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Director Learning Development Jobs in Raleigh, NC

Learning Care Group

Center Director

Raleigh, NC · On-site

$45K - $62K/yr

... and development of our children first and foremost. When you consider a career at Learning Care ... In a Director, we look for committed individuals who want to make a difference in the lives of ...

Learning Care Group

Center Director

Raleigh, NC · On-site

$45K - $62K/yr

... and development of our children first and foremost. When you consider a career at Learning Care ... In a Director, we look for committed individuals who want to make a difference in the lives of ...

WCPSS

Teacher Parent Consultant (Interim)

Raleigh, NC

$13.50 - $17.25/hr

... and/or learning development in support of implementing appropriate strategies in the child ... Experience as a director or coordinator of a childcare facility providing services to young ...

Learning Care Group, Inc.

Center Director

Durham, NC

$44K - $60K/yr

... and development of our children first and foremost. When you consider a career at Learning Care ... In a Director, we look for committed individuals who want to make a difference in the lives of ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Raleigh, NC

Director Learning Development information

See Raleigh, NC salary details

$42.3K

$110.5K

$178.9K

How much do director learning development jobs pay per year?

As of Jul 9, 2026, the average yearly pay for director learning development in Raleigh, NC is $110,450.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,000.00 and $128,800.00 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.

How much do directors of training and development make?

Directors of training and development typically earn a median annual salary of around $100,000 to $150,000, depending on industry, experience, and location. They often oversee learning programs, manage teams, and require strong leadership and instructional design skills.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions like coaching and mentoring, and 10% from formal training. As a Director of Learning Development, understanding this model helps design effective development programs that balance experiential learning with formal education.

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 jobs pay 500,000 a year in the US?

In the US, high-paying roles such as executive positions (CEOs, CFOs, COOs), specialized surgeons, and certain investment bankers can earn $500,000 or more annually. Senior leadership roles in large corporations, successful entrepreneurs, and top-tier technology executives also often reach this compensation level, especially with bonuses and stock options.

What does a director of learning and development do?

A director of learning and development oversees an organization's training and educational programs to improve employee skills and performance. They design strategies, manage teams, and collaborate with leadership to align learning initiatives with business goals, often utilizing learning management systems and requiring strong leadership and communication skills.
What are the most commonly searched types of Learning Development jobs in Raleigh, NC? The most popular types of Learning Development jobs in Raleigh, NC are:
What are popular job titles related to Director Learning Development jobs in Raleigh, NC? For Director Learning Development jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Raleigh, NC look for? The top searched job categories for Director Learning Development jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Director Learning Development jobs? Cities near Raleigh, NC with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Raleigh, NC as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $110,450 per year, or $53.1 per hour.
Director, Workday Technology & HR Systems

Director, Workday Technology & HR Systems

Bell Partners

Raleigh, NC

Full-time

Posted 19 days ago

Bell Partners rating

8.6

Company rating: 8.6 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

14th of 212 rated facilities management

Job description

Join Bell Partners and be a difference maker.

At Bell Partners, our mission is to be the apartment company of choice by creating value and honoring commitments to our residents, partners, and associates. We proudly serve our community of 85,000+ homes across 13 states and the District of Columbia. As stewards entrusted to contribute with care and appreciation, our 2,000 associates succeed in a dynamic space where everyone impacts. We take pride in producing outstanding results and fostering a work environment that allows everyone to contribute to their fullest potential. We rise above industry standards when every associate embraces their unique role and seizes the opportunity to make an impact.

Bell Partners is seeking a Director, Workday Technology & HR Systems to lead the strategy, architecture, integration, governance, and optimization of our Workday platform. This role combines deep technical expertise with business partnership to ensure Workday is scalable, secure, and aligned with enterprise IT strategy.

You will own the technical roadmap, data integrity, integrations, and platform performance, while also ensuring strong end-user adoption through support and training strategies. This is a high-impact role for a leader who can bridge systems engineering with business outcomes partnering with the HR, Payroll, Learning, Finance and IT teams.

Why Bell Partners

  • Opportunity to lead a critical enterprise platform transformation

  • High visibility with executive leadership and cross-functional teams

  • Focus on innovation, data integrity, and scalable technology solutions

  • Collaborative culture with strong emphasis on results and continuous improvement

Essential Functions and Responsibilities

HR Technology & Process Optimization

  • Partner with HR Centers of Excellence and Operations teams tooptimizebusiness processes and maximize Workday capabilities

  • Drive continuous improvement initiatives that enhance employee, manager, and HR experiences

  • Identifyopportunities to automate manual processes and improve operational efficiency

Analytics, Reporting & Data Governance

  • Own enterprise Workday reporting strategy, dashboards, and workforce analytics

  • Ensure data quality, consistency, and integrity across HR systems

  • Provide executive-level reporting and insights to support business decision-making

  • Establish andmaintaindata governance standards, audit readiness, and compliance reporting

Platform & Architecture

  • Own the technical design and configuration of Workday across HCM, Payroll,Expense,Recruiting, Benefits,Talent, and future platformexpansion

  • Define and enforce platform standards, governance, and scalable architecture

  • Ensure system performance, reliability, and long-term sustainability

  • HRIS Administration, Analytics and Reporting

  • Learning management administration

Integrations & Data

  • Lead development of Workday integrations (APIs, EIBs, and third-party systems)

  • Own data flows and architecture to ensure accuracy, auditability, and compliance

  • Drive automation and improvements in data quality and system interoperability

Security & Compliance

  • Design and manage Workday security, including role-based access and segregation of duties

  • Partner with IT security and audit to ensure compliance with data privacy and regulatory requirements

  • Governance and program management

Delivery & Releases

  • Lead end-to-end delivery of system enhancements, upgrades, and releases

  • Develop andmaintaina formal system for evaluating new Workday features and third-partysolutionsto ensure continuous value creation and alignment with business objectives

  • Manage impact assessment, testing, and controlled deployment of new functionality

User Support & Training

  • Ensure an effective support model, improving user experience and reducing recurring issues

  • Partner with Learning & Development to deliver role-based training and drive adoption

  • Develop training strategies aligned with system changes and new capabilities

Leadership & Collaboration

  • Lead and develop a high-performing HRIS technical team

  • Partner with HR, Finance, and IT leadership to deliver scalable solutions

  • Providetechnical guidance on roadmap priorities and platform strategy

Additional Functions and Responsibilities

  • Additional duties as assigned

Knowledge, Skills and Abilities:

  • Deepexpertisein Workday architecture, integrations, reporting, and security

  • Experience with enterprise systems, data flows, and integration design

  • Proven ability to lead complex initiatives and balance business and technical needs

  • Strong problem-solving skills and ability to deliver in a fast-paced environment

Education and Background:

  • Bachelor's degree in IT, Computer Science, or related field (Workday certification preferred)

  • 10+ years of Workday experience with strongtechnical leadership focus

  • 5+ years of Workday consultingexperiencepreferred

#LI-JW1

About Bell Partners

Our purpose at Bell Partners is to create communities our residents are proud to call home. We currently own or manage over 85,000 homes in North America and continue to grow. Our people are the most important part of our company. We believe in building a culture that encourages our associates to invest in and serve one another, while pushing each other to take risks, allowing us to grow together and make a difference.

Join Bell to be a difference maker. Apply today!

Bell Partners reserves the right to amend this job description at any time. We are an Equal Opportunity Employer.

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