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Director Learning Development Jobs in Paramus, NJ

Incca

Learning Specialist

Manhattan, NY

... human development, ability to implement various learning theories, and teaching strategies ... Assistant Director, Learning and Engagement Salary: The salary for this position is $70, 541 per ...

MoMA

Learning Specialist

Manhattan, NY · On-site

$70/hr

... human development, ability to implement various learning theories, and teaching strategies ... Assistant Director, Learning and Engagement Salary: The salary for this position is $70, 541 per ...

MJHS

Learning Design & Impact Specialist

Manhattan, NY

$90K - $105K/yr

Our Corporate team may not provide direct care, but we still touch people's lives in a very real ... The Learning Design & Impact Specialist, reporting to the Senior Manager, Learning & Development ...

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MJHS

Learning Design & Impact Specialist

Manhattan, NY · On-site

$90K - $105K/yr

Hybrid Salary: $90,000.00 - $105,000.00 per year Our Corporate team may not provide direct care ... Our contributions are recognized with comprehensive compensation and benefits, career development ...

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All JobsDirector Learning Development JobsDirector Learning Development Jobs in Paramus, NJ

Director Learning Development information

See Paramus, NJ salary details

$44K

$115K

$186.2K

How much do director learning development jobs pay per year?

As of Jun 28, 2026, the average yearly pay for director learning development in Paramus, NJ is $114,977.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,600.00 and $134,100.00 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 Paramus, NJ? The most popular types of Learning Development jobs in Paramus, NJ are:
What job categories do people searching Director Learning Development jobs in Paramus, NJ look for? The top searched job categories for Director Learning Development jobs in Paramus, NJ are:
What cities near Paramus, NJ are hiring for Director Learning Development jobs? Cities near Paramus, NJ with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Paramus, NJ as of June 2026, with employment types broken down into 88% Full Time, 10% Part Time, 1% Temporary, and 1% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $114,977 per year, or $55.3 per hour.
Senior Director, Development

Senior Director, Development

Metropolitan Transportation Authority

New York, NY • On-site

$145K - $182K/yr

Full-time, Part-time

Posted 3 days ago

Metropolitan Transportation Authority rating

7.5

Company rating: 7.5 out of 10

Based on 133 frontline employees who took The Breakroom Quiz

39th of 76 rated public transport

Job description

Job ID: 16307
Business Unit: MTA Headquarters
Location: New York, NY, United States
Regular/Temporary: Regular
Department: Leadership Development
Date Posted: Jun 26, 2026
Description
JOB TITLE:
Senior Director, Development
DEPT/DIV:
People
SUPERVISOR:
Dep uty Ch ie f , Learn ing, Engag ement & Develo pment (LEaD)
WORK LOCATION:
2 Broadway, New York, NY 10004
HOURS OF WORK:
9:00 am - 5:30 pm (7.5 hours/day) or as required
FULL/PART-TIME
FULL
SALARY RANGE:
$145,615 - $182,019
DEADLINE:
Until filled
This position is eligible for telework, which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
Opening:
The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation's largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.
Job Summary :
The Senior Director of Development is a member of the People team and leads organizational design an d enterprise-wide learning strategies for a workforce of approximately 70,000 employees, spanning represented and non-represented populations across administrative and operational functions in a multi-agency environment.
This role is accountable for architecting scalable frameworks, systems, and governance models that align organizational structure with strategic priorities and foster a culture of continuous learning and adaptability. The Senior Director serves as a subject matter expert in Organizational Design and Learning & Development, driving customized strategies for segmented cohorts, leveraging advanced technology platforms, and ensuring measurable impact through robust assessment and tracking methodologies.
Responsibilities:
  • Lead an evolving and robust programmatic and communication strategy for leadership development at scale, incorporating segmentation by cohorts (e.g., emerging leaders, mid-level managers, executives) to deliver customized learning experiences, tools, and methodologies in response to short and long-term organizational goals.
  • Drive, develop, and execute enterprise-wide leadership development strategies collaboratively across teams and departments, including professional and leadership development, succession planning, and other programs, including executive coaching, to support business objectives and agility across the agencies. Design and deliver programs for various levels of leadership from entry-level managers to C-Suite positions.
  • Implement assessment models for staff development and succession planning, ensuring individual development plans (IDPs) and leadership pipelines are informed by data-driven results. Utilize advanced evaluation frameworks to identify readiness, track progress, and strengthen leadership capabilities across all levels of the organization.
  • Engage stakeholders across the enterprise to align development initiatives with strategic priorities, fostering collaboration and breaking down silos to ensure enterprise-wide impact, and ensure that programs align with business needs and organizational goals/strategies. Support enterprise-wide change management initiatives and ensure a culture of continuous learning and development. Drive workforce development training and analysis.
  • Design and implement ongoing governance, measurement, and tracking tools and frameworks to establish KPIs and measure effectiveness and impact of all learning and development initiatives, leveraging advanced evaluation models )e.g., Kirkpatrick, Phillips ROI, CIPP, LTEM) and aligning measurement frameworks with organizational objectives and business outcomes. Continuously refine methodologies to ensure programs deliver value, provide executive-level visibility, and inform decision-making. Uses data to report out on strategic insights and drive measurable outcomes aligned with business goals and strategic priorities. Defines metrics and key performance indicators, analyzes program effectiveness, and drives continuous improvement.
  • Drives a comprehensive project management strategy focused on the development of work plans and driving stakeholder engagement. Ensures the execution and closeout of projects while ensuring that they are completed on time, within budget, and meet organizational business objectives. Identifies, assesses, and mitigates all risks.
  • Drives a culture of accountability and change, challenging traditional approaches and focusing on measurable results rather than on activity-based metrics (e.g., enrollment or satisfaction scores), leveraging innovation in learning delivery, AI, digital platforms, and blended learning models to enhance accessibility and effectiveness .
  • Directs the delivery of multiple development initiatives and programs, leveraging digital learning platforms and blended solutions. Training programs include all state-mandated training. This includes managing all logistics such as scheduling, stakeholder communications , content development, and vendor communication.
  • Drives the selection, development, and robust goal setting and resulting impact of team members within the department, providing career development, coaching, and performance management in line with strategic objectives. Responsible for discipline/termination of employees when necessary. Review the performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.

Required Knowledge/Skills/Abilities:
  • Demonstrated knowledge of adult learning principles and instructional design.
  • Success driving change management principles and methodologies with outcomes in line with organizational priorities.
  • Experience developing and leveraging scalable digital tools and processes to drive innovation in communication, support, and program.
  • Strong proficiency in leveraging data to derive and share insights that drive impactful and measurable outcomes in line with organizational goals.
  • Experience measuring KPIs and other metrics to analyze program effectiveness and drive continuous improvement to demonstrate measurable impact.
  • Drives results by leading with vigor, bias for action, and sound judgment.
  • Strong strategic thinking and stakeholder management skills.
  • Workforce development planning and analysis skills.
  • Excellent project management skills.
  • Excellent communication and interpersonal skills.
  • Excellent organizational and presentation skills.
  • Demonstrated ability to communicate work with internal stakeholders across an organization, including the Executive and Board level.
  • Demonstrated ability to communicate and interact well with external agencies. External agencies may include the Governor's Office for New York State, the New York City government, elected and other public officials, as well as any staff located at other federal or state agencies or authorities.
  • Demonstrated ability to thrive and work in a high-profile, high-pressure environment effectively.
  • Strong managerial skills to effectively direct a staff of professional and technical employees in implementing the short- and long-term goals and direction for the area of responsibility.
  • Demonstrated analytical capabilities and quantitative skills .
  • Demonstrated proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook.

Required Education and Experience:
  • Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Organizational Development, Learning & Development, or Business Administration, or a related field, or an equivalent combination of education and experience may be c onsidered in lieu of a degree.
  • Minimum 10 years of related experience in a large, multi-faceted, fast-paced organization or governmental body
  • Minimum 4 years in a leadership/managerial role

The Following is/are preferred:
  • Master's degree in Arts/Sciences (MA/MS) in Human Resources, Organizational Development , Learning & Development, or Business Administration

Other Information
May need to work outside of normal work hours (i.e., evenings and weekends)
Travel may be required to other MTA locations or other external sites.
According to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission").
Equal Employment Opportunity
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including those concerning veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

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