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Director Learning Development Jobs in Boston, MA

Vrtx

Learning & Development Associate Director

Boston, MA · Hybrid

$150K - $225K/yr

Partner with the Senior Director in the vision, guiding principles, and planning needed for a cohesive Vertex learning ecosystem * Drive development of engaging and interactive learning materials to ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Boston, MA

Director Learning Development information

See Boston, MA salary details

$47.3K

$123.4K

$199.9K

How much do director learning development jobs pay per year?

As of Jun 14, 2026, the average yearly pay for director learning development in Boston, MA is $123,440.00, according to ZipRecruiter salary data. Most workers in this role earn between $98,300.00 and $143,900.00 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 Boston, MA? The most popular types of Learning Development jobs in Boston, MA are:
What are popular job titles related to Director Learning Development jobs in Boston, MA? For Director Learning Development jobs in Boston, MA, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Boston, MA look for? The top searched job categories for Director Learning Development jobs in Boston, MA are:
What cities near Boston, MA are hiring for Director Learning Development jobs? Cities near Boston, MA with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Boston, MA as of June 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $123,440 per year, or $59.3 per hour.

Director, Learning and Development & DEIB

Keolis America

Boston, MA

Full-time

Posted just now

Job description

Managerial Responsibilities: 

  • Learning and Development Manager will report into this position
  • Recruits, interviews, hires, and trains direct reports
  • Provides constructive and timely performance evaluations.
  • Handles discipline and termination of employees in accordance with company policy.

Description:

  • Collaborate with HR Business Partners and Mid-Level Management by serving as an advisor for driving strategic efforts to retain, develop, and drive inclusion towards the maintenance of a diverse workforce
  • Provide best in class people leader and employee development programming and education to grow all employees.
  • Serve as a DE&I subject matter expert by giving perspective, insight, and knowledge in a consultative manner across our operations.
  • Lead the overall learning and development strategies for KCS while implementing programs and KCS wide trainings.
  • Ensure the success and productivity of the Employee Resource Groups and DEI committee by collaborating with ERG leads and Executive Sponsors through the ongoing expansion of programs.
  • Partner with senior leadership to embed DEI principles in development opportunities, workplace practices, processes, and policies
  • Assists with identifying and executing career paths and experiences by building a Career Pathway Program
  • Build and implement onboarding and skill building curriculum
  • Lead and manages L&D programs such as online learning, mentorship, and potential for rotation programs
  • Develop and implement metrics to track, evaluate, and report on the progress of DEI and L&D objectives

Education and Experience:

  • At least 7 years of Learning and Development experience or related experience required
  • Proven ability creating, leading, and implementing DEI strategies and messaging.
  • Bachelor’s degree in related field preferred.
  • Recognizes the value that different perspectives and cultures bring to an organization and actively seeks to understand and empower those different perspectives and cultures.
  • Understand the need to practice sensitivity to cultural norms, expectations, and ways of communicating.
  • Demonstrates experience translating vision into strategy and delivering against the plan.
  • Willingness to take on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
  • Applies knowledge of business and the marketplace to advance the agency’s goals.
  • Handles conflict situations effectively with minimal noise.
  • Gains the confidence and trust of others through honesty, integrity, and authenticity.
  • Ability to partner with leadership to develop people to meet both their career goals and agency goals.
  • Strong written and/or verbal communication skills. 

Additional Statements:

  • Drug and alcohol screening: Employment contingent upon passing pre-employment drug and alcohol screen. Also, contingent upon receiving a favorable background check. Must pass a physical examination.
  • Safety commitment: Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the most successful transportation company in the world. 
  • Environmental commitment: Keolis is committed to protecting the environment by minimizing the impact of operations to our people and the communities in which we operate.
  • EEO statement: Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, or gender identification. We maintain a drug-free workplace and perform pre-employment substance abuse testing. 
  • Disclaimer and closing statement: The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job, and Keolis retains the right to change or assign other duties to this position. Employees must be able to perform the essential job duties of this position satisfactorily. If requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.  Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.

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