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Director Learning Development Jobs in Dallas, TX

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 · 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 ...

Loenbro

Workforce Development Manager

Dallas, TX

Learning and Development Location: South Region (Dallas/irving, TX) Reports to: Director of Workforce Development Employment Type: Full Time FLSA Classification: Exempt Travel: 50%+ Regional Travel ...

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Director Learning Development information

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How much do director learning development jobs pay per year?

As of Jun 12, 2026, the average yearly pay for director learning development in Dallas, TX is $112,399.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,500.00 and $131,100.00 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.

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 Dallas, TX? The most popular types of Learning Development jobs in Dallas, TX are:
What are popular job titles related to Director Learning Development jobs in Dallas, TX? For Director Learning Development jobs in Dallas, TX, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Dallas, TX look for? The top searched job categories for Director Learning Development jobs in Dallas, TX are:
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Director Learning Development jobs near you
Senior Manager, Learning and Organizational Development

Senior Manager, Learning and Organizational Development

Simpson Strong-Tie Company, Inc.

Plano, TX • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 6 days ago

Simpson Strong-Tie rating

8.0

Company rating: 8.0 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

Job description

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
YOU
The Senior Manager, Learning & Organizational Development (L&OD) is a strategic leader responsible for designing, delivering, and continuously improving enterprise-wide employee and leadership development strategies and initiatives that drive business performance in a global manufacturing environment. This role oversees professional employee and leadership development, high-potential development, self-directed learning, instructional design, and training operations. This leader partners closely with business leaders, HR Business Partners (HRBPs) and other functional training leaders to ensure L&OD initiatives and programs are impactful, scalable, culturally relevant, and aligned to operational and business priorities globally.
This role will design, build and lead a centralized shared services team that will provide training operations support (instructional design, training measurement, training documentation, etc.) to two additional training teams (Sales and Operations) and partner closely with these teams to build, deploy and evaluate scalable, data-driven, and high-impact development solutions that strengthen organizational capability and culture. This role reports to the Director, Learning & Organizational Development and is a key member of the enterprise Learning Center of Excellence (COE) leadership team.
WHAT YOU'LL BE DOING (% of Time)
Employee and Leadership Development (30%)
  • Build a globally consistent, yet locally adaptable, leadership development framework that supports talent pipeline and leadership development needs.
  • Align employee and leadership development with succession planning and performance management processes.
  • Design, scale and manage leadership development content, workshops and programs across leadership segments (emerging, frontline, mid-level and senior leadership).
  • Drive employee development strategies that support career growth, skill building and internal mobility.
  • Ensure offerings are flexible, scalable, guided and aligned to critical business capabilities.
  • Design blended and persona-based learning journeys aligned to development priorities that guide employees and managers through internal development frameworks.
  • Embed modern learning approaches (e.g.: blended/flipped classrooms, experiential learning, cohort-based programs, learning marketplaces) and leverage technology (AI, simulations, gamification, digital coaching and mentorship) to deliver impactful learning solutions at scale.
  • Partner with HRBPs and business leaders to align expectations, define program success measures and ensure programs support the most critical enterprise talent priorities.

L&OD Strategy, Roadmap Execution & Stakeholder Alignment (25%)
  • Define and execute a multi-year L&OD strategy and roadmap aligned to global business priorities and workforce needs.
  • Build a cohesive, enterprise-wide learning architecture that integrates self-directed, professional and leadership development.
  • Partner with business, operations and HR leadership to conduct learning needs assessments, identify critical capability gaps (current and future-state) and translate business requirements into clear learning objectives, program outcomes and measures of success.
  • Establish governance, standards, and scalable models across regions and branch manufacturing sites.
  • Serve as a credible and trusted advisor to senior management and HR Business Partners (HRBPs) on talent and organizational development priorities.

Training Operations & Shared Services Leadership (20%)
  • Lead a centralized, shared services team, including:
    • Instructional designers
    • Data/analytics specialists
    • Training coordination, documentation and standard work support
  • Build standard and scalable processes for intake, prioritization, and delivery.
  • Ensure operational excellence, efficiency, and high-quality service delivery.

Budget, Vendor & Global Partner Management (10%)
  • Develop and manage department budget and spend.
  • Manage global vendors, learning partners, and content providers.
  • Evaluate and select partners based on global scalability, cultural relevance, and cost-effectiveness.
  • Negotiate contracts and manage performance against defined outcomes and ROI.
  • Optimize global vendor strategy, while accommodating regional needs.

Measurement, Analytics & Business Impact (10%)
  • Define and implement a learning measurement strategy, including:
    • Participation and engagement
    • Learning effectiveness and skill/capability building
    • Behavior changes in employees/ leaders
    • Business impact
  • Build dashboards and reporting for key stakeholders.
  • Leverage data to drive continuous improvement and demonstrate ROI.

Self-Directed Learning (5%)
  • Design and manage a self-directed learning strategy and governance to support professional and leadership development priorities. Establish standards and processes for content quality and vendor selection and management.
  • Oversee LMS/LXP strategy for professional and leadership development, ensuring accessibility and relevance across geographies and languages.
  • Design, curate and promote learning journeys for key roles and critical skills.
  • Build scalable, global self-directed learning pathways supporting technical, professional, and leadership skills.
  • Promote a culture of continuous learning and development across the global workforce.

DESIRED SKILLS AND EXPERIENCE
If you can do everything listed above, you've got what it takes. Perhaps some of the following would be helpful too:
  • Bachelor's degree required.
  • Master's degree in Organizational Development, Human Resources, Business, or related field preferred.
  • Minimum of 8+ years of progressive experience in learning & development, organizational development, or talent development
  • 5+ years in a leadership role managing teams and enterprise-wide L&OD initiatives
  • 3+ years instructional design leadership and team management
  • Experience operating in a global manufacturing organization, with responsibility for multi-region or multi-country learning strategies
  • Experience building or maturing a global leadership development framework
  • Proven track record designing and scaling leadership and high-potential development programs, including frontline leadership development programs in manufacturing settings
  • Experience managing RFPs, global vendors and external partners and budgets
  • Strong people leadership capability, including coaching and development of staff, advanced talent development capabilities and builder of high-performance teams.
  • Strategic thinker and future-focused visionary with a strong bias for action and results; balancing stakeholder engagement and change management considerations.
  • Strong stakeholder influence and management and cross-cultural communication skills at all levels of an organization.
  • Deep understanding of manufacturing operations and frontline leadership challenges.
  • Ability to "meet an organization where they are at" and design solutions that move the organizational maturity forward in a way and pace that the organization accepts and culturally embraces.
  • Expertise in instructional design and adult learning principles for frontline and operational audiences.
  • Strong leadership and team management experience in a global/shared services model.
  • Data-driven mindset with experience in measurement and analytics.
  • Operational rigor with a focus on standardization, scalability, and continuous improvement.

PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
PHYSICAL REQUIREMENTS
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
TRAVEL REQUIRED
This job requires 25% domestic travel.
WORK STATUS & LOCATION
This full-time, exempt position is ideally located in Pleasanton, CA or Plano, TX.
RELOCATION
Relocation is available for this position.
PAY
$123,700 - $252,300 / year
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
  • Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue - directly or indirectly - and should be rewarded by sharing the company profits.
  • Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.

In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful background investigation and drug test. Simpson Strong-Tie's drug policy is based upon Federal Law, and therefore will screen applicants for amphetamines, including methamphetamines, cocaine, phencyclidine and opiates.
#NowHiring #GetHired #Hiring #HiringNow
Company: Simpson Strong-Tie Company Inc.

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