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Head Of Learning Development Jobs in Connecticut

IQVIA

Head of Product

Hartford, CT

Position Overview The Head of Product - Media OS, IQVIA Digital will own the vision, strategy ... Audience development, segmentation, direct-to-consumer workflows, and federated audience models.

EZ Steps Learning Center

Head Teacher

Stamford, CT

$25 - $28/hr

... engaging learning environment. * Providing individualized care and attention to the needs of each child, including feeding, diapering, and potty training, to promote healthy development.

Munich Re

Head of Rewards North America

Hartford, CT · On-site

$126K - $172K/yr

Head of Rewards North America *Please note that we are open to this role being located in Princeton ... and continuous development Excellent communication skills in English The Company is open to ...

tcw

Learning and Development Director

Miami, FL

The Director of Learning and Development (L&D) is responsible for designing, implementing, and spearheading structured training and development protocols that support organizational growth, employee ...

Finalsite

Head of Compliance

Glastonbury, CT · On-site

$180 - $240/hr

SUMMARY The Head of Compliance is responsible for leading and overseeing the organization's global ... Advises leadership on emerging regulatory requirements, payment industry developments, and ...

Finalsite

Head of Compliance

Glastonbury, CT · On-site +1

$125K - $168K/yr

That's why we invest in our employees through competitive benefits, professional development ... Join us and help shape stronger school communities around the world SUMMARY The Head of Compliance ...

Citizens

Head of People Analytics

Stamford, CT · On-site

$205K - $277K/yr

As the Head of People Analytics, you will lead the HR Analytics & Metrics function. You will work ... Passion for lifelong learning and developing talent at all levels. * Ability to simplify complexity ...

Citizens

Head of People Analytics

Stamford, CT · On-site

$205K - $277K/yr

As the Head of People Analytics, you will lead the HR Analytics & Metrics function. You will work ... Passion for lifelong learning and developing talent at all levels. * Ability to simplify complexity ...

Iatinsurancegroup

Head of Total Rewards

Cheshire, CT · On-site +1

$126K - $172K/yr

Develop the total rewards team; provide ongoing coaching and learning opportunities to build ... Expert knowledge of the design, development, implementation, and administration of all types of US ...

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All JobsHead Of Learning Development JobsHead Of Learning Development Jobs in Connecticut

Head Of Learning Development information

See Connecticut salary details

$16.6K

$98.5K

$187.7K

How much do head of learning development jobs pay per year?

As of Aug 1, 2026, the average yearly pay for head of learning development in Connecticut is $98,518.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,721.00 and $130,970.00 per year, depending on experience, location, and employer.

What are the main challenges faced by a Head of Learning Development when implementing new training initiatives across an organization?

One of the primary challenges for a Head of Learning Development is ensuring organization-wide buy-in for new training programs. This often involves aligning training initiatives with business goals, addressing resistance to change among employees, and tailoring content to diverse learning needs. Additionally, managing resources effectively and demonstrating the ROI of learning initiatives to senior leadership are common hurdles. Successful Heads of Learning Development regularly collaborate with department heads and HR to ensure smooth rollout and ongoing improvement of development programs.

What is the difference between Head Of Learning Development vs Learning & Development Manager?

AspectHead Of Learning DevelopmentLearning & Development Manager
ResponsibilitiesOversees overall learning strategy, sets vision, manages teams, and aligns learning initiatives with organizational goals.Implements training programs, manages day-to-day learning activities, and supports learning projects within departments.
Required CredentialsTypically requires advanced degrees in education, HR, or related fields; certifications like CPLP or ATD are common.Often requires similar certifications and experience in training or HR, but may have less emphasis on strategic planning.
Work EnvironmentStrategic, leadership-focused, often in senior HR or Learning & Development departments.Operational, team-oriented, working closely with trainers, HR, and employees.

The Head Of Learning Development focuses on strategic leadership and long-term learning goals, while the Learning & Development Manager handles the implementation and management of training programs. Both roles require relevant certifications and experience, but differ mainly in scope and level of responsibility.

What are the key skills and qualifications needed to thrive as a Head of Learning Development, and why are they important?

To thrive as a Head of Learning Development, you need expertise in instructional design, adult learning principles, and strategic leadership, often supported by a degree in education, HR, or organizational development. Familiarity with learning management systems (LMS), digital content creation tools, and certifications like CPLP or ATD are highly valued. Exceptional communication, stakeholder management, and change leadership skills help drive learning initiatives effectively across the organization. These skills ensure the design and delivery of impactful learning programs that support talent development and organizational goals.

What does a Head of Learning Development do?

A Head of Learning Development is responsible for designing, implementing, and overseeing training and professional development programs within an organization. They assess employee learning needs, develop strategies to enhance skills, and ensure that training initiatives align with organizational goals. This role often involves managing a team, collaborating with other departments, and measuring the effectiveness of learning programs to drive continuous improvement.
What are the most commonly searched types of Of Learning Development jobs in Connecticut? The most popular types of Of Learning Development jobs in Connecticut are:
What are popular job titles related to Head Of Learning Development jobs in Connecticut? For Head Of Learning Development jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Head Of Learning Development jobs in Connecticut look for? The top searched job categories for Head Of Learning Development jobs in Connecticut are:
What cities in Connecticut are hiring for Head Of Learning Development jobs? Cities in Connecticut with the most Head Of Learning Development job openings:
Head Of Learning Development jobs near you
Infographic showing various Head Of Learning Development job openings in Connecticut as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 16% Part Time, 1% Temporary, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $98,518 per year, or $47.4 per hour.

Veterinarian - Learning & Development

Alliance Animal Health

Hartford, CT • On-site, Remote

Full-time

PTO

This job post has expired today. Applications are no longer accepted.

Alliance Animal Health rating

7.3

Company rating: 7.3 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

11th of 52 rated veterinary

Job description

Company Description
Alliance Animal Health is a fast-growing, private equity backed Veterinarian Service Organization that operates as a majority owner and business partner to many veterinarian practices across the US. Our goal is to make it easier for our practices at every step by providing world-class business solutions like talent acquisition, marketing, human resources, finance, and operations, so that they can focus their energy on providing incredible care for animals. In fact, our Core Values are (quite literally) written with PETS in mind: Passion, Engagement, Trust and Service.
We want our doctor partners to choose what's best for their practice because they are the experts in medicine, while we customize the support, the co-ownership approach, and business solutions based on their goals. We pride ourselves on maintaining a culture of open communication and collaboration to deliver innovative solutions to advance today's veterinary environment - without disrupting the medical autonomy and what makes each of our hospitals unique. Because at the end of the day, our central support team exists to serve our practices. So, if you're excited about using your HRBP talents to make an impact on the health and wellness of people and pets - we'd love to talk with you!
Job Description
Veterinarian - Learning & Development (DVM Mentorship & Clinical Training)
Position Overview:
We are seeking a clinically strong and development-focused Veterinarian to join our Learning & Development team. This role is ideal for a DVM who is passionate about mentorship, clinical excellence, and building scalable training programs that shape the next generation of veterinarians.
This individual will serve as the program lead for an exclusive in-house clinical training program for new graduate DVMs, owning the design, build, and launch of a structured development pathway across General Practice, Emergency, and Urgent Care.
Following launch, this role will oversee program performance, optimize outcomes, and expand clinical development offerings across the organization.
Reporting Structure
  • Reports to the Vice President of Learning & Development
  • This role operates in close partnership with Field Operations Leadership to ensure alignment with clinics and business priorities.

Primary Responsibilities
Program Development & Ownership
  • Lead the design, build, and launch an in-house graduate training program in partnership with the Vice President of Learning & Development
  • Conduct a full review of curriculum to ensure medical accuracy, clinical soundness, and operational alignment.
  • Define structured training pathways, in alignment with organizational goals and leadership expectations including:
    • Clinical phases (GP, ER, UC)
    • Competency milestones
    • Progression timelines and expectations
  • Ensure successful implementation and adoption in partnership with Operations and field leadership.
  • Establish a scalable, repeatable training model in collaboration with cross-functional leadership.

Program Oversight & Expansion
  • Monitor program performance and drive continuous improvement in alignment with leadership priorities.
  • Expand development offerings to support DVM growth across all stages, including:
    • Case reviews
    • Virtual mentorship
    • Localized, hands-on training experiences
  • Travel to support in-field training, coaching, and program adoption.

Mentorship & Clinical Development
  • Provide structured mentorship through:
    • Case discussions
    • Clinical and surgical debriefs.
    • Ongoing coaching conversations
  • Support development in:
    • Clinical decision-making
    • Surgery and dentistry
    • Case management
    • Client communication
  • Guide mentees through defined competency milestones and progression benchmarks.
  • Identify trends or gaps in clinical quality and work with L&D and Field Operations Leaders to align solutions and implementation.

Wet Labs & Hands-On Training
  • Support and enhance existing wet lab programs.
  • Serve as a secondary facilitator and clinical resource as needed.
  • Contribute to the development and evolution of surgical and clinical training content.
  • Ensure consistency in training quality, safety, and best practices.

Emergency & Critical Care Development
  • Support development of ER-focused training pathways for new graduate DVMs.
  • Provide guidance on triage, emergency case management, and critical care fundamentals.
  • Assist with case-based learning and clinical support when appropriate.

Program Quality & Clinical Standards
  • Identify trends or gaps in clinical quality and partner with hospital leadership to address them.
  • Ensure training translates effectively into real-world hospital workflows.

Measurement & Program Effectiveness
Define and track key program metrics, including:
  • Time to productivity for new graduate DVMs
  • Surgical competency progression
  • Case quality and clinical outcomes
  • Engagement and confidence levels
  • Retention of early-career DVMs

Content Development & Program Operations
  • Develop and maintain training materials, clinical resources, and documentation.
  • Support logistics for training sessions, wet labs, and mentor engagement.
  • Ensure accessibility and consistency of program content across all hospitals.

Qualifications
Required
  • Doctor of Veterinary Medicine (DVM)
  • Minimum of 7 years of clinical experience
  • Active veterinary license in good standing
  • Ability to obtain licensure in multiple states.
  • Experience in both General Practice and Emergency/Critical Care
  • Strong surgical and dental skills
  • Demonstrated experience in mentorship, training, or leadership.
  • Experience developing educational content or structured training programs.
  • Willingness to travel for in-person training and clinical support.
  • Willingness to get licensed in multiple states.

Preferred
  • Previous experience leading or building training programs.
  • Familiarity with veterinary KPIs and performance metrics
  • Understanding of veterinary hospital operations
  • Experience with virtual learning tools and content development platforms

Additional Information
Work Environment
  • Primarily remote with travel required for training and in-field support.
  • Blend of program development, mentorship, and clinical engagement
  • Collaborative, fast-paced Learning & Development team
  • Ability to shadow and support in hospital locations as needed.

What Success Looks Like
  • Successful launch and adoption of the in-house graduate training program
  • Clear, structured clinical pathways with measurable progression
  • Reduced time to productivity for new graduate DVMs
  • Improved surgical competency and clinical confidence.
  • High engagement from both mentees and mentors
  • Strong alignment between training programs and hospital operations
  • Improved retention of early-career DVMs

At Alliance Animal Health, our Passion, Engagement, Trust & Service model isn't just for our partner hospitals, it's our commitment to our Central Support teams too! This means we go out of our way to offer an inspiring and engaging work culture, excellent learning and development opportunities and career progression opportunities as our network grows. The compensation package for this position includes a competitive base salary, target bonus, paid time off and benefits.
WE ARE A DRUG-FREE, SMOKE-FREE, EQUAL OPPORTUNITY EMPLOYER.
Company Policy & Federal & State Laws Forbid Discrimination Because of Age, Color, Race, Religion, Sex, Disability, Sexual Orientation or National Origin

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