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Director Learning Development Jobs in Toronto, ON

Ci

Quality Assurance Analyst

York, ON

CA$42K - CA$71K/yr

In this role, reporting to the Director, Learning & Development, the successful candidate is expected to complete Quality Evaluations for our Client Experience team. The Quality Assurance Analyst is ...

Burson

Senior Account Director, Influencer

Toronto, ON · On-site

Burson is looking for a Senior Account Director with a specialization in Influencer Marketing to ... Strong leadership with a focus on entrepreneurial thinking, mentoring, learning + development to ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Toronto, ON

Director Learning Development information

See Toronto, ON salary details

$16.2K

$94.7K

$163.2K

How much do director learning development jobs pay per year?

As of Jun 11, 2026, the average yearly pay for director learning development in Toronto, ON is $94,741.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,986.00 and $124,541.00 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 are the most commonly searched types of Learning Development jobs in Toronto, ON? The most popular types of Learning Development jobs in Toronto, ON are:
What job categories do people searching Director Learning Development jobs in Toronto, ON look for? The top searched job categories for Director Learning Development jobs in Toronto, ON are:
What cities near Toronto, ON are hiring for Director Learning Development jobs? Cities near Toronto, ON with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Toronto, ON as of June 2026, with employment types broken down into 90% Full Time, 6% Part Time, 2% Temporary, and 2% Contract. Highlights an 74% In-person, 15% Hybrid, and 11% Remote job distribution, with an average salary of $94,741 per year, or $45.5 per hour.

Human Resources Business Partner

The Staffing Alternative

Mississauga, ON • On-site

Other

Posted 15 days ago

Job description

Senior Human Resources Business Partner



Brief Overview:


The Senior Human Resources Business Partner reports to the Director, Human Resources and will be responsible for a variety of HR related responsibilities. The incumbent will support in the following areas: Employee & Labour Relations, Performance Management, Health & Safety, Learning & Development, and other HR programs.


The Senior Human Resources Business Partner reports to the Director, Human Resources and will be responsible for a variety of HR related responsibilities. The incumbent will support in the following areas: Employee & Labour Relations, Performance Management, Health & Safety, Learning & Development, and other HR programs.



Employee & Labour Relations:


  • Collaborates with employees at all levels of the Company to resolve Employee Relations issues.
  • Provides mediation and conflict resolution support to address and resolve performance issues. Resolves conflicts between management and employees, and/or between individual employees.
  • Ensures compliance with applicable federal/provincial/municipal laws, regulations, rules, standards, and guidelines.
  • Review existing and forthcoming legislation to determine HR impact on the organization; make recommendations regarding legislation.
  • Coordinate and/or conduct investigations and recommend appropriate corrective action.
  • Reviews existing and new Collective Agreements and provide interpretation and guidance as needed


Performance Management


  • Responsible for the Performance Review Program and provides support to managers and employees throughout the process.
  • Provides training and coaching on performance management.
  • Recommends new policies and procedures to affect company improvements and organizational efficiencies.
  • Ensure that all relevant policies, procedures, practices, processes, and systems meet corporate requirements and comply with applicable legislation.
  • Supports managers in performance improvement plans, counsel and assist with employee discipline up to and including termination.
  • Provides support and guidance on Employee Engagement improvement plans to managers.


Health, Safety & Employee Wellbeing


  • Evaluate, and update Management's occupational health and safety policies, procedures, and programs.
  • Review occupational health and safety legislation, amendments, and best practices to optimize occupational health and safety programs.
  • Effectively manage return to work programs, working closely with the employee, his/her supervisors, and the insurance company.
  • Provide advice and guidance to managers and supervisors for the return of injured employees (as soon as possible) to productive work following an injury.


Learning & Development


  • Provide insights on Learning & Development needs based on employee and corporate goals and performance initiatives.
  • Assist in the development of learning programs for soft skill, leadership and health, safety & wellbeing programs.
  • Deliver training presentations, curricula, and course materials as needed.
  • Coordinate and organize Learning & Development programs around Diversity, Equity, and Inclusion initiatives.


Other Duties


  • Participates in HR Strategic plan and the development of HR Programs.
  • Supports and participates in all Diversity, Equity, and Inclusion initiatives.
  • Assists the Director, Human Resources with a variety of HR duties, re: legislative, special assignment, etc.
  • Participate in the recruitment and onboarding process, as needed.
  • Assist with other duties and projects, as assigned.
  • Travel to sites on a regular basis to ensures programs are aligned with field needs.


Requirements


Education and Experience Requirements:


  • Post-secondary education in Human Resources Management along with 5 – 8 years of relevant experience.
  • A CHRP/ CHRL designation or working towards a CHRP/ CHRL designation is an asset.
  • Minimum 5 years' experience with Employee & Labour Relations and occupation health and safety management.
  • Proficient knowledge in Microsoft office products including Excel, Word, Outlook
  • Working knowledge of a HRIS/ HRMS is an asset.
  • Working knowledge of SharePoint and an Intranet site is an asset.
  • Previous experience in the Construction Industry is an asset.


Knowledge & Skills:


  • Ability to maintain a high level of confidentiality.
  • Knowledge of current employment, health & safety, human right laws.
  • Knowledge of occupational health and safety management, applicable federal, provincial, and municipal regulations/legislation, Workplace Safety & Insurance Act, the Occupational Health & Safety Act and its regulations and applicable Human Rights
  • Knowledge of WSIB/WCB/STD/LTD processes and procedures, including WSIB/WCB claims management and related legislation.
  • Sound work ethic, planning, prioritization, and execution skills
  • Strong problem identification and problem resolution skills
  • Effective attention to detail and a high degree of accuracy
  • Excellent communication skills, strong customer service orientation and a positive team attitude
  • Adaptable and flexible in a continuous changing work environment.
  • Proven ability to handle multiple priorities in a fast-paced environment.
  • Strong analytical, organizational and problem-solving skills.
  • Tact, diplomacy, flexibility, listening and persuasion skills.

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