total Compensation Range
$160,000-$175,000 USD

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