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Director Learning Development Jobs in Gilbert, AZ

Addison Group

Business Development Manager

Phoenix, AZ · On-site

$50K - $55K/yr

... direct hire staffing, as well as consulting services. We have made "Best of Staffing" lists for ... Addison Group is dedicated to promoting a culture that provides a fun learning environment for each ...

Koch

Director, Workforce Development

Scottsdale, AZ · On-site

$140 - $190/hr

DEPCOM Power, a Koch Engineered Solutions company, is looking for a Director, Workforce Development ... Foster continuous learning, coaching, accountability, knowledge transfer, and professional growth ...

Mathnasium

Math Learning Center Director

Tempe, AZ · On-site

$40K - $54K/yr

Training & development Why Work with Us part time : At Mathnasium of Mathnasium (ID: 2202701), ... We set ourselves apart by providing Math Learning Center Directors with: * A rewarding leadership ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Gilbert, AZ

Director Learning Development information

See Gilbert, AZ salary details

$43.4K

$113.3K

$183.4K

How much do director learning development jobs pay per year?

As of Sep 3, 2026, the average yearly pay for director learning development in Gilbert, AZ is $113,260.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,200.00 and $132,100.00 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 Gilbert, AZ?

The most popular types of Learning Development jobs in Gilbert, AZ are:

What are popular job titles related to Director Learning Development jobs in Gilbert, AZ?

For Director Learning Development jobs in Gilbert, AZ, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Gilbert, AZ look for?

The top searched job categories for Director Learning Development jobs in Gilbert, AZ are:

What cities near Gilbert, AZ are hiring for Director Learning Development jobs?

Cities near Gilbert, AZ with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Gilbert, AZ as of June 2026, with employment types broken down into 91% Full Time, 6% Part Time, and 3% Contract. Highlights an 90% Physical, 1% Hybrid, and 9% Remote job distribution, with an average salary of $113,260 per year, or $54.5 per hour.

Global Talent & Development Partner

ARRAY Company

Chandler, AZ • On-site

$100 - $150/hr

Other

Posted 22 days ago

Job description

Global Talent & Development Partner page is loaded## Global Talent & Development Partnerlocations: Chandlertime type: Full timeposted on: Posted Todayjob requisition id: R-100780**Job Description:****Global Talent & Development Partner****Role Summary:**The Global Talent & Development Partner is responsible for designing, leading, and continuously improving enterprise‐wide talent, performance enablement, and development programs that build leadership and manager capability across the organization. This role owns global learning and leadership development programs, ensuring they are scalable, aligned to business priorities, and integrated across the employee lifecycle.This role serves as a strategic partner to HR leaders and people managers worldwide, translating talent priorities into practical, high‐impact programs that improve performance, readiness, and leadership effectiveness across regions and functions.**Key Responsibilities:**Global Talent & Development Programs* Lead the design and execution of global talent and development programs, including leadership development, manager effectiveness, performance enablement, and enterprise learning initiatives.* Ensure programs are aligned to business strategy, workforce priorities, and evolving organizational needs across regions.* Serve as global owner for program governance, structure, content standards, and delivery models.Leadership & Manager Development* Own leadership development pathways across leadership levels (emerging, people managers, senior leaders), ensuring consistency, quality, and measurable impact.* Partner with HR and business leaders to strengthen manager capability in areas such as goal setting, coaching, feedback, performance conversations, and talent development.* Incorporate assessments, feedback tools, and experiential learning approaches to strengthen leadership effectiveness.Performance Enablement & Talent Integration* Support the performance management ecosystem by embedding learning, manager enablement, and development tools into key talent processes (goal setting, reviews, talent discussions).* Ensure alignment between learning programs, performance expectations, succession planning, and broader talent initiatives.* Translate insights from talent reviews and leadership data into targeted development priorities.Program Management & Measurement* Develop clear success measures and dashboards to evaluate program effectiveness, participation, and business impact.* Continuously refine programs based on data, participant feedback, and evolving organizational needs.* Manage program timelines, vendors, budgets, and delivery partners as applicable.Global Partnership & Influence* Act as a trusted partner to HR leaders, HRBPs, and people leaders globally, influencing without direct authority.* Ensure programs are globally relevant while allowing for thoughtful regional adaptation where needed.* Communicate program strategy, expectations, and outcomes clearly to stakeholders and leadership.**Qualifications & Experience:*** 8+ years of experience in leadership development, learning & development, talent management, or related HR disciplines.* Demonstrated experience leading enterprise or global talent / development programs in complex, matrixed organizations.* Strong understanding of performance management, leadership capability building, and adult learning principles.* Proven ability to design scalable programs and operate as a program owner rather than a facilitator only.* Experience partnering with senior leaders and HR stakeholders to influence talent and leadership outcomes.* Comfort working across regions, cultures, and functions with a global mindset.**Key Capabilities:*** Strategic program design and execution* Leadership and manager capability development* Performance enablement and talent systems integration* Data‐driven decision making and impact measurement* Stakeholder partnership and influence* Global mindset with practical execution focusAt Array Tech, Inc., we strive to lead with our culture, and believe that our people are a key enabler of our future state. Our total rewards philosophy supports Array’s ability to attract, develop, and retain our employees. We offer competitive compensation, benefits and wellness programs that align with the local markets where we do business.***Array Tech, Inc. offers equal employment opportunity without regard to race, color, gender, age, creed, sex, religion, national origin, disability (physical or mental), marital status, citizenship, ancestry, sexual orientation, gender identity, and gender expression, or any other legally protected status.*** #J-18808-Ljbffr

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