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How much do hr learning and development jobs pay per hour?

As of Jul 18, 2026, the average hourly pay for hr learning and development in the United States is $40.89, according to ZipRecruiter salary data. Most workers in this role earn between $18.75 and $69.47 per hour, depending on experience, location, and employer.

What is the role of learning and development in HR?

In HR, learning and development (L&D) professionals design and implement training programs to enhance employee skills, knowledge, and performance. They identify skill gaps, create learning strategies, and often use tools like Learning Management Systems (LMS) to support organizational growth and compliance.

Which HR is highly paid?

In HR, senior roles such as HR Director, HR Vice President, or Chief Human Resources Officer (CHRO) tend to be the highest paid. These positions require extensive experience, strategic skills, and often a relevant certification like SHRM-SCP or SPHR, and they oversee large teams or organizational functions.

What are HR Learning and Development professionals?

HR Learning and Development professionals are responsible for designing, implementing, and evaluating training programs that help employees improve their skills and advance in their careers. They work to identify skill gaps, create educational materials, and ensure that staff have opportunities for growth and professional development. These professionals play a key role in aligning employee training with organizational goals and fostering a culture of continuous learning.

Is L&D the same as HR?

Learning and Development (L&D) is a specialized function within Human Resources (HR) focused on employee training, skill development, and professional growth. While HR oversees broader personnel management, L&D specifically handles training programs, workshops, and learning initiatives to enhance employee capabilities.

What is the difference between Hr Learning And Development vs HR Training Coordinator?

AspectHR Learning And DevelopmentHR Training Coordinator
Primary FocusDesigning and implementing employee development programsOrganizing and scheduling training sessions
Required CredentialsOften requires certifications in L&D or HR, bachelor’s degreeTypically requires a bachelor’s degree, some HR certifications
Work EnvironmentStrategic, involves planning and analysisOperational, involves logistics and coordination
Industry UsageCommon in organizations prioritizing employee growthCommon in HR departments handling training logistics

While both roles focus on employee development, HR Learning And Development professionals focus on creating strategic learning programs, whereas HR Training Coordinators handle the logistics of training sessions. Understanding these differences helps organizations assign the right responsibilities to each role.

How does an HR Learning and Development professional typically collaborate with department managers to assess and address staff training needs?

HR Learning and Development professionals work closely with department managers to identify skill gaps and training needs within their teams. This collaboration often involves conducting needs assessments, gathering feedback, and analyzing performance data to inform customized training programs. Regular meetings and open communication help ensure that learning initiatives are aligned with organizational goals and support employee growth. Building strong relationships with managers is key to designing effective, relevant, and engaging learning solutions.

What are the key skills and qualifications needed to thrive as an HR Learning and Development professional, and why are they important?

To thrive as an HR Learning and Development professional, you need expertise in instructional design, adult learning principles, and organizational development, often supported by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like CPTD or SHRM-CP are typically required. Strong communication, facilitation, and relationship-building skills help you engage learners and partner effectively with stakeholders. These competencies are essential for designing impactful training programs that support employee growth and organizational objectives.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in growing demand as organizations prioritize employee training, skills development, and talent retention. These roles often require strong communication skills and familiarity with training tools or e-learning platforms, and demand is expected to continue increasing across various industries.
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Hr Learning And Development jobs near you
Infographic showing various Hr Learning And Development job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $85,047 per year, or $40.9 per hour.
Learning & Development Officer

Learning & Development Officer

Iowa State Bank

Orange City, IA

Other

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 13 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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