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Director Learning Development Jobs in Hartford, CT

Playful Minds Llc

Director

Longmeadow, MA · On-site

$46K - $63K/yr

Support observations of children's developmental progress and suggest supports when needed Playful Minds Learning Center LLC, Program Director Updated 4/2026 Families, Community Engagement ...

Morris Group, Inc.

Director of HR Operations

Windsor, CT · On-site

$100 - $140/hr

Participates in quarterly Talent Reviews and partners with the learning & development business partner and HR team to ensure timely completion of follow‑up actions and development plans. * Monitors ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Hartford, CT

Director Learning Development information

See Hartford, CT salary details

$43.9K

$114.6K

$185.6K

How much do director learning development jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director learning development in Hartford, CT is $114,613.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $133,700.00 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 Hartford, CT?

The most popular types of Learning Development jobs in Hartford, CT are:

What are popular job titles related to Director Learning Development jobs in Hartford, CT?

For Director Learning Development jobs in Hartford, CT, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Hartford, CT look for?

The top searched job categories for Director Learning Development jobs in Hartford, CT are:

What cities near Hartford, CT are hiring for Director Learning Development jobs?

Cities near Hartford, CT with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Hartford, CT as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, 1% Temporary, and 2% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $114,613 per year, or $55.1 per hour.

Intern, Career Development Coach

YWCA Hartford Region, Inc.

Hartford, CT • On-site

$15.25 - $20.25/hr

Part-time, Internship

Posted 5 days ago

Job description

Position Summary:
The Intern, Career Development Coach will work closely with and support YWLC staff. The role will report to the Director of Programs and support YWLC's programming. This role is essential in shaping the curriculum and offering inspiring instructional support and design. Serving as a mentor, the Intern will motivate participants, communicate with partners, and facilitate enriching learning experiences.
Essential Functions of the Job:
  • Reviews curriculum, implements innovative modules, teaches impactful lessons, and conducts program assessments to enhance learning;
  • Maintains accurate documentation of processes and tracks measurable outcomes to demonstrate the program's effectiveness;
  • Assists in managing reporting and data collection to ensure accurate information that reflects our commitment;
  • Builds and nurtures meaningful relationships with participants to foster their growth; and
  • Other duties as assigned.

Requirements
Education:
  • Enrolled in a post-secondary degree in education, social work, community development, or a related field.

Experience:
One (1) year or more of relevant work experience in leadership development, program management, and teaching;• Education sector support, teaching, or trainer experience in a nonprofit required.
Schedule:
This is a temporary part-time position. The work schedule is Monday - Thursday 8:15 am - 2:00 pm and occasionally Friday 9:00 am - 2:00 pm. The schedule is structured according to the assigned schools and their designated programming hours. Due to the nature of the work, some weekend and evening hours will be required.
Key Competencies: •
  • Seeks to cultivate and develop professional working relationships with key partners, i.e., staff, volunteers, interns, board members, and local collaborators;
  • Demonstrated skill in understanding others;
  • Engages in (or commits to) personal and professional development;
  • Demonstrates a willingness to examine one's assumptions and attitudes;
  • Maintains productive work relationships while considering multiple perspectives;
  • Demonstrates awareness of one's and others' life experiences and their relevance in the workplace;
  • Experience resolving conflicts effectively; and
  • Promotes a respectful work environment in which concerns are addressed effectively.

Skills:
  • Attention to Detail: Strong attention to detail and ability to troubleshoot;
  • Collaboration: Strong collaboration and networking skills;
  • Communication: Strong written and verbal communication skills;
  • Dependability: Ability to work independently and communicate effectively and consistently with internal and external constituents;
  • Emotional Intelligence: Recognizes and values different ideas of others; Empathetically and respectfully accepts these differences and works cooperatively and sincerely to optimize the contributions of all individuals;
  • Innovative: Ability to bring innovation and forward-thinking to the department;
  • Mission Focused: Must uphold the core values of the organization; Strong supporter of the organization's mission and services offered;
  • Presentation: Exceptional public speaking and strong group facilitation skills;
  • Problem-Solving: Strong problem-solving and critical thinking skills;
  • Technical Skills: Proficiency with Microsoft Office products, including high proficiency with Excel, PowerPoint, and Word required; Ability to embrace new technology and software programs;
  • Time Management: Strong time management, project management, and prioritization skills; and
  • Relationship Building: Understands the importance of building and sustaining relationships.

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