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Director Learning Development Jobs in Saint Paul, MN

Loram

Director, Human Resources

Hamel, MN

Lead the Learning & Development team, including creation of leadership development programming ... Direct experience leading teams in Talent Acquisition, Learning & Development, and/or HRBP ...

Loram

Director, Human Resources

Hamel, MN · On-site

Lead the Learning & Development team, including creation of leadership development programming ... Direct experience leading teams in Talent Acquisition, Learning & Development, and/or HRBP ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Saint Paul, MN

Director Learning Development information

See Saint Paul, MN salary details

$44K

$114.9K

$186.1K

How much do director learning development jobs pay per year?

As of Sep 8, 2026, the average yearly pay for director learning development in Saint Paul, MN is $114,916.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,500.00 and $134,000.00 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 Saint Paul, MN?

The most popular types of Learning Development jobs in Saint Paul, MN are:

What are popular job titles related to Director Learning Development jobs in Saint Paul, MN?

For Director Learning Development jobs in Saint Paul, MN, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Saint Paul, MN look for?

The top searched job categories for Director Learning Development jobs in Saint Paul, MN are:

What cities near Saint Paul, MN are hiring for Director Learning Development jobs?

Cities near Saint Paul, MN with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Saint Paul, MN as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $114,916 per year, or $55.2 per hour.

Senior Director - Learning and Development

Life Time, Inc.

Chanhassen, MN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 6 days ago

Life Time rating

6.5

Company rating: 6.5 out of 10

Based on 394 frontline employees who took The Breakroom Quiz

24th of 64 rated gym and leisure clubs

Job description

Position Summary
The Senior Director of Learning & Development is a strategic enterprise leader responsible for designing and executing strategies that enhance organizational performance, leadership capability, and workforce engagement.
Operating as a core leader within Talent Management, this role drives a cohesive, end-to-end approach to how talent is developed, activated, and sustained across the organization, partnering closely with Human Capital leaders and business stakeholders to align learning strategy with leadership development, performance, succession, and employee listening strategies to ensure a consistent and high-impact talent lifecycle. The Sr. Director builds strong, trust-based partnerships across the organization to align priorities, guide leaders in adopting consistent practices, and ensure learning and development efforts are grounded in the realities of how the business operates.
This role leads a multidisciplinary team spanning learning design, solution partners, program management, and learning technology, while driving alignment cross-functionally with Talent Acquisition, Onboarding, Performance Management, and People Analytics. Through strong partnership and advisory, the Sr. Director influences enterprise-wide talent strategy, manages learning investments, and oversees vendor and external partnerships.
The Sr. Director establishes a scalable learning and capability model designed to strengthen bench strength, accelerate readiness, and enable a high-performing, engaged workforce.
Key Responsibilities
Enterprise Talent & Capability Strategy
  • Design and lead strategies that improve organizational performance, leadership effectiveness, and workforce engagement.
  • Establish an integrated Talent Management approach connecting development, performance, succession, and retention.
  • Align capability-building strategies with business priorities, workforce planning, and growth objectives.
  • Serve as a strategic advisor to senior leaders on organizational capability and talent investments.

Leadership Development & Succession
  • Define and lead enterprise leadership development frameworks across all levels.
  • Build and operationalize succession planning strategies and readiness pathways.
  • Ensure alignment between leadership expectations, performance standards, and development experiences.
  • Partner with senior leaders to strengthen leadership bench and long-term talent pipelines.

Learning & Development Strategy & Operating Model
  • Oversee the design and delivery of role-based, leadership, and compliance learning programs.
  • Establish scalable learning pathways aligned to job architecture and skills frameworks.
  • Lead the evolution from program-based learning to integrated, experience-driven development.
  • Ensure learning solutions are practical, accessible, and directly tied to performance outcomes.

Learning Operations, Standards & Technology
  • Drive a modern, integrated learning ecosystem that enhances user experience, supports data-driven decision-making, and scales with organizational growth.
  • Establish clear processes for learning intake, prioritization, and execution.
  • Set instructional design standards and ensure consistency across learning experiences.
  • Oversee LMS and learning technology strategy in partnership with HR Technology.
  • Manage vendor relationships and optimize learning investments.
  • Ensure learning data integrity and reporting visibility.
  • Lead preparation for future learning platform transitions and enhancements.

Talent Integration & Cross-Functional Partnership
  • Lead adoption of new learning and talent practices by influencing leaders and driving sustained behavior change across the organization
  • Partner with Talent Acquisition to align hiring profiles with development pathways.
  • Collaborate with Onboarding & Early Experience to ensure smooth transition from hire to readiness.
  • Partner with the Team Member Experience team and People Analytics to leverage employee listening insights (e.g., engagement surveys, lifecycle feedback) and translate them into targeted learning and leadership strategies.
  • Use insights from engagement, retention, and performance data to inform continuous improvement of development programs and leadership capability.
  • Influence leaders across the business to embed development into day-to-day leadership practices.

Measurement & Impact
  • Define and track key metrics including leadership readiness, internal mobility, engagement, and retention.
  • Leverage data to continuously refine learning and talent strategies.
  • Demonstrate measurable impact of development initiatives on business performance.

Qualifications
  • 10+ years progressive experience in Learning & Development, Talent Management, or Organizational Development, or related fields.
  • Proven experience leading enterprise-wide learning or capability strategies.
  • Strong expertise in leadership development and organizational effectiveness.
  • Demonstrated ability to build scalable programs and operating models.
  • Experience integrating learning with performance, succession, and engagement strategies.
  • Strong business acumen and ability to translate strategy into execution.
  • Demonstrated experience leveraging learning technologies (e.g., LMS, learning experience platforms) to drive adoption, scalability, and measurable impact
  • Ability to partner effectively with HR Technology to shape platform strategy, integrations, and future-state learning ecosystem

Pay
This is a salaried position starting at $136,000.00(or applicable minimum salary, if higher) and pays up to $187,000.00, based on experience and qualifications. In addition, this role is eligible for bonuses based on performance metrics.
Benefits
All team members receive the following benefits while working for Life Time:
  • A fully subsidized membership
  • Discounts on Life Time products and services
  • 401(k) retirement savings plan with company discretionary match (21 years of age and older)
  • Training and professional development
  • Paid sick leave where required by law

Full-time Team Members are eligible for additional benefits, including:
  • Medical, dental, vision, and prescription drug coverage
  • Short term and long term disability insurance
  • Life insurance
  • Pre-tax flexible spending and dependent care plans
  • Parental leave and adoption assistance
  • Paid time off, including 5 to 20 vacation days per calendar year (based on tenure) and paid sick leave
  • Deferred compensation plan, if the team member meets the required income threshold

Life Time is a place for everyone. As an organization, we are committed to an inclusive, diverse and equitable workplace that respects and celebrates the unique contributions of each individual while ensuring we remain an equal opportunity employer that recruits, hires, trains and promotes based on merit and qualifications.

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