ZipRecruiter

Log In

1

Director Learning Development Jobs in Everett, WA

Blue Origin

Learning Experience Designer

Seattle, WA

Director, Learning & Development POSITION SUMMARY This role sits within the HR L&D team and serves as a shared service across all three pillars (Employee Experience, Career Development, Enterprise ...

Blue Origin LLC

Learning Experience Designer

Seattle, WA · On-site

$115 - $161/hr

Reports To:** Director, Learning & Development**POSITION SUMMARY**This role sits within the HR L&D team and serves as a shared service across all three pillars (Employee Experience, Career ...

Feiro Marine Life Center

Director of Development

Seattle, WA · On-site

$101 - $144/hr

We fund essential services--healthcare, food access, childcare and early learning, senior services ... The Director of Development leads the Foundation's entire Development function and serves as a key ...

next page

Showing results 1-20

All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Everett, WA

Director Learning Development information

See Everett, WA salary details

$48.1K

$125.5K

$203.3K

How much do director learning development jobs pay per year?

As of Aug 26, 2026, the average yearly pay for director learning development in Everett, WA is $125,516.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,000.00 and $146,400.00 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?

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 Everett, WA?

The most popular types of Learning Development jobs in Everett, WA are:

What job categories do people searching Director Learning Development jobs in Everett, WA look for?

The top searched job categories for Director Learning Development jobs in Everett, WA are:

What cities near Everett, WA are hiring for Director Learning Development jobs?

Cities near Everett, WA with the most Director Learning Development job openings:

Director Learning Development jobs near you

Director / Associate Director, Learning, Development & Performance Management

Immunome, Inc.

Bothell, WA

Full-time

Posted 4 days ago

Job description

Position Overview

The Director / Associate Director, Learning, Development & Performance Management will be responsible for determining and executing People and Culture Programs that will enhance performance, develop leadership capabilities, and ensure the organization has the capabilities and engagement to thrive as we rapidly scale our team. 

Responsibilities

Performance, Development, & Engagement Strategy

  • Develop and execute Immunome's L&D strategy focused on enhanced performance and engagement.
  • Partner with senior leadership to reinforce the importance of learning and development into our culture.
  • Champion training enterprise-wide to coordinate and support cross-functional partners with training needs.

Leadership Development & Manager Enablement

  • Design and deliver leadership development programs for people leaders and individual contributors.
  • Equip leaders with tools to develop their teams through strong fundamentals: coaching, feedback, recognition, inclusive leadership, career development, and performance conversations.
  • Continuously improve performance management processes (goal setting, check-ins, development plans, calibration, and performance reviews).

Talent Capability Building

  • Use performance insights to identify where teams need additional support and development.
  • Help leaders assess current team skill capabilities by determining strengths, talent gaps, and actions to enhance current capabilities and minimize talent gaps.
  • Create and implement competency framework for enhanced performance.
  • Enable succession planning and internal mobility by identifying talent, readiness, and development pathways.

Learning Management Systems, Enablement, and Resources

  • Lead and champion training committee
  • Ownership of all learning management systems, including identification of additional or enhancement of systems, implementation of new systems, and AI-enablement.
  • Manage partnerships with external vendors to enhance development and learning opportunities.
  • Create and maintain budget for learning and development for software and program needs.
  • Create and administer ad-hoc training as needed.

Measurement & Continuous Improvement

  • Define success metrics tied to performance and development. Based on results determine actions for improvement.
  • Use data and feedback to evolve programs to meet the needs of a fast-growing organization.
  • Develop enterprise-wide dashboard for training and development activities

  Qualifications

  • Bachelor's Degree required.  
  • A minimum of 8+ years of HR experience, focused on supporting and administering learning and development, including building programs at scale.  

  Knowledge and Skills

  • Demonstrated success driving engagement and retention through talent development (leadership programs, manager enablement, performance management).  
  • Strong stakeholder influence and demonstrated successful partnership with executives and leaders to shift behaviors and build accountability.  
  • Excellent facilitation, program design, and communication skills.  
  • Experience in pharma/biotech/life sciences or other regulated environments preferred. 
  • Experience implementing competency frameworks, 360s assessments, and learning technology preferred.  
  • Experience scaling L&D in a high-growth organization preferred. 

Apply