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Director Learning Development Jobs in Topsham, ME

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Director Learning Development information

See Topsham, ME salary details

$44.3K

$115.8K

$187.6K

How much do director learning development jobs pay per year?

As of Jun 26, 2026, the average yearly pay for director learning development in Topsham, ME is $115,836.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,300.00 and $135,100.00 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 cities near Topsham, ME are hiring for Director Learning Development jobs? Cities near Topsham, ME with the most Director Learning Development job openings:
Director Learning Development jobs near you
Director of Workforce Development and Talent Strategy

Director of Workforce Development and Talent Strategy

General Dynamics - Bath Iron Works

Bath, ME • On-site

Full-time

Posted 10 days ago

General Dynamics Bath Iron Works rating

8.2

Company rating: 8.2 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description

The Director of Workforce & Talent Strategy is responsible for designing, leading, and executing enterprise-wide strategies that strengthen BIW’s workforce capability, ensure a sustainable skilled trades pipeline, and enhance the long-term development of all employees. This role integrates workforce development, learning and development, and talent acquisition strategy to meet the demands of a complex, large-scale shipbuilding environment. The Director partners closely with operations, engineering, and senior leadership to ensure the organization attracts, develops, and retains the talent needed to deliver on current and future Navy programs.

Key Responsibilities

Workforce Development & Skilled Trades Strategy

  • Lead the strategy for building and sustaining a high-performing skilled trades workforce across all craft disciplines.
  • Oversee apprenticeship programs, trade schools, pre-hire training, and partnerships with community colleges, technical institutions, and workforce agencies.
  • Develop structured career pathways for welders, pipefitters, electricians, shipfitters, and other critical trades.
  • Align training content with production needs, quality standards, safety requirements, and industry certifications.
  • Collaborate with Operations and Production leadership to forecast long-term workforce needs and capacity.
  • Implement workforce readiness pipelines to support major hiring surges associated with shipbuilding milestones.

Learning & Development (Enterprise)

  • Build and execute a comprehensive L&D strategy covering onboarding, compliance, technical training, leadership development, and career progression.
  • Modernize learning delivery through blended learning, hands-on training, simulation, and digital learning platforms.
  • Establish metrics to evaluate training effectiveness and impact on productivity, quality, and retention.
  • Lead initiatives that support leadership capability at all levels, including new leader development and future leader programs. 
  • Foster a continuous learning culture aligned to BIW’s Business Operating System and Safely Executing High Quality Work. 

Talent Acquisition Strategy

  • Lead the strategy for enterprise talent acquisition, ensuring the organization attracts and selects the best talent across skilled trades, engineering, and professional roles.
  • Develop sourcing pipelines for critical trades, STEM talent, and hard-to-fill positions.
  • Strengthen employer branding and workforce marketing to position the company as an employer of choice in the shipbuilding industry.
  • Drive efficiency, equity, and consistency in hiring processes and candidate experience.
  • Partner with workforce development leaders to align pre-hire and post-hire training programs.
  • Advise senior leadership on workforce trends, labor market conditions, and long-range talent risks.

Leadership & Management

  • Lead, mentor, and develop teams in workforce development, L&D, and TA strategy.
  • Manage budgets, vendor relationships, and technology platforms supporting talent and training.
  • Build strong cross-functional relationships across HR, Operations, Planning, Supply Chain, Engineering, and Finance.
  • Champion a culture of safety, learning, accountability, and continuous improvement.

  • Bachelor’s degree in Human Resources, Organizational Development, Business, Industrial Technology, or related field required, Master’s preferred.

  • 10–15+ years of progressive experience in workforce development, L&D, talent acquisition strategy, or talent management.
  • Experience in heavy manufacturing, shipbuilding, defense contracting, aerospace, or other complex industrial environments strongly preferred.
  • Demonstrated success building skilled trades pipelines and technical training programs.
  • Deep understanding of adult learning principles, technical training, and workforce capability-building.
  • Proven ability to partner with senior operational leaders and support large-scale workforce planning.
  • Strong communication, analytical, and project management skills; ability to drive change in a complex environment.

Key Competencies

  • Strategic Workforce Planning
  • Operational & Business Acumen
  • Talent Development & Succession Planning
  • Leadership & Influence
  • Skilled Trades Development Expertise
  • Change Management
  • Data-Driven Decision Making
  • Collaboration & Relationship-Building
  •  

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