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Director Learning Development Jobs in Columbia, MD

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Director Learning Development information

See Columbia, MD salary details

$43.2K

$112.8K

$182.6K

How much do director learning development jobs pay per year?

As of Aug 19, 2026, the average yearly pay for director learning development in Columbia, MD is $112,759.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,800.00 and $131,500.00 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?

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 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 does a director learning development do?

A director of learning development oversees the design, implementation, and evaluation of training programs to enhance employee skills and organizational performance. They often manage teams, collaborate with leadership, and utilize learning management systems to ensure effective training delivery and alignment with business goals.

What are the most commonly searched types of Learning Development jobs in Columbia, MD?

The most popular types of Learning Development jobs in Columbia, MD are:

What are popular job titles related to Director Learning Development jobs in Columbia, MD?

For Director Learning Development jobs in Columbia, MD, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Columbia, MD look for?

The top searched job categories for Director Learning Development jobs in Columbia, MD are:

What cities near Columbia, MD are hiring for Director Learning Development jobs?

Cities near Columbia, MD with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Columbia, MD as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $112,759 per year, or $54.2 per hour.

Learning & Development Growth Enablement Lead (REMOTE)

ICF

Reston, VA • On-site

Full-time

Posted yesterday

New

Job description

Learning & Development Growth Enablement Lead

The Learning & Development Growth Enablement Lead is responsible for translating business growth priorities - particularly in business development (BD), consulting, and critical in-the-moment learning needs - into targeted, skill-driven learning and enablement solutions.

This role bridges business needs, skills intelligence, and learning execution to ensure employees are equipped with the skills required to win work, deliver client value, and perform effectively in real time. The Lead will define skill standards, design and deliver learning experiences, and integrate across the learning and skills ecosystem to create a cohesive, measurable, and scalable growth enablement strategy.

Key Responsibilities

Business Alignment

  • Partner with the Director, Learning Strategy and business SMEs to understand growth priorities in business development, consulting, and client delivery.
  • Translate growth enablement and critical "in-the-moment" skill needs and learning requests into actionable solutions (programs, skill labs, tools, and on-the-job enablement).
  • Collaborate with the Director, Learning Strategy to ensure growth enablement learning investments are directly aligned to business strategy and outcomes.

Learning & Skill Strategy

  • Define critical growth enablement skills and "what good looks like" to deliver impactful learning experiences.
  • Set future-state growth enablement skill levels and establish clear guidelines, standards, and expectations for skill development across roles and levels.
  • Ensure the growth enablement skill development is aligned to workforce readiness priorities and the ICF people strategy.

Skills Intelligence & Governance

  • Define and maintain an evolving enterprise skills framework including governance, taxonomy, proficiency levels, and role-based skill mappings.
  • Partner across People Skills, Workday Skills, Viva Learning, and agents (workforce insights, learning) to ensure alignment and accuracy.
  • Identify growth enablement skill gaps and collaborate with the Director, Learning Strategy to use data to prioritize learning & development efforts and investments.

Learning Design & Development

  • Own the end-to-end design and development of growth enablement learning experiences, including:
    • Consulting skills
    • Business development skills
    • Critical in-the-moment skills
    • New or emerging growth enablement skills
  • Ensure learning is practical, applied, in-the-flow of work, and directly tied to day-to-day business scenarios.
  • Leverage modern learning approaches, including AI-enabled learning, personalized pathways, and adaptive learning.
  • Incorporate AI-enabled tools and guided prompt practice into learning experiences to drive hands-on application and accelerate on-the-job performance.

Delivery & Facilitation

  • Facilitate high-impact growth enablement learning experiences (virtual and in-person), including workshops, skill labs, and cohort-based programs.
  • Enable leaders and managers to reinforce growth enablement learning and support on-the-job application through communities of practice, coaching circles, mentoring, etc.
  • Build co-facilitator capabilities to support scalable delivery of growth enablement learning experiences.

Measurement & Impact

  • Partner with the learning team to define success measures across growth enablement programs, skill labs, and digital learning.
  • Track and report on growth enablement learning effectiveness, including:
    • Engagement and completion
    • Skill acquisition and proficiency shifts
    • Application on-the-job
    • Business impact (e.g., BD performance, client outcomes)
  • Use data and insights to continuously improve growth enablement learning solutions.

Integration Across HR

  • Connect growth enablement efforts across broader workforce readiness initiatives.
  • Ensure alignment with other learning programs, enterprise skills framework, and priority HR initiatives (e.g. AI fluency).
  • Act as a connector across teams (leadership, employee experience, HR consulting, HR operations, talent acquisition, total rewards) to create a seamless experience.

Learning Ecosystem & Architecture

  • Lead the integration of growth enablement within the broader learning and skills ecosystem.
  • Ensure strong connections across systems and tools (e.g., learning platforms, skills systems, AI learning agents).
  • Design growth enablement learning experiences that are skill-driven, discoverable, and embedded in the flow of work.

Basic Qualifications

  • Bachelor's degree in one of the following areas; Learning & Development, Human Resources Management, Organizational Development, Education, Adult Learning / Adult Education, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management Consulting, Organizational Leadership or Sales Management
  • Minimum 8 years of experience in learning & development, talent development, sales/business development enablement, organizational effectiveness, or professional services consulting.

Preferred Skills

  • Experience designing and delivering sales, business development, capture, proposal, consulting, or client-facing capability programs.
  • Demonstrated knowledge of professional services business development, seller-doer models, account growth, capture, proposal development, and client relationship management.
  • Experience partnering with business development leaders, account leaders, and subject matter experts to build capability aligned to growth priorities.
  • Proven ability to translate revenue, pipeline, and growth objectives into targeted learning and performance solutions.
  • Experience facilitating workshops, skill labs, boot camps, coaching programs, and leadership sessions for business and client-facing professionals.
  • Experience designing experiential learning, simulations, practice opportunities, and on-the-job reinforcement strategies.
  • Demonstrated success leading enterprise learning, skills, or capability-building initiatives.
  • Experience managing complex programs, stakeholder collaboration, SME engagement. and cross-functional partnerships.
  • Ability to operate strategically while also owning hands-on design and delivery
  • Experience with modern learning platforms (e.g., Viva Learning) and AI-enabled learning tools
  • Experience building and delivering enterprise-scale learning programs or academies

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Bot and Third-Party Applications

Please note that this application must be submitted directly by the applicant for consideration.Failure to do so may result in the application being excluded for consideration.Applicants needing an accommodation for disability or religious purposes in connection with the application process should contactCandidateaccommodation@icf.comfor assistance.

Working at ICF

ICF is a global advisory and technology services provider, but we're not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.

We can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer.Together, our employees are empowered to share theirexpertiseand collaborate with others to achieve personal and professional goals. For more information, please read ourEEOpolicy.

We will consider for employment qualified applicants with arrest and conviction records.

Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals withsincerely heldreligious beliefs, in all phases of the application and employment process. To requestan accommodation,please emailCandidateaccommodation@icf.comand we will be happy toassist. All information you provide will be kept confidential and will be used only to the extentrequiredto provide needed reasonable accommodations.

Read more aboutworkplacediscriminationrightsor our benefit offerings which are included in theTransparency in (Benefits) CoverageAct.

Candidate AI Usage Policy

At ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate orassistwith responses during interviews (whether in-person or virtual) is notpermitted. This policy is in place tomaintainthe integrity and authenticity of the interview process.

However, we understand that some candidates may require accommodationthat involves the use of AI. Ifsuch anaccommodation is needed, candidates are instructed to contact us in advance atcandidateaccommodation@icf.com. Weare dedicated to providingthe necessary support to ensure that all candidates have an equal opportunity to succeed.


Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.

The pay range for this position based on full-time employment is:

$108,476.00 - $184,409.00Nationwide Remote Office (US99)

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