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E Learning Development Jobs in California (NOW HIRING)

LinkedIn

Learning Experience Designer

Sunnyvale, CA · On-site

Suggested Skills: * eLearning Development * Project Management * Multimedia LinkedIn is committed to fair and equitable compensation practices. The pay range for this role is $95,000-$155,000

LinkedIn

Learning Experience Designer

Sunnyvale, CA · Hybrid

Suggested Skills: * eLearning Development * Project Management * Multimedia LinkedIn is committed to fair and equitable compensation practices. The pay range for this role is $95,000-$155,000

Meissner Filtration Products

$25.26 - $30.30/hr

Do you enjoy organizing training programs and supporting professional development initiatives? If ... Proficiency with Learning Management Systems (LMS) and e-learning platforms required. Cornerstone ...

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$83

How much do e learning development jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for e learning development in California is $40.35, according to ZipRecruiter salary data. Most workers in this role earn between $18.51 and $68.56 per hour, depending on experience, location, and employer.

What is e-learning development?

E-Learning development is the process of creating digital educational content and courses that facilitate learning through electronic means, such as computers, tablets, or smartphones. This field involves designing, developing, and implementing interactive learning experiences, often using multimedia elements like videos, quizzes, and simulations. E-Learning developers work closely with subject matter experts, instructional designers, and technology professionals to ensure that online courses are engaging, accessible, and effective. The goal is to make education more flexible and widely available, supporting both individual learners and organizations.

What are the key skills and qualifications needed to thrive as an e-learning developer?

To thrive as an E-Learning Developer, you need expertise in instructional design, multimedia authoring, and a solid understanding of adult learning principles, often supported by a relevant degree or certification. Familiarity with e-learning authoring tools such as Articulate Storyline, Adobe Captivate, and learning management systems (LMS) is typically required. Strong project management, creativity, and effective communication skills help you collaborate with subject matter experts and create engaging content. These skills ensure the development of effective, interactive, and learner-focused online training solutions.

What are some common challenges faced by e-learning developers when creating online training modules, and how can they be addressed?

E-Learning Developers often encounter challenges such as ensuring content is engaging and interactive, accommodating diverse learning styles, and keeping up with rapidly changing technology. Balancing technical requirements with instructional design best practices can also be demanding. These challenges can be addressed by collaborating closely with subject matter experts, utilizing user feedback to refine content, and staying updated on emerging e-learning tools and trends. Working as part of a multidisciplinary team and participating in professional development opportunities can also help E-Learning Developers continuously improve their skills and deliver effective learning experiences.

What is the difference between E Learning Development vs Instructional Designer?

AspectE Learning DevelopmentInstructional Designer
Required CredentialsBachelor's in Education, Instructional Design, or related field; technical skills in e-learning toolsBachelor's or Master's in Education, Instructional Design, or related field; strong understanding of learning theories
Work EnvironmentDesigning and developing online courses, often using authoring tools and LMS platformsAnalyzing learning needs, designing curriculum, and creating instructional materials, both online and offline
Employer & Industry UsageEducational institutions, corporate training, e-learning companiesEducational institutions, corporate training departments, consulting firms

While both roles focus on creating effective learning experiences, E Learning Development primarily involves the technical creation of online courses using authoring tools, whereas Instructional Designers focus on designing the overall learning strategy and curriculum. Both roles often collaborate but serve different stages of the instructional design process.

What are popular job titles related to E Learning Development jobs in California?

For E Learning Development jobs in California, the most frequently searched job titles are:

What job categories do people searching E Learning Development jobs in California look for?

The top searched job categories for E Learning Development jobs in California are:

What cities in California are hiring for E Learning Development jobs?

Cities in California with the most E Learning Development job openings:

E Learning Development jobs near you
Infographic showing various E Learning Development job openings in California as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $83,934 per year, or $40.4 per hour.

Regional Learning & Development Manager

McCarthy Building Companies, Inc.

Sacramento, CA

Full-time

Re-posted 25 days ago

McCarthy Building Companies rating

7.8

Company rating: 7.8 out of 10

Based on 26 frontline employees who took The Breakroom Quiz

Job description

POSITION SUMMARY

The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.

At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.

RESPONSIBILITIES

Capability Diagnosis & Business Alignment

  • Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
  • Partner with HRBPs and business leaders  to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and  translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions

  • Use talent review and business insights to identify development needs and translate into actions that address those needs.  
  • Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
  • Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption

  • Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
  • Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
  • Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support

  • Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
  • Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
  • Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support

  • Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
  • Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
  • Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
  • Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
  • Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
  • Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
  • Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.

QUALIFICATIONS

  • Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
  • Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
  • Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
  • Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
  • Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
  • Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
  • Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.  

NOTICE TO EXTERNAL SEARCH FIRMS:  McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.

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About McCarthy Building

Sourced by ZipRecruiter

McCarthy Building, headquartered in Saint Louis, MO, US, is a leading construction company primarily offering general contracting, design-build and construction management services throughout the United States. Its prominent industry presence can be explored in detail on its official website, mccarthy.com. Founded in 1864, the company has built a robust legacy marked by significant contributions to the U.S. construction industry. McCarthy Building engages a broad range of sectors, including healthcare, education, commercial, renewable energy, and advanced technology.

Industry

Construction

Company size

1,001 - 5,000 Employees

Headquarters location

Saint Louis, MO, US

Year founded

1864

Social media

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