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Executive Development Jobs in Columbus, OH (NOW HIRING)

Jbhunt

Business Development Executive

Columbus, OH

$92K - $115K/yr

Business Development Executive Department: Sales, Marketing & Product Management Country: United States of America State/Province: Ohio City: Columbus Full/Part Time: Full time Job Summary: Under ...

Covista

Executive Assistant

Columbus, OH · On-site

The EA CoE enables us to realize EA functional efficiencies through collaboration and community while increasing job satisfaction and providing EAs career development opportunities. Our Executive ...

wwex

Account Executive

Columbus, OH · On-site

... development • High energy, with a passion for your personal brand and the ability to carry ... an executive • Comfortable in a fast-paced, quota-driven, results-oriented environment • ...

Firebirds Wood Fired Grill

Executive Chef

Columbus, OH · On-site

$75K - $85K/yr

Responsible for team development by interviewing and hiring back of house team members to maintain ... an Executive Chef position * Warm, passionate, and committed to the industry * Excellent ...

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Executive Development information

See Columbus, OH salary details

$33.8K

$90K

$190.8K

How much do executive development jobs pay per year?

As of Aug 22, 2026, the average yearly pay for executive development in Columbus, OH is $89,983.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,900.00 and $96,600.00 per year, depending on experience, location, and employer.

What is executive development?

Executive development refers to the process of preparing and enhancing the skills, knowledge, and abilities of individuals in leadership positions within an organization. This can involve formal training programs, coaching, mentoring, and on-the-job experiences designed to help executives lead more effectively. The goal is to ensure that leaders are equipped to drive organizational success, adapt to changing business environments, and manage teams efficiently. Executive development is crucial for succession planning and maintaining a competitive edge in the market.

What are some typical challenges faced in an executive development role, and how can they be addressed?

Professionals in Executive Development often encounter challenges such as aligning leadership programs with evolving organizational goals, engaging busy executives in ongoing learning, and measuring the impact of development initiatives. To address these, it’s important to maintain strong communication with senior leaders, tailor programs to specific business needs, and use robust metrics to track outcomes. Collaborating closely with HR, business unit leaders, and external partners can also help ensure initiatives remain relevant and effective.

What are the key skills and qualifications needed to thrive in executive development, and why are they important?

To excel in Executive Development, you need a strong background in leadership theory, talent management, and organizational behavior, often supported by a degree in business or human resources. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM or HRCI is highly beneficial. Excellent communication, strategic thinking, and relationship-building skills help drive effective leadership programs and foster executive growth. These capabilities are crucial for shaping future leaders, aligning talent strategies with business goals, and ensuring long-term organizational success.

What is the difference between Executive Development vs Corporate Trainer?

AspectExecutive DevelopmentCorporate Trainer
CredentialsOften requires advanced degrees (MBA, related certifications)Typically requires certifications in training or education (e.g., CPT, CPLP)
Work EnvironmentCorporate offices, leadership programs, executive settingsTraining rooms, workshops, online platforms
Employer & Industry UsageUsed by corporations to develop senior leadersUsed across industries to improve employee skills
Search & Comparison IntentFocuses on leadership growth at executive levelsFocuses on skill development for employees

Executive Development and Corporate Trainer roles both focus on professional growth, but Executive Development targets senior leaders and strategic leadership skills, often requiring advanced degrees and working within corporate leadership programs. In contrast, Corporate Trainers focus on skill-building for employees at various levels, utilizing training certifications and delivering workshops or online courses. While both roles aim to enhance workforce capabilities, their target audiences and work environments differ significantly.

What are the most commonly searched types of Development jobs in Columbus, OH?

The most popular types of Development jobs in Columbus, OH are:

Executive Development jobs near you
Infographic showing various Executive Development job openings in Columbus, OH as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $89,983 per year, or $43.3 per hour.

Vice President, Learning and Development

Victoria's Secret

Reynoldsburg, OH • On-site

$230K - $326K/yr

Full-time

Re-posted 2 hours ago

Victoria's Secret rating

6.3

Company rating: 6.3 out of 10

Based on 400 frontline employees who took The Breakroom Quiz

45th of 104 rated fashion retailers

Job description

Your Role
Victoria's Secret & Co. is seeking a forward-thinking enterprise leader to shape how we build the skills, capabilities, and leadership needed to win today and in the future.
The Vice President, Learning & Development will lead the enterprise learning and capability strategy, ensuring associates, people managers, and future leaders are equipped to deliver our Path to Potential strategy while building the skills required for a rapidly evolving business environment.
This leader will drive a modern, data-informed, and scalable learning ecosystem that accelerates onboarding, develops critical functional and leadership capabilities, strengthens our culture, and enables associates to grow their careers across the organization. They will play a critical role in preparing the workforce for the future, including the impact of AI, automation, and emerging technologies on how work gets done.
The successful candidate will combine strategic vision with operational excellence, translating business priorities into scalable learning experiences that improve performance, increase organizational capability, and unlock talent potential across the enterprise.
Your Impact
Enterprise Learning & Capability Strategy
  • Define and lead the enterprise-wide Learning & Development strategy aligned to business priorities and long-term workforce needs.
  • Ensure VS&Co. has the critical capabilities and skills required today and in the future to achieve its Path to Potential ambitions.
  • Establish a persona-based learning strategy that creates differentiated experiences for associates, people leaders, executives, and future leaders
  • Identify evolving capability needs and translate them into scalable, impactful learning solutions.
  • Embed continuous learning into the flow of work, leveraging technology, data, and modern learning practices.

Workforce Capability & Skills Development
  • Lead enterprise capability-building efforts across key job families and functional disciplines.
  • Develop learning strategies that strengthen critical business skills, emerging capabilities, and future-focused competencies.
  • Partner with business leaders to assess workforce readiness and address capability gaps.
  • Create enterprise-wide approaches to skills mapping, capability planning, upskilling, and reskilling.

AI & Future-Ready Workforce
  • Lead the organization's approach to learning, capability building, and workforce readiness related to AI and emerging technologies.
  • Develop and execute a comprehensive AI engagement and learning plan in partnership with key stakeholders
  • Design reskilling and upskilling pathways for evolving roles.
  • Equip leaders to effectively lead teams in increasingly AI-enabled environments.

Leadership, Executive & High-Potential Development
  • Design and oversee the enterprise leadership development strategy from frontline leaders through executive leadership.
  • Ensure leaders build capabilities in key moments that matter throughout their leadership journey.
  • Lead executive development initiatives that strengthen enterprise leadership effectiveness and organizational performance.
  • Develop differentiated experiences, programs, and exposure opportunities for high-potential talent and succession candidates.
  • Integrate development experiences with talent planning and succession strategies.

Culture Code - Values and Behaviors Development
  • Build learning experiences that strengthen adoption of the VS&Co. Culture Code and reinforce the behaviors required to win together.
  • Ensure leadership and associate development supports a high-performance, customer-centric culture.
  • Partner across HR to connect learning, performance, engagement, talent, and culture priorities into a cohesive employee experience.

Associate Growth & Career Development
  • Enable associates to navigate and grow their careers across the organization.
  • Lead the development of career pathways, learning journeys, and development resources that support internal mobility and career growth.
  • Create transparent, scalable development experiences that help associates understand opportunities and build skills for future roles.

Learning Innovation & Experience
  • Modernize the enterprise learning ecosystem through innovative technologies and AI-enabled solutions.
  • Improve the end-to-end learner experience through personalization, accessibility, and scalable learning platforms.
  • Leverage digital, experiential, social, and on-demand learning approaches to maximize engagement and impact.
  • Evaluate and implement emerging learning technologies, tools, and external partnerships.

Measurement & Impact
  • Establish metrics that link learning investments to business and talent outcomes.
  • Use data and analytics to prioritize investments, improve learning effectiveness, and demonstrate ROI.
  • Create dashboards and reporting that provide visibility into capability development, workforce readiness, and learning impact.

Leadership & Collaboration
  • Lead and develop a high-performing Learning & Development team.
  • Build strong partnerships across HR, business functions, and the executive leadership team.
  • Influence senior leaders to align talent, capability, culture, and business strategy.
  • Foster a culture of innovation, continuous improvement, and associate growth.

Click here for benefit details related to this position.
Your Experience
  • 15+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or related fields.
  • Proven success building enterprise-wide learning, leadership development, and capability strategies.
  • Experience leading large-scale transformation and change initiatives.
  • Demonstrated success developing leadership pipelines and succession talent.
  • Strong understanding of future-of-work trends, workforce transformation, AI, and emerging technology impacts on talent and skills.
  • Experience modernizing learning ecosystems and leveraging technology to scale development.
  • Strong business acumen with the ability to translate strategy into practical, measurable outcomes.
  • Exceptional executive presence, influence, and stakeholder management skills.
  • Passion for developing people, strengthening culture, and unlocking organizational potential.
  • Retail, consumer, multi-brand, or customer-centric business experience preferred.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws. Please see links: California Fair Chance Act, Los Angeles Fair Chance Initiative for Hiring Ordinance, Philadelphia Fair Chance Law, San Francisco Fair Chance Ordinance, Los Angeles County Fair Chance Ordinance
An equal opportunity employer, we do not discriminate in hiring or terms and conditions of employment because of an individual's race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status or any other protected category recognized by state, federal or local laws. We only hire individuals authorized for employment in the United States.

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