ZipRecruiter

Log In

1

Head Of Learning Development Jobs in Texas (NOW HIRING)

ForeFlight

Sr. Manager, Learning and Development

Austin, TX · On-site +1

$143K - $175K/yr

We're looking for a Senior Manager of Learning & Development to own the strategy and execution of programs that build leadership capability, accelerate organizational performance, and make continuous ...

PDS Health

Dir, Learning and Development

Irving, TX · On-site

$153K/yr

The Dir, Learning and Development (L&D) is a strategic leader responsible for designing, developing ... The Director will lead a team of L&D professionals and collaborate with stakeholders across the ...

Wellby

Learning & Development Coordinator

Webster, TX · On-site

This position ensures the seamless execution of onboarding programs, leadership development initiatives, retail training, and enterprise-wide learning events that enhance team member growth and ...

Excel Prep

Head of School

San Antonio, TX · On-site

... cognitive skill development and social behavior learning within a structured instructional ... The Head of School will lead campus startup planning, staff hiring and development, program ...

ExcelPrep Schools

Head of School

San Antonio, TX

Head of School ExcelPrep - San Antonio, Texas Campus Opening: August 2026 Position Overview ... cognitive skill development and social behavior learning within a structured instructional ...

Greentown Labs

Head of Development

Houston, TX · On-site

$180 - $205/hr

Head of Development Greentown Labs Houston, Texas, United States Location This role requires you to be based in Boston, Houston, New York City, or California. Candidates near our Somerville, MA or ...

ExcelPrep Schools

Head of School

San Antonio, TX · On-site

Head of School ExcelPrep - San Antonio, Texas Campus Opening: August 2026 Position Overview ... cognitive skill development and social behavior learning within a structured instructional ...

Laekna LLC

Head of Business Development

Dallas, TX

Head of BD Function: Corporate and Business Development Report To: CEO Location: US About Laekna Therapeutics Laekna Therapeutics is an emerging innovative pharma company focused on developing new ...

Laekna LLC

Head of Business Development

Dallas, TX · On-site

Head of BD Function: Corporate and Business Development Report To: CEO Location: US About Laekna Therapeutics Laekna Therapeutics is an emerging innovative pharma company focused on developing new ...

previous page

Showing results 41-60

All JobsHead Of Learning Development JobsHead Of Learning Development Jobs in Texas

Head Of Learning Development information

See Texas salary details

$14.5K

$86.3K

$164.5K

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

As of Aug 6, 2026, the average yearly pay for head of learning development in Texas is $86,329.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,085.00 and $114,766.00 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?

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 popular job titles related to Head Of Learning Development jobs in Texas? For Head Of Learning Development jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Head Of Learning Development jobs in Texas look for? The top searched job categories for Head Of Learning Development jobs in Texas are:
What cities in Texas are hiring for Head Of Learning Development jobs? Cities in Texas 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 Texas as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $86,329 per year, or $41.5 per hour.

Sr. Manager, Learning and Development

ForeFlight

Austin, TX • On-site, Remote

$143K - $175K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 20 days ago

Job description

Great companies grow because their people grow. We're looking for a Senior Manager of Learning & Development to own the strategy and execution of programs that build leadership capability, accelerate organizational performance, and make continuous development part of how we operate. Not a program that happens to people.
This role reports to the VP of HR and sits at the intersection of people strategy and business impact. Jeppesen ForeFlight is two years into a major transformation. The culture shift is underway. This role is about accelerating it, turning the leadership behaviors we've articulated to employees into real capability across 10+ international sites, and ensuring our managers are genuinely equipped to develop people, not just manage them.
You will manage an active portfolio (executive coaching, platform-based learning, peer expertise programs, and global leadership development) while building the systems and partnerships that make them work. The right person brings both strategic thinking and hands-on execution, comfortable facilitating leadership sessions in Dublin one week and partnering with an HRBP in Stockholm the next.
Why This Role Matters Now
We've spent the last 18 months restructuring the organization, right-sizing headcount, rebalancing our global footprint, and reducing management layers. That work is substantially complete. The next chapter is building: developing the leadership capability and organizational habits that will carry us to our 2030 goals. How We Run sets the cultural expectations. How We Lead (in development) defines the leadership behaviors. This role turns both into programs that change how leaders actually behave.
Our leadership layer has proven execution muscle. What we're now building is enterprise strategic thinking, risk appetite, and the ability to develop others. That's the mandate for L&D.
Responsibilities
Own the L&D program portfolio
  • Run an active portfolio spanning executive coaching, company-wide learning platforms, peer expertise programs, and global leadership development
  • Manage external vendor and provider relationships, holding partners accountable for quality, timelines, and participant experience
  • Ensure programs connect to the moments that matter: onboarding, performance cycles, manager transitions, talent calibration (9-box), and career conversations
  • Keep the portfolio focused and honest about what's working. Sunset what isn't. No complexity theatre

Execute on our leadership development strategy
  • Help design and roll out a globally aligned leadership program grounded in the How We Lead framework, covering servant leadership, AAA (Autonomy + Alignment + Accountability), context-setting, and building decision-making capacity at every level
  • Partner with regional HRBPs and site leaders across our 16-country presence to assess capability gaps and adapt content to local contexts without losing the shared standard
  • Support our manager effectiveness work, directly tied to our goal of reducing span-and-layer outliers and building managers who develop people, not just direct them

Partner with leaders and HRBPs
  • Work closely with HRBPs to surface team-level development needs and roll programs out effectively, especially as job architecture frameworks mature and career conversations become more structured
  • Build trusted relationships with senior leaders to position L&D as a credible, business-aligned function. Not just a program office
  • Translate business challenges into practical learning solutions. When a VP says "my team doesn't think strategically enough," you know what to do with that

Measure and improve program effectiveness
  • Define success metrics and track behavior change, engagement, and impact on team effectiveness. Not just completion rates
  • Use data and participant feedback to continuously improve the portfolio
  • Communicate program outcomes in ways leaders actually find useful

Help cultivate a culture of learning
  • Champion knowledge sharing, peer learning, and internal expertise as organizational habits, consistent with How We Run's belief that every employee owns their own development
  • Influence how managers think about development as a core leadership responsibility, not a side project
  • Help us use AI tools well in L&D, from program design to delivery to personalization. We've selected Claude as our preferred AI platform and expect L&D to model what AI-assisted learning looks like in practice

BasicQualifications
  • 8-12+ years of experience in Learning & Development, Organizational Development, or a closely related field
  • Demonstrated experience designing and delivering leadership development or manager effectiveness programs, particularly in organizations navigating significant cultural or structural change
  • Experience managing vendor and external provider relationships, with accountability for program quality and outcomes
  • Strong facilitation and communication skills; comfortable running leadership workshops and senior leadership sessions without needing a script
  • Ability to partner with and influence senior leaders and HR stakeholders without direct authority
  • Organized, execution-oriented, and comfortable managing a portfolio of programs simultaneously
  • Experience building or scaling L&D in an organization without a well-established function. We're not maintaining an existing machine. We're building one. This is a required qualification.

Preferred Qualifications
  • Experience in technology, aviation, or PE-backed companies where the workforce spans highly technical and non-technical roles, and where the culture change mandate is real, not rhetorical
  • Familiarity with coaching platforms, learning management systems, and self-paced learning tools; comfort recommending and switching vendors when something isn't working
  • Experience designing and delivering programs across international sites with genuine sensitivity to cultural context (European works council environments, APAC team dynamics, distributed teams across 8+ time zones)
  • Comfort using data and qualitative feedback to evaluate learning outcomes and iterate. Not just report
  • Experience connecting L&D programs to job architecture, career frameworks, and talent calibration systems (9-box, succession planning)
  • Hands-on use of AI tools in a learning context, in program design, content creation, or facilitation. Awareness isn't enough

What Success Looks Like
  • Active programs run well. Vendors are managed, participants feel supported, nothing falls through the cracks. The portfolio is focused and honest about what's working, not an accumulation of programs that nobody has the courage to stop
  • Managers across the org feel genuinely equipped to develop their people. Not just manage them. Our goal is to build decision-making at every level. You'll be central to that
  • How We Lead is more than a document. The leadership behaviors we've articulated show up in how people actually lead: how they give feedback, run 1:1s, develop talent on their teams
  • Global leadership development is grounded in real site context and building toward a shared standard that sites genuinely own, not a US-HQ program that doesn't travel
  • L&D is seen as a trusted function that delivers. The test: senior leaders bring development challenges to you before they escalate to people problems

About Jeppesen ForeFlight
Jeppesen ForeFlight is a leading provider of innovative aviation software solutions, serving the Commercial, Business, Military, and General Aviation sectors globally. Combining Jeppesen's 90-year legacy of accurate aeronautical data with ForeFlight's expertise in cutting-edge aviation technology, the company delivers an integrated suite of tools designed to enhance safety, improve operational efficiency, and sharpen decision-making.
Why You Should Join
At Jeppesen ForeFlight, we know you want a rewarding career. To do that, you need challenging projects, a good work environment, and awesome coworkers. We believe in our employees, and we empower them to make a direct impact on our products and services messaging. We strive to provide our team and their loved ones with a world-class benefits experience, focused on supporting their physical, financial, and emotional wellbeing. Our benefits package includes but not limited to the following:
  • Medical, dental, vision insurance with Employer paid health premiums
  • Open PTO Policy
  • 401(k) with up to 10% company matching and immediate vesting
  • 12 Weeks Paid Parent Leave
  • Flight Training Rewards

Pay is based upon candidate experience and qualifications, as well market and business considerations: Summary Pay Range: $143,000-$175,000
Jeppesen ForeFlight - EOE including Disability/Vets | Pay Transparency | E-Verify Participant
#LI-Remote
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

Apply