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ElevatEd

Director of Learning

Oakland, CA · On-site

$55K - $65K/yr

Director of Learning Gan Mah Tov Preschool | Oakland, California Gan Mah Tov Preschool, a warm and ... Working closely with the Gan Director, this individual will support curriculum development, mentor ...

David Weekley Homes

Director of Learning

Houston, TX

David Weekley Homes is looking for a businessminded Director of Learning who is energized by ... Execute the budgeting process to ensure learning priorities and development needs are strategically ...

AArete

Manager, Learning & Development

Chicago, IL

Reporting to the Director of Learning & Development, this role partners closely with Operations, consulting leadership, and subject matter experts to design, deliver, and continuously improve ...

AArete

Manager, Learning & Development

Denver, CO · On-site

Reporting to the Director of Learning & Development, this role partners closely with Operations, consulting leadership, and subject matter experts to design, deliver, and continuously improve ...

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How much do director of learning and development jobs pay per year?

As of Jun 5, 2026, the average yearly pay for director of learning and development in the United States is $113,623.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,500.00 and $132,500.00 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, adult learning theories, organizational development, and typically a degree in HR, education, or a related field. Familiarity with learning management systems (LMS), e-learning platforms, and certifications like CPLP or SHRM are often required. Outstanding leadership, strategic thinking, and strong communication skills help you inspire teams and align training initiatives with business goals. These competencies ensure that learning programs drive employee growth and organizational success in a competitive environment.

What are some common challenges faced by a Director of Learning and Development, and how can they be addressed?

A Director of Learning and Development often faces challenges such as aligning training initiatives with evolving business objectives, demonstrating the ROI of learning programs, and ensuring employee engagement across diverse teams. To address these, it's crucial to maintain close collaboration with key stakeholders, utilize data-driven approaches to measure program effectiveness, and foster a culture of continuous learning. Regular feedback loops and staying updated with industry trends also help adapt strategies to meet organizational needs.

What does a Director of Learning and Development do?

A Director of Learning and Development is responsible for overseeing an organization's training and professional development programs. They assess the company's needs, design effective learning strategies, and ensure employees have access to resources that enhance their skills and performance. This role involves collaborating with leadership to align training initiatives with business goals, managing training budgets, and evaluating the effectiveness of educational programs. The Director also stays updated on trends in learning technologies and adult education to continuously improve organizational growth.
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Director Of Learning And Development jobs near you
Director of Learning, Development & Culture

Director of Learning, Development & Culture

Landmark Hospitality

Plainfield, NJ • On-site

$75K - $125K/yr

Full-time

Medical, Retirement

Posted 5 days ago

Job description

Director of Learning, Development & Culture
By Landmark Hospitality
About By Landmark
By Landmark Hospitality is a vertically integrated hospitality organization operating a portfolio of 15+ restaurants, event venues, and boutique hotels across New Jersey and Pennsylvania. With over two decades of experience in adaptive reuse development and hospitality operations, the company has established itself as a leader in delivering exceptional guest and team experiences at distinctive properties, including Liberty House, The Ryland Inn, Felina restaurants, Logan Inn, and The Albion Summit.
At Landmark, employees are called Memorymakers - a reflection of our commitment to creating meaningful and memorable experiences for guests and team members alike. Our culture is grounded in sincerity, service excellence, and community engagement.
Position Overview
We are hiring a senior learning leader to design, build, and scale the training and development infrastructure that supports a multi-property hospitality portfolio. This is a builder's role for someone who has personally architected curricula, learning pathways, and leadership development programs across multi-unit operations - and who is energized by doing it again from the ground up at By Landmark.
The Director of Learning, Development & Culture is the strategic owner of how Memorymakers grow, advance, and connect to our standards. The role partners closely with Area Partners, property leadership, and ownership to translate operational priorities into programs that move performance, retention, and culture.
What this role is not: This is not a generalist HR role. It does not own recruiting, talent acquisition, employee relations casework, benefits administration, or payroll. Those functions sit elsewhere in the organization. Candidates whose experience is weighted toward HR generalist work or talent acquisition - rather than training architecture and learning program design - are not a fit for this seat.
Location & Work Model
Field-facing role based in New Jersey or Pennsylvania, with regular travel across By Landmark properties in both states. Candidates should expect meaningful on-site time at our venues.
Key Responsibilities
Learning Architecture
  • Design and build standardized onboarding pathways for hourly, management, and salaried roles across all properties - from blank page to launch
  • Architect and continuously improve role-specific training pathways with clear onboarding, certification, and advancement milestones
  • Select, implement, and own the company's LMS and supporting learning technology; drive content development, adoption, and measurement
  • Build and operate a train-the-trainer model that delivers consistent execution across 15+ properties
  • Develop and facilitate leadership development and management training programs that support internal promotion and succession planning
  • Curate and produce training content covering service standards, operational excellence, leadership, and people management
  • Maintain the company training calendar across in-house programming and outside specialty vendors
  • Define and report on the metrics that matter - completion rates, retention, internal promotion rates, time-to-proficiency, and performance outcomes
  • Facilitate mentorship relationships between senior leadership and emerging talent
Culture & Organizational Development
  • Partner with senior leadership on performance management frameworks, employee engagement, and retention strategy
  • Work with Area Partners and property leadership to assess team health, morale, and culture alignment across all locations; design interventions to close identified gaps
  • Lead recognition programs, feedback mechanisms, and engagement surveys; translate findings into actions leadership can use
  • Serve as a visible culture champion across properties - modeling By Landmark's values and reinforcing the Memorymaker identity through daily presence and organization-wide programming
  • Ensure training programs and content reflect applicable federal, state, and local labor regulations
Qualifications
This role is built for a training architect - not an HR generalist. The strongest candidates have:
  • 7+ years in Learning & Development, Training, or Talent Development leadership - preferably in multi-unit hospitality, restaurants, events, or comparable service-driven environments
  • Demonstrated experience designing training infrastructure from scratch - not just managing existing programs. We want to see programs you architected and launched, not inherited
  • Hands-on LMS ownership - selection, implementation, content build-out, adoption tracking, and ongoing optimization
  • Curriculum design and facilitation credibility - you can both build the program and deliver it in front of a room
  • Multi-site operating fluency - you understand how to drive consistency across geographically distributed teams with different operating rhythms
  • Strong project management discipline - comfortable owning the calendar, the platform, the content, and the metrics in parallel
  • Excellent communication skills across all levels - from line-level Memorymakers to ownership
Preferred Experience
  • Multi-unit hospitality, restaurant, or event-venue organization
  • Building leadership development programs for emerging and senior managers in service environments
  • Familiarity with NJ and PA labor markets and employment regulations
  • Supporting organizational growth, change management, or operational scaling
Compensation & Benefits
  • Competitive base salary, commensurate with experience
  • 401(k) plan with company match
  • Comprehensive health insurance
  • Dining privileges across Landmark properties
  • Opportunities for professional development and career advancement

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