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Head Of Learning Development Jobs in Iowa (NOW HIRING)

Amca

Head of Operations, ACPI

Davenport, IA

The Head of Operations will also serve as the primary factory interface for new product introduction and Amca's engineering organization, converting development programs into safe, compliant, and ...

Amca

Head of Operations, ACPI

Davenport, IA · On-site

The Head of Operations will also serve as the primary factory interface for new product introduction and Amca's engineering organization, converting development programs into safe, compliant, and ...

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All JobsHead Of Learning Development JobsHead Of Learning Development Jobs in Iowa

Head Of Learning Development information

See Iowa salary details

$15K

$89.3K

$170.2K

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

As of Aug 25, 2026, the average yearly pay for head of learning development in Iowa is $89,321.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,959.00 and $118,744.00 per year, depending on experience, location, and employer.

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 key skills and qualifications needed to thrive as a head of learning development?

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 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 popular job titles related to Head Of Learning Development jobs in Iowa?

For Head Of Learning Development jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Head Of Learning Development jobs in Iowa look for?

The top searched job categories for Head Of Learning Development jobs in Iowa are:

What cities in Iowa are hiring for Head Of Learning Development jobs?

Cities in Iowa 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 Iowa as of August 2026, with employment types broken down into 2% As Needed, 81% Full Time, 15% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $89,321 per year, or $42.9 per hour.

Learning & Development Officer

Iowa State Bank

Orange City, IA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 22 days ago

Job description

Description

The L&D officer serves as the central facilitator and coordinator of employee development across the bank. This role is responsible for assessing training needs in collaboration with supervisors and HR, sourcing appropriate learning resources, and ensuring effective follow through. Working closely with HR, supervisors, and internal/external trainers, the L&D Officer designs and manages the flow of learning experiences that support employee growth, regulatory compliance, and organizational goals. The L&D Officer is a relationship-builder who excels at communication, organization, and facilitation. They create a consistent, structured learning environment by connecting the right people, resources, and tools- ensuring employees receive the training they need and supervisors have the support required to develop their teams effectively.

Requirements

Essential Duties and Responsibilities:

Conduct regular check-ins with supervisors to understand employee skill gaps, performance trends, and developmental needs across the bank.

Maintain learning needs dashboard with a learning needs assessment for each role and department.

Identify patterns of knowledge or training gaps and recommend training solutions (internal experts, external vendors, online modules, etc.) to make sure the right expert is teaching the right thing at the right time.

Analyze organizational priorities, regulatory requirements, and operations changes to anticipate future training needs.

Coordinate schedules, materials, and logistics.

Maintain a library of learning resources.

Facilitation:

Facilitate sessions as appropriate by introducing topics, guiding discussions, and ensuring engagement.

Ensure learning objectives are clearly communicated and aligned with bank standards and performance expectations.

Lead debriefs after expert-led sessions to translate training into clear expectations for employees.

Ensure supervisors know how to reinforce the learning.

Provide refresher and follow-up sessions as needed to reinforce learning and support long-term skill development.

Onboarding & Early Development:

Partner with HR to design and maintain a structured onboarding experience for new hires.

Create new-hire development plans in collaboration with HR and department supervisors to support early learning and role    readiness.

Coordinate job-specific training with supervisors and internal experts.

Track onboarding progress and adjust as needed to ensure employees receive timely and appropriate development support.

Supervisor Partnership and Coaching Support:

Meet with supervisors to review employee development progress as needed.

Provide supervisors with tools for coaching. Meet with them to measure success and follow-up needed.

Ensure supervisors understand how to reinforce training after employees complete it.

Serve as a resource for leadership development and team-building initiatives.

Annual Training Day:

Serve as the primary planner and facilitator for the bank's annual employee training day.

Design the theme and learning objectives for the event with a training day team.

Coordinate the speakers, trainers, and breakout sessions.

Manage logistics (venue, schedule, materials, communication)

Facilitate the event and ensure smooth transitions

Collect feedback and measure impact to make the day a valuable learning day

Learning Culture & Employee Engagement:

Promote a culture of continuous learning through communication, recognition, and accessible resources.

Highlight development opportunities and internal expertise.

Encourage peer-to-peer learning and cross-department knowledge sharing.

Support career pathing and internal mobility initiatives with HR.


Qualifications:

2-5 years of experience in training, learning & development, or organizational development

Experience in a bank or financial services environment preferred

Experience in designing an delivering training programs (classroom, virtual, e-learning)

Experience in conducing needs assessments and evaluating training effectiveness


Job is located in Orange City, Iowa.


Benefits to include:

Health

Dental

Vision

Flex

HSA with Employer contribution

401K with 401K match

Paid STD, LTD, and Employee Life Insurance

Aflac

PTO

VTO

Parental leave

Paid Holidays

Apparel Allowance

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