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Director Learning Development Jobs in Sioux Falls, SD

CCL Label, Inc.

HR Manager

Sioux Falls, SD · On-site

Oversee and direct all aspects of the recruitment and talent acquisition process across multiple ... Manage, mentor, and evaluate HR, Payroll, and Learning & Development staff to ensure high ...

Viaflex

Business Development Manager

Sioux Falls, SD · On-site

... • Learning, understanding, continuously improving, and promoting the division's quality ... Eric Olson Position does not have any direct reports. BENEFITS TO YOU: Not all benefits are created ...

AAF-SD

Click Rain: Director of Creative

Sioux Falls, SD · On-site

$80 - $110/hr

Growth mindset and committed to continuous learning * Adherence to company mission, vision and ... development * Strong design acumen and visual judgment, with the ability to evaluate work, provide ...

Learning Care Group, Inc.

Team Lead

Sioux Falls, SD

... learning experiences to share with the preschool children. * Leader! Take on the duties of Director ... College credits towards Early Childhood Education or Child Development degree or a CDA, preferred.

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Director Learning Development information

See Sioux Falls, SD salary details

$43.3K

$113K

$183.1K

How much do director learning development jobs pay per year?

As of Aug 29, 2026, the average yearly pay for director learning development in Sioux Falls, SD is $113,039.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $131,800.00 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?

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 Sioux Falls, SD?

The most popular types of Learning Development jobs in Sioux Falls, SD are:

What are popular job titles related to Director Learning Development jobs in Sioux Falls, SD?

For Director Learning Development jobs in Sioux Falls, SD, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Sioux Falls, SD look for?

The top searched job categories for Director Learning Development jobs in Sioux Falls, SD are:

Director Learning Development jobs near you

HR Manager

Sioux Falls, SD • On-site

CCL Label, Inc.
Plastics Packaging Film and Sheet (including Laminated) Manufacturing • 10K+ employees

8.7

Company rating: 8.7 out of 10

Based on 21 frontline employees who took The Breakroom Quiz

12th of 122 rated packaging manufacturers

People enjoy working here

Good employer

Paid breaks

Learn more about CCL Label, Inc.external

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 29 days ago

Job description

Who is CCL?
A global supply chain leader and specialty packaging pioneer, CCL is the largest label company in the world and provides innovative premium packaging solutions to the Home & Personal Care, Premium Food & Beverage, Healthcare & Specialty, Automotive & Durables and Consumer markets worldwide. CCL Label is the world's largest converter of pressure sensitive and extruded film materials for decorative, functional and information labels.
Join the team at CCL Label Sioux Falls
We are looking for a Human Resources Manager with multi-plant responsibility for both Sioux Falls locations.
What we offer
We have an extensive benefits package that includes vacation, health, dental and vision insurance, 401(k) match up to 8%, company-paid life insurance and disability insurance, employee assistance program, flexible spending account, and tuition reimbursement.
Job Summary:
Responsible for leading and coordinating all Human Resources functions across multiple locations, including talent acquisition, employee relations, payroll administration, benefits management, compliance, onboarding, and workforce development. Develops and implements HR strategies, policies, and programs that support organizational goals, ensure legal compliance, and promote employee engagement and retention. Oversees the Human Resources, Payroll, and Learning Management System (LMS) functions, ensuring accurate payroll processing, effective administration of employee benefits, and delivery of training and development initiatives. Partners with operational leaders to drive organizational effectiveness, workforce planning, performance management, and a positive employee experience.
Duties/Responsibilities:
  • Oversee and direct all aspects of the recruitment and talent acquisition process across multiple locations, including workforce planning, sourcing strategies, interviewing, selection, onboarding, and retention initiatives.
  • Lead and manage the organization's payroll function, ensuring accurate and timely payroll processing, compliance with applicable wage and hour laws, and effective utilization of internal and third-party payroll systems.
  • Develop, implement, and administer human resource programs, policies, and procedures related to compensation, benefits, leave administration, employee relations, performance management, succession planning, and employee development.
  • Serve as a strategic business partner to operational leaders, providing guidance and support on workforce planning, employee engagement, organizational effectiveness, and talent management.
  • Oversee the administration of employee benefit programs and ensure compliance with federal, state, and local regulations.
  • Manage and continuously improve the organization's Learning Management System (LMS), including training compliance, employee development programs, leadership training, and skills-development initiatives.
  • Lead employee relations efforts by conducting investigations, resolving workplace concerns, and providing guidance on corrective action, disciplinary processes, and policy interpretation.
  • Oversee the administration of the company's workers' compensation program, partnering with insurance carriers, safety teams, and leadership to reduce workplace injuries, control costs, and facilitate return-to-work programs.
  • Monitor and ensure organizational compliance with all applicable labor and employment laws, regulations, and company policies; recommend and implement policy updates as needed.
  • Develop, analyze, and report on key HR metrics, including turnover, recruiting effectiveness, attendance, payroll accuracy, training completion, and employee engagement.
  • Manage, mentor, and evaluate HR, Payroll, and Learning & Development staff to ensure high performance and continuous professional growth.
  • Conduct annual performance evaluations and support managers in performance coaching, goal setting, and employee development planning.
  • Maintain a thorough understanding of company policies, procedures, culture, and business objectives, ensuring consistent application across all locations.
  • Stay informed of emerging HR, payroll, compliance, and workforce development trends and recommend best practices to enhance organizational effectiveness.
  • Participate in organizational planning and special projects that support business growth and operational excellence.
  • Perform other duties and responsibilities as assigned.

Required Skills/Abilities:
  • Strong knowledge of Human Resources principles, practices, employment law, and regulatory compliance.
  • Ability to interpret and apply federal, state, and local employment laws and regulations.
  • Ability to analyze HR, payroll, and workforce metrics to support business decisions and drive continuous improvement.
  • Demonstrated experience developing and implementing HR policies, procedures, and best practices.
  • Strong decision-making and problem-solving abilities with sound judgment and discretion.
  • Experience with HRIS, payroll, applicant tracking, and learning management systems.
  • Ability to lead change initiatives and support organizational growth and workforce development.
  • Ability to uphold confidentiality
  • High level of integrity
  • Excellent communication and interpersonal skills
  • Ability to perform highly organized and detailed work.
  • Skilled in time management and prioritization
  • Excellent critical thinking skills
  • Ability to make independent decisions
  • Proficient in Microsoft Office Applications and other systems as required

Education and Experience:
  • Bachelor's degree in Human Resources or related field.
  • Minimum of 5 years of progressive Human Resources experience, including employee relations, talent acquisition, performance management, compensation, benefits, and compliance.
  • Minimum of 3 years of leadership or management experience overseeing HR programs, processes, or personnel.
  • Experience administering payroll and HRIS systems.
  • Experience managing Human Resources functions across multiple locations.

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