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Director Learning Development Jobs in Williamsport, PA

Aerotek

Sales Development Representative

Montgomery, PA · On-site

$121K/yr

The Sales Development Rep is responsible for learning and executing on all steps associated with ... Collaborate with Account Managers and Directors to support territory planning and workforce ...

Aerotek

Sales Development Representative

Montgomery, PA · On-site

$121K/yr

The Sales Development Rep is responsible for learning and executing on all steps associated with ... Collaborate with Account Managers and Directors to support territory planning and workforce ...

Curtiss-Wright

Sr Director, Programs

Linden, PA · On-site

$225K - $250K/yr

The Senior Director of Program Management is a critical role providing extensive experience in ... Learning and Development Opportunities I Referral Program I Competitive Pay I Recognition I ...

Reliant Rehabilitation

Occupational Therapist

Forksville, PA · On-site

$36.25 - $47.75/hr

Advance clinical and professional competencies through collaboration, self-directed learning, and continuing education. Maintain a valid state license and stay informed on developments in ...

Reliant Rehabilitation

Occupational Therapist

Forksville, PA · On-site

$36.25 - $47.75/hr

... directed learning, and continuing education. • Maintain a valid state license and stay informed on developments in occupational therapy and healthcare. • Apply knowledge of relevant billing ...

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All JobsLearning Development JobsDirector Learning Development JobsDirector Learning Development Jobs in Williamsport, PA

Director Learning Development information

See Williamsport, PA salary details

$39.4K

$103K

$166.8K

How much do director learning development jobs pay per year?

As of Aug 26, 2026, the average yearly pay for director learning development in Williamsport, PA is $103,003.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $120,100.00 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?

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 popular job titles related to Director Learning Development jobs in Williamsport, PA?

For Director Learning Development jobs in Williamsport, PA, the most frequently searched job titles are:

What job categories do people searching Director Learning Development jobs in Williamsport, PA look for?

The top searched job categories for Director Learning Development jobs in Williamsport, PA are:

What cities near Williamsport, PA are hiring for Director Learning Development jobs?

Cities near Williamsport, PA with the most Director Learning Development job openings:

Director Learning Development jobs near you

Director, Employee Experience

Bucknell University

Lewisburg, PA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 13 days ago

Bucknell University rating

7.5

Company rating: 7.5 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

313th of 622 rated colleges and universities

Job description

Position Title:
Director, Employee Experience
Position Type:
Full time
Scheduled Weekly Hours:
40
Categories:
Staff Exempt
Job Summary:
Reporting directly to the Interim Vice President for Talent, Culture, and Human Resources, the Director of Employee Experience is a strategic and hands-on leader dedicated to strengthening leadership effectiveness, manager capability, employee relations, and overall organizational health across campus. Balancing high-level strategy with active execution, this role serves as a trusted advisor to leaders, managers, faculty, and staff by moving seamlessly between consultation, organizational strategy, leadership coaching, and direct case management. The Director designs leadership initiatives, personally conducts complex workplace investigations, facilitates conflict resolution, and advises on sensitive performance and workforce challenges-all to cultivate a supportive, high-performing environment built on accountability, fairness, respect, continuous learning, and compassion.
Job Duties:
Reporting Relationships:
  • This role will report to the Interim VP of Talent, Culture & Human Resources.

Work Schedule:
  • This is a full-time role (40 hours per week, 52 weeks per year)

Work Setting:
  • Hybrid role with the expectation of at least 3 days/week on campus.

What You Will Do:
  • Strategic Leadership and Organizational Effectiveness: As a strategic advisor to the Vice President and Bucknell leadership, this role aligns institutional priorities with HR execution by strengthening leadership effectiveness, manager capabilities, and organizational health. By leveraging workforce, engagement, and performance data, the position identifies trends to resolve organizational challenges, clarify roles, and facilitate difficult conversations across academic and administrative departments. Ultimately, it balances long-term strategic initiatives - such as change management, strategic planning, and culture building, with the day-to-day operational demands of a responsive HR function.
  • Employee Relations and Workplace Investigations: Serving as the senior employee relations practitioner and trusted advisor on complex workplace issues, this role conducts impartial, thorough, and confidential investigations into misconduct, harassment, discrimination, and policy violations, handling everything from planning and interviews to evidence assessment, documentation, and recommendations. In addition to coaching leaders through performance concerns, workplace conflict, and corrective action, the position facilitates conflict resolution and restorative conversations while partnering with the Vice President, General Counsel, and Deputy Title IX Coordinator on high-risk institutional matters. Proactively, analyzing employee relations data and trends to identify systemic patterns, mitigate organizational risk, and recommend policy enhancements, education, and strategic interventions that foster a respectful, engaged, and high-performing culture.
  • Leadership Effectiveness: This role drives manager capability, accountability, and organizational performance through direct executive coaching, leadership consultation, and practical resource development for building engaged, high-performing teams. The position directs leadership development, supervising onboarding, manager education, and succession planning. Additionally, it continuously evaluates and refines leadership programming using institutional outcomes, performance trends, and organizational feedback to adapt to evolving institutional needs.
  • Performance Development and Manager Accountability: Leading Bucknell's performance development strategy, this role drives an equitable, consistent, and growth-focused evaluation process across the University by developing practical tools for continuous feedback, coaching, and accountability. The position directly coaches managers on setting expectations, documenting performance, delivering feedback, and implementing performance improvement plans or corrective actions when necessary. By monitoring the quality and consistency of performance activities, it identifies recurring manager capability gaps and collaborates with the leadership and learning team to deploy targeted interventions that elevate organizational performance.
  • Learning, Development, and Community Engagement: Providing strategic leadership and operational oversight, this role drives key talent, culture, and engagement initiatives across the institution. It leads manager and leadership development alongside comprehensive professional development for both faculty and staff, while ensuring seamless new employee orientation and onboarding. Additionally, the position fuels organizational health and workplace culture by directing employee engagement, community engagement programming, employee recognition, and respectful workplace and prevention education.
  • Supervision and Team Leadership: Providing direct leadership, coaching, and performance management, this role fosters collaboration across leadership development, learning, employee relations, and community engagement functions while personally retaining accountability for the institution's most complex employee relations matters. It actively supports staff professional growth through mentoring, delegation, succession planning, and hands-on participation in daily operational work. Furthermore, the position partners closely with the Deputy Title IX Coordinator on employee-related prevention education, consultation, and coordinated response efforts while fully respecting the distinct boundaries of the formal Title IX program.
  • Policy, Compliance, and Risk Management: Maintaining up-to-date expertise in employment law and higher education HR practices, this role consistently and equitably develops, interprets, and applies University policies. It recommends proactive policy revisions informed by legal requirements, institutional priorities, and employee relations trends while exercising exceptional judgment and strict confidentiality in sensitive situations. Additionally, the position manages institutional risk by collaborating closely with General Counsel on complex legal issues and partnering with the Deputy Title IX Coordinator to ensure employee concerns comply with institutional policy and state and federal laws.
  • The job description's listed responsibilities and tasks are not exhaustive, additional non-essential tasks and responsibilities may be assigned as needed.

What You Will Bring:
Required:
  • Bachelor's degree in related field
  • Minimum of eight (8) years of related experience
  • Four (4) years of supervision/management experience
  • Demonstrated experience personally conducting complex workplace investigations
  • Experience coaching leaders and managers on employee relations and performance matters
  • Experience leading organizational effectiveness, leadership development, or culture initiatives

Preferred, but not required:
  • SHRM-SCP or SPHR certification
  • Association of Workplace Investigators (AWI) certification or equivalent investigation training

Physical Requirements:
  • Office environment/no specific or unusual physical or environmental demands

Job Exempt:
Yes
Salary Range:
106,800.00-144,200.00
The offer rate will be based on a review of the candidate's credentials compared to the qualifications of the position, internal equity, and our overall compensation philosophy.
This role is not budgeted for visa sponsorship, all candidates must be authorized to work in the US without a need for current or future visa sponsorship.
Benefits:
Eligible full- and part-time employees are compensated beyond base salary through our total rewards package that includes (but is not limited to):
  • Flexible scheduling options determined by role;
  • Medical, prescription drug, vision, dental, life, and long-term disability insurance options
  • An outstanding 10% employer contribution to your retirement plan (no contribution requirement for non-exempt positions)
  • Generous paid time off, including vacation and sick time, a community service day, and 19 paid holidays (including two full weeks off for Winter Break!)
  • Full-time and part-time members of the faculty and staff are eligible for tuition remission for themselves. Additionally, full-time members of the faculty and staff are eligible for tuition remission for their spouse/spousal equivalent and are eligible for various tuition programs for their children. Credit for full-time benefits eligible employment at other institutions of higher education will be applied to waiting periods.
  • A comprehensive employee wellness program including program incentives
  • A myriad of other benefits, including parental leave, an employee assistance program, fitness center membership, and the power of your Bucknell ID card

To learn more about Bucknell's benefits, click here! (*Eligibility criteria and waiting periods may apply.)
Inclusive Excellence:
Bucknell is committed to fostering an environment that embraces diversity, equity and inclusion, and seeks candidates who will contribute to a climate that supports the growth and development of a diverse campus community. We endeavor to enhance our capacity to value and capitalize on the cultural richness that diversity brings. We encourage all individuals to apply and do not discriminate in admissions, employment, educational programs and/or activities on the basis of race, color, national or ethnic origin, age, religion, disability, pregnancy, sex/gender, gender identity and/or expression, sexual orientation, marital or family status, military or veteran status, or genetic information.
E-Verify
Bucknell University participates with the United States Customs and Immigration Services (USCIS) E-Verify program. We will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.
For additional information regarding Bucknell's E-Verify requirements, please contact the office of Talent, Culture & Human Resources (570) 577-1631 or email hr@bucknell.edu.

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