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Director Learning Development Jobs in Santa Ana, CA

TalentCount

Human Resources Director

Costa Mesa, CA · On-site

$150K/yr

HR Director At TalentCount, we connect high-impact HR, Payroll, and Finance professionals with ... Demonstrated success developing Leadership Development and Learning & Development programs.

Mathnasium

Math Learning Center Director

CA · On-site

$24 - $25/hr

Training & development ***REQUIREMENT: BILINGUAL IN ENGLISH AND MANDARIN*** Who We Are: Across ... We set ourselves apart by providing Math Learning Center Directors with: * A rewarding leadership ...

Mathnasium

Math Learning Center Director

CA · On-site

$24 - $25/hr

Training & development ***REQUIREMENT: BILINGUAL IN ENGLISH AND MANDARIN*** Who We Are: Across ... We set ourselves apart by providing Math Learning Center Directors with: * A rewarding leadership ...

Mathnasium

Math Learning Center Director

Walnut, CA · On-site

$24 - $25/hr

Training & development ***REQUIREMENT: BILINGUAL IN ENGLISH AND MANDARIN*** Who We Are: Across ... We set ourselves apart by providing Math Learning Center Directors with: * A rewarding leadership ...

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Showing results 21-40

All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Santa Ana, CA

Director Learning Development information

See Santa Ana, CA salary details

$45.3K

$118.2K

$191.5K

How much do director learning development jobs pay per year?

As of Aug 22, 2026, the average yearly pay for director learning development in Santa Ana, CA is $118,233.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,200.00 and $137,900.00 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 Santa Ana, CA?

The most popular types of Learning Development jobs in Santa Ana, CA are:

What job categories do people searching Director Learning Development jobs in Santa Ana, CA look for?

The top searched job categories for Director Learning Development jobs in Santa Ana, CA are:

What cities near Santa Ana, CA are hiring for Director Learning Development jobs?

Cities near Santa Ana, CA with the most Director Learning Development job openings:

Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Santa Ana, CA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $118,233 per year, or $56.8 per hour.

Director, Organizational Development and Learning Technology

Easterseals Southern California

Irvine, CA • On-site

Full-time

Posted 18 days ago

Job description

Easterseals Southern California transforms lives every day. For over a century, Easterseals has championed inclusion and independence-delivering essential services like early childhood programs, autism services, employment and independent living support to more than 29,000 people each year. Through advocacy and education, we break barriers and create opportunities for the one-in-four Americans with disabilities.
Easterseals California is seeking a Director, Organizational Development & Learning Technology to help shape how our organization grows, develops, and empowers its people. In this high-impact role, you will lead enterprise-wide initiatives that strengthen organizational effectiveness, workforce capability, and learning technology strategy-partnering with senior leaders to drive meaningful change and enhance the associate experience.
You will collaborate across People Services, Information Technology, and operational leadership to design data-informed programs, optimize learning platforms, strengthen workforce readiness, and equip managers and associates for success. This is an exciting opportunity for a strategic, people-centered OD and learning technology leader who is passionate about building scalable solutions that advance Easterseals California's mission and impact.
Hiring Range: $130k - 155k
OVERVIEW OF POSITION:
The Director, Organizational Development & Learning Technology is responsible for leading enterprise organizational effectiveness, workforce capability initiatives, and learning technology strategy. This role partners with senior leaders to identify organizational needs, improve team and leadership effectiveness, support organizational change and transformation efforts, and optimize talent-related systems and processes that enable business performance. The Director oversees learning technology platforms, organizational development programs, workforce analytics, and change adoption strategies to improve organizational capability, scalability, and associate experience.
Working collaboratively across People Services, Information Technology, and operational leadership, this position develops data-informed solutions that strengthen organizational effectiveness, increase workforce readiness, support manager and associate success, and advance enterprise priorities. In all responsibilities, the position demonstrates a strong commitment to ESSC's mission and values by supporting a high-quality, person-centered service environment.
ESSENTIAL FUNCTIONS:
  • Develops and executes a comprehensive digital enablement strategy aligned with business goals, including learning technology, digital tools, and user experience enhancements.
  • In partnership with senior leaders, provides strategic leadership for organizational development, organizational effectiveness, performance enablement, and learning technology initiatives by identifying workforce capability needs, advising leaders on organizational effectiveness opportunities, and implementing scalable solutions that support organizational performance and growth.
  • Leads the learning technology ecosystem, including LMS, LXP, Workday Learning, and AI-driven solutions, and ensure integration with enterprise platforms.
  • Provides strategic oversight of learning technology platforms, including LMS, LXP, Workday Learning, and emerging digital learning solutions, to improve adoption, scalability, reporting, and user experience.
  • Partners with enterprise change management, MarCom, IT, People Services, and other stakeholders to conduct change impact analyses, stakeholder assessments, readiness assessments, communication, training, and reinforcement plans to sustain adoption.
  • Uses workforce, learning, and organizational effectiveness data to identify trends, evaluate the impact of programs and technology adoption, and provide insights that guide organizational development decisions.
  • Serves as a strategic advisor to leaders on organizational effectiveness, change management, workforce capability, and team effectiveness initiatives.
  • Leads, coaches, and develops a high-performing team while fostering a culture of accountability, continuous improvement, collaboration, and professional growth.
  • Collaborates with HR Directors, HR Business Partners, and senior service line leaders to assess current-state structures and recommend optimal future-state structures, including spans and layers, team configurations, role clarity, and restructuring opportunities.
  • Facilitates strategic planning, scenario planning, future-state modeling, and design workshops with leaders and cross-functional stakeholders.
  • Develops and implements strategies for organizational effectiveness, workforce planning, and headcount planning, leveraging associate feedback data to inform strategy, interventions, dashboards, leadership insights, and continuous program improvement.
  • Partners with executive and operational leaders to align organizational development, workforce effectiveness, and talent initiatives with enterprise priorities and business objectives.
  • Fosters enterprise-wide alignment and collaboration to support organizational growth, workforce readiness, and sustainable business performance.
  • Establishes governance, standards, and best practices for organizational development and learning technology initiatives across the enterprise.
  • Oversees assigned budgets, vendor resources, and program-related expenses to support effective delivery of organizational development, and Learning technology initiatives.
  • Performs other duties as assigned.

EDUCATION:
  • Bachelor's degree required in Organizational Development, HR, Psychology, Education, Business, or related field.
  • Master's degree preferred.
  • Change Management certification, SHRM, HRCI, OD, Learning Technology, or related certifications preferred.

EXPERIENCE:
  • 10+ years of progressive experience in organizational development, performance management, learning technology, change management, talent development, related areas, or related disciplines are required.
  • 5+ years leading teams, programs, or enterprise initiatives required.
  • Workday LMS and Talent required.

Number of Direct and Indirect Reports:
  • Direct: 3
  • Indirect: 1-3

KNOWLEDGE, SKILLS, ABILITIES:
  • Expert knowledge of organizational development, organizational effectiveness, workforce capability, and change management principles and practices.
  • Strong knowledge of learning technology strategy, governance, digital learning ecosystems, LMS/LXP platforms, emerging technologies, and technology-enabled workforce development solutions.
  • Experience designing, implementing, and continuously improving enterprise performance management frameworks, processes, metrics, and enablement strategies.
  • Experience leading enterprise utilization, optimization, governance, reporting, and continuous improvement of Workday Learning, Workday Performance, and other learning, talent, and performance management platforms.
  • Ability to analyze workforce, organizational, learning, and performance data to identify trends, evaluate organizational effectiveness, and inform strategic decision-making.
  • Ability to lead multiple enterprise organizational development, change management, and learning technology initiatives in a complex environment.
  • Ability to evaluate organizational effectiveness, identify opportunities for improvement, and implement scalable solutions that support business objectives and workforce capability.
  • Ability to influence and build effective partnerships with executive leadership, HR, IT, operational leaders, and cross-functional stakeholders.
  • Experience leading enterprise change management strategies, organizational readiness efforts, stakeholder engagement, and adoption planning.
  • Strong strategic thinking, consulting, facilitation, and stakeholder management skills.
  • Knowledge of organizational design, change leadership, workforce planning concepts, and continuous improvement methodologies.
  • Ability to obtain fingerprint clearance per ESSC and/or program requirements.
  • Ability to travel locally; reliable transportation, valid California driver's license, clean driving record, proper auto insurance, and vehicle registration. Appropriate vehicle for transportation of program participants if program requires.
  • Must pass all drug testing required by ESSC.

PHYSICAL REQUIREMENTS IN ACCORDANCE WITH ADA:
  • Carrying/Lifting:

Occasional/ Up to 30 lbs.
  • Standing:

Occasional / Up to 3 hours per day.
  • Sitting:

Frequent / Up to 8 hours per day.
  • Walking:

Occasional / Up to 3 hours per day.
  • Travel:

Occasional travel to offsite meetings & conferences.
  • Repetitive Motion/Activity:

Frequent keyboarding and writing.
  • Visual Acuity:

Ability to view a computer monitor and read newsprint.
  • Environmental Exposure:

Work is performed in a standard office environment.

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