ZipRecruiter

Log In

1

Director Learning Development Jobs in Georgetown, TX

Global Payments

Director, Business Development

Austin, TX · On-site

$90K - $104K/yr

Access to learning, development and on-the-job experiences that expand your expertise * A supportive, inclusive team environment where your ideas and input matter * Time to give back through ...

Celebree School

Director of Education

Leander, TX · On-site

$55K - $70K/yr

... learning, development opportunities, individual growth plans, and career pathways. Apply today, Let ... Be Director qualified in the State of Texas or working towards Director Qualification. * Have ...

BSA

Director of People Development

Austin, TX · On-site

$120 - $170/hr

Director of People Development Full Time Employee Austin, TX, US 17 days ago Requisition ID: 1208 ... You'll shape a culture of continuous learning by connecting employees with meaningful development ...

Sky Mavis

Project Director - Data Center

Austin, TX · On-site

$150 - $230/hr

The Role We Want You For As a Project Director, you will be based in the Southern region of the ... learning & development programs and more! Compensation The salary range for this position considers ...

next page

Showing results 1-20

All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Georgetown, TX

Director Learning Development information

See Georgetown, TX salary details

$40.4K

$105.6K

$171K

How much do director learning development jobs pay per year?

As of Sep 6, 2026, the average yearly pay for director learning development in Georgetown, TX is $105,569.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,100.00 and $123,100.00 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?

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 Georgetown, TX?

The most popular types of Learning Development jobs in Georgetown, TX are:

What are popular job titles related to Director Learning Development jobs in Georgetown, TX?

For Director Learning Development jobs in Georgetown, TX, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Georgetown, TX look for?

The top searched job categories for Director Learning Development jobs in Georgetown, TX are:

What cities near Georgetown, TX are hiring for Director Learning Development jobs?

Cities near Georgetown, TX with the most Director Learning Development job openings:

Director Learning Development jobs near you

Senior Director, Learning & Development

Austin Cryo Ventures LLC

Austin, TX • On-site

$150K - $195K/yr

Full-time

Posted 4 days ago

Job description

Senior Director, Learning & DevelopmentBuild the engine that powers 200+ wellness studios.

Restore Hyper Wellness is the category leader in modern wellness, IV drips, NAD+, peptides, hormone therapy, cryotherapy, red light, and skin health, delivered through 200+ franchised studios nationwide. 


We're hiring a senior learning systems builder to re-architect how Restore trains every person in every studio. You'll own the full L&D stack, sit on the senior leadership team, and have the budget and air cover to build the function from scratch.

Why Join Us? 

  • Pioneering Wellness: Be a part of an industry-leading company at the forefront of wellness innovation. 

  • Impactful Work: Your contributions will directly influence the quality of care and service our clients receive, making a tangible difference every day. 

  • Innovation and Collaboration: Work in a dynamic environment where you’ll collaborate across multiple departments, contributing to a comprehensive wellness strategy. 

  • Commitment to Employee Wellness: Enjoy complimentary access to Restore’s cutting-edge therapies, including onsite services at our Austin Headquarters office. 

  • Growth and Development: Access opportunities to develop your skills, advance your career, and help shape the future of wellness. 


Role Overview 

Job Title: Senior Director of Training + Education
Location: Remote
Department: Operations, Education
Reports to: CEO
Salary: $150,000-$195,000

Who You Are

A senior L&D leader who has built, not just managed, a learning function inside a multi-unit franchise system. You think in systems and ship work yourself. You can hold the room with a CMO, a franchisee, the Board and still rebuild a broken module.

What You'll Own

The learning platform. Own the LMS end-to-end — selection or rebuild, content architecture, analytics, and integrations with our HRIS, EHR, and POS. Move us from event-based training to daily, in-the-flow micro-learning that managers and franchisees actually use.


Role-based certification paths. Design and deploy a 101/201/301 leveling system for every studio role — Registered Nurses, General Managers, Estheticians, and Wellness Representatives. Each level closes on a certification with a measurable bar. No participation trophies.


Field training & franchisee onboarding. Build the model that takes a new franchisee from FDD signature to opening day and beyond. Train the trainers, stand up regional field coaches, and ensure every new team clears certification before serving a single client.


Ops manuals & brand standards. Keep the documentation that defines how a Restore studio runs current, accessible, and enforceable — translated into training and audits, not binders on a shelf.


New Studio Opening readiness. Own the NSO playbook so every new studio opens with a fully certified team on day one and ramps faster than the current curve.


New service launch enablement. Restore launches new services constantly — hormone therapy, peptides, advanced IV menus, skin health, and more. Partner with Product, the Chief Medical Officer, Medical Operations, and Regulatory so clinical, operational, and selling training ships the day a service goes live. For regulated services, training is the moat that keeps the system compliant.


Cross-functional communication. Build the rhythm — newsletters, huddles, regional calls, video, in-LMS announcements. 200+ studios hear one clear voice from the Support Center.

AI Is the Operating Layer

  • AI-powered micro-training delivered daily, in the flow of work

  • AI role-play simulators for sales, intake, objection handling, and retention

  • Personalized learning paths by role, tenure, and each studio's KPI gaps

  • Real-time AI coaching after shifts, calls, and consults

How We'll Measure Success

You'll be accountable for:

  • First-time client → member conversion, attach, and rebooking

  • GM-driven four-wall profitability, labor efficiency, retention, and NPS

  • Clinical quality and service-mix expansion for RNs and Estheticians

  • New-hire ramp time, certification pass rates, and closing the gap between top- and bottom-quartile studios


Milestones: an AI-powered pilot and a re-engineered roadmap in your first 90 days; 101 certifications live for all four roles by month 6; the full 101/201/301 stack live with documented, attributable KPI impact by month 12.


Qualifications 

  • Education: 

    • Bachelor’s degree in Training and Development, BA, or related field experience.

  • Experience: 

    • Franchise system experience. You've led L&D inside a multi-unit franchise, not a corporate retail chain or a SaaS company. You built programs franchisees adopted voluntarily.

    • Full-stack L&D ownership.&