ZipRecruiter

Log In

1

Learning And Development Associate Jobs in Tracy, CA

Wood Rodgers

Senior Engineer

Pleasanton, CA · On-site

$104K - $134K/yr

This is an Associate, salary, exempt position. A day in the life as a Wood Rodgers' Senior Engineer ... Learning + Development: take on leadership development programs and goal setting to create big ...

Wood Rodgers

Senior Engineer

Pleasanton, CA · On-site

$116K - $159K/yr

This is an Associate, salary, exempt position. While there is no typical day when you are managing ... Learning + Development: take on leadership development programs and goal setting to create big ...

previous pagenext page

Showing results 21-40

All JobsLearning And Development Associate JobsLearning And Development Associate Jobs in Tracy, CA

Learning And Development Associate information

See Tracy, CA salary details

$20

$40

$82

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

As of Aug 6, 2026, the average hourly pay for learning and development associate in Tracy, CA is $40.48, according to ZipRecruiter salary data. Most workers in this role earn between $27.93 and $58.46 per hour, depending on experience, location, and employer.

Is learning and development a good career?

A career as a Learning and Development Associate involves designing and delivering training programs to improve employee skills, often requiring strong communication, organizational, and instructional skills. It is a growing field with opportunities across various industries, and professionals may pursue certifications like CPLP or ATD credentials to advance. The role typically offers a stable work environment with regular hours and the chance to impact organizational growth.

What does a learning and development associate do?

A Learning and Development Associate is responsible for supporting the design, implementation, and evaluation of training programs within an organization. They help identify employee training needs, coordinate training sessions, and track participants' progress. Their goal is to enhance employees' skills, knowledge, and performance to meet organizational objectives. This role often involves collaborating with managers, subject matter experts, and external trainers to ensure effective learning solutions.

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

AspectLearning And Development AssociateTraining Coordinator
Required CredentialsBachelor's degree, certifications in L&D or HRBachelor's degree, often certifications in training or HR
Work EnvironmentCorporate, educational, or nonprofit settings focused on employee growthCorporate training departments, educational institutions, or nonprofits
Employer & Industry UsageUsed across various industries for employee developmentCommonly found in organizations with structured training programs
Search & Comparison IntentHigh overlap in responsibilities related to learning programsOften compared due to similar roles in training delivery

The Learning And Development Associate and Training Coordinator roles share similarities in supporting employee growth and training initiatives. While both require related credentials and are used across industries, the L&D Associate typically focuses more on designing and implementing learning programs, whereas the Training Coordinator manages logistics and delivery of training sessions. Understanding these differences helps job seekers identify the right role for their skills and career goals.

What are typical collaboration opportunities for a learning and development associate within an organization?

As a Learning and Development Associate, you’ll regularly collaborate with HR teams, department managers, and subject matter experts to design and deliver effective training programs. This role often involves coordinating with stakeholders to assess learning needs, gather feedback, and ensure alignment with organizational goals. Frequent communication with trainers and employees is also common to evaluate training effectiveness and make improvements. These collaborative efforts are key to creating impactful development initiatives and fostering a culture of continuous learning.

What are the key skills and qualifications needed to thrive as a learning and development associate?

A Learning and Development Associate needs a background in instructional design, training facilitation, and adult learning principles, often supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like CPLP or ATD are typically valued. Strong communication, collaboration, and organizational skills help individuals excel in coordinating programs and engaging learners. These abilities are vital for delivering effective training solutions that support employee growth and organizational success.
What job categories do people searching Learning And Development Associate jobs in Tracy, CA look for? The top searched job categories for Learning And Development Associate jobs in Tracy, CA are:
What cities near Tracy, CA are hiring for Learning And Development Associate jobs? Cities near Tracy, CA with the most Learning And Development Associate job openings:
Learning And Development Associate jobs near you
Infographic showing various Learning And Development Associate job openings in Tracy, CA as of July 2026, with employment types broken down into 80% Full Time, 10% Temporary, and 10% Contract. Highlights an 100% In-person job distribution, with an average salary of $84,199 per year, or $40.5 per hour.

Director, Corporate Human Resources Business Partner (HRBP)

Ross

Dublin, CA • On-site

$108K - $204K/yr

Full-time

Posted 20 days ago

Job description

GENERAL PURPOSE:
The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.
The base salary range for this role is $108,600 - $204,150. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.
ESSENTIAL FUNCTIONS:
Strategic Partnering:
• Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions
• Keeps succession planning, career development, and performance management processes and results aligned with the organization's goals. Increases the buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors
• Understands the operating model for the Business Partner (BP), and assess the impact of any changes on existing talent
• Facilitate development and execution of talent strategy with BP
• Identify HR's contribution to realizing clients' objectives and leverage HR services or programs to suit the needs of BP.
• Facilitate career management and planning in alignment with talent management expectations
• Identify and support critical metrics to assess and measure impact and results
• Facilitate organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes
• Mitigate risk by ensuring appropriate escalation/investigation of performance, conduct, and other Associate relations-related matters
Needs assessment:
• Support clients' coverage and identify emerging talent issues before they impact the clients' strategy fulfillment
• Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues, and challenges
• Leverage HR COE teams as relevant to conduct assessments
• Continually assess the HR implications of client-driven strategic options and proactively communicate
Monitor Culture and Drive Change:
• Facilitate the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
• Support the collaboration, mutual accountability, and respect within the HR team
• Drives organizational improvements and decision-making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals
• Supports and drives diversity and inclusion initiatives at all levels; fosters a culture of associate engagement, which includes supporting, influencing and strategizing with BP on engagement survey results
• Supports and drives the corporate leadership and corporate functions to embrace organizational changes and promote continuous improvement through operational excellence.
• Partners with HR Centers of Excellence to provide seamless HR operations support to the client organizations
• Support HR initiatives across the calendar year and keep the line up to date on forthcoming initiatives
COMPETENCIES:
People
• Building Effect Teams (for managers of People and/or Projects)
• Developing Talent (for managers of People)
• Collaboration
Self
• Leading by Example
• Communicates Effectively
• Ensures Accountability and Execution
• Manages Conflict
Business
• Business Acumen
• Plans, Aligns and Prioritizes
• Organizational Agility
With particular emphasis on the following specific position-related competencies
  • Drive for Results
  • Decision Quality
  • Interpersonal Savvy
  • Demonstrates Self-Awareness
  • Instills Trust

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
• At least 10 plus years of progressive HR experience.
• Bachelor's degree or equivalent in Human Resources, Business, Management, Organization Development or a related field
• SPHR or SHRM-SCP desired
• Experience in working with all levels of associates, including C-Suite.
• Experience leading projects and helping to foster/create a positive working environment
• Experienced in understanding and successfully managing Associate Relations issues
• Experience designing, building, and implementing HR functional programs, policies, tools, and procedures
• Experience in successfully managing multiple priorities & and projects through successful delivery and implementation under time, budget, and political pressure
• Proven success in working in a fast-paced growing business environment
• Experience working collaboratively to facilitate the delivery of HR support
• Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
• Experience working with a service delivery model that includes shared services
PHYSICAL REQUIREMENTS/ADA:
Job requires ability to work in an office environment, primarily on a computer.
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
Consistent timeliness and regular attendance. Some travel required
Vision requirements: Ability to see information in print and/or electronically.
This role requires regular in-office presence, including to engage in in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work. #LI-Hybrid
SUPERVISORY RESPONSIBILITIES:
None at this time
DISCLAIMER:
This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.
Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

Apply