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Learning And Development Consultant information

See Washington, DC salary details

$50.4K

$89.1K

$127.4K

How much do learning and development consultant jobs pay per year?

As of Aug 21, 2026, the average yearly pay for learning and development consultant in Washington, DC is $89,053.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,600.00 and $104,800.00 per year, depending on experience, location, and employer.

What is a learning and development consultant?

Learning and Development Consultants are professionals who design, implement, and evaluate training programs to enhance employees' skills and organizational performance. They assess learning needs, develop tailored training solutions, and may also advise on employee development strategies. Their goal is to help organizations improve productivity, adapt to changes, and achieve business objectives through effective learning initiatives.

How does a learning and development consultant typically collaborate with subject matter experts within an organization?

Learning and Development Consultants frequently work alongside subject matter experts (SMEs) to design and deliver effective training programs. This collaboration usually involves conducting needs assessments, gathering detailed knowledge from SMEs, and translating technical or specialized information into accessible learning materials. Consultants facilitate workshops or meetings to ensure training content aligns with business objectives and learner needs. Building strong relationships and clear communication with SMEs is key to developing relevant, engaging, and accurate training solutions.

What are the key skills and qualifications needed to thrive as a learning and development consultant, and why are they important?

To thrive as a Learning and Development Consultant, you need expertise in instructional design, adult learning principles, and performance analysis, often backed 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 SHRM-CP is highly beneficial. Strong communication, facilitation, and stakeholder management skills help you effectively deliver content and influence organizational learning strategies. These competencies are vital for designing impactful learning programs that drive employee growth and business success.

What is the difference between Learning And Development Consultant vs Training Specialist?

AspectLearning And Development ConsultantTraining Specialist
CredentialsOften requires certifications in L&D, HR, or related fieldsTypically holds certifications in training or instructional design
Work EnvironmentWorks across departments, developing strategic learning programsFocuses on delivering specific training sessions or workshops
Employer & Industry UsageCommon in corporate, education, and nonprofit sectorsPrevalent in corporate training departments and educational institutions
Search & Comparison IntentOften compared for strategic L&D rolesCompared for operational training delivery roles

The main difference is that Learning And Development Consultants focus on designing and implementing strategic learning initiatives across organizations, while Training Specialists primarily deliver and facilitate specific training sessions. Both roles require relevant certifications and are vital in employee development, but their scope and responsibilities differ.

What does a learning and development consultant do?

A learning and development consultant designs, implements, and evaluates training programs to improve employee skills and organizational performance. They assess training needs, develop learning materials, and may use tools like Learning Management Systems (LMS) to deliver and track training activities.

What are popular job titles related to Learning And Development Consultant jobs in Washington, DC?

For Learning And Development Consultant jobs in Washington, DC, the most frequently searched job titles are:

What job categories do people searching Learning And Development Consultant jobs in Washington, DC look for?

The top searched job categories for Learning And Development Consultant jobs in Washington, DC are:

Learning And Development Consultant jobs near you
Infographic showing various Learning And Development Consultant job openings in Washington, DC as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $89,053 per year, or $42.8 per hour.

Learning & Development Growth Enablement Lead (REMOTE)

ICF International, Inc.

Reston, VA • On-site

Other

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

Job description

Learning & Development Growth Enablement Lead
The Learning & Development Growth Enablement Lead is responsible for translating business growth priorities - particularly in business development (BD), consulting, and critical in-the-moment learning needs - into targeted, skill-driven learning and enablement solutions.
This role bridges business needs, skills intelligence, and learning execution to ensure employees are equipped with the skills required to win work, deliver client value, and perform effectively in real time. The Lead will define skill standards, design and deliver learning experiences, and integrate across the learning and skills ecosystem to create a cohesive, measurable, and scalable growth enablement strategy.
Key Responsibilities
Business Alignment
  • Partner with the Director, Learning Strategy and business SMEs to understand growth priorities in business development, consulting, and client delivery.
  • Translate growth enablement and critical "in-the-moment" skill needs and learning requests into actionable solutions (programs, skill labs, tools, and on-the-job enablement).
  • Collaborate with the Director, Learning Strategy to ensure growth enablement learning investments are directly aligned to business strategy and outcomes.

Learning & Skill Strategy
  • Define critical growth enablement skills and "what good looks like" to deliver impactful learning experiences.
  • Set future-state growth enablement skill levels and establish clear guidelines, standards, and expectations for skill development across roles and levels.
  • Ensure the growth enablement skill development is aligned to workforce readiness priorities and the ICF people strategy.

Skills Intelligence & Governance
  • Define and maintain an evolving enterprise skills framework including governance, taxonomy, proficiency levels, and role-based skill mappings.
  • Partner across People Skills, Workday Skills, Viva Learning, and agents (workforce insights, learning) to ensure alignment and accuracy.
  • Identify growth enablement skill gaps and collaborate with the Director, Learning Strategy to use data to prioritize learning & development efforts and investments.

Learning Design & Development
  • Own the end-to-end design and development of growth enablement learning experiences, including:
    • Consulting skills
    • Business development skills
    • Critical in-the-moment skills
    • New or emerging growth enablement skills
  • Ensure learning is practical, applied, in-the-flow of work, and directly tied to day-to-day business scenarios.
  • Leverage modern learning approaches, including AI-enabled learning, personalized pathways, and adaptive learning.
  • Incorporate AI-enabled tools and guided prompt practice into learning experiences to drive hands-on application and accelerate on-the-job performance.

Delivery & Facilitation
  • Facilitate high-impact growth enablement learning experiences (virtual and in-person), including workshops, skill labs, and cohort-based programs.
  • Enable leaders and managers to reinforce growth enablement learning and support on-the-job application through communities of practice, coaching circles, mentoring, etc.
  • Build co-facilitator capabilities to support scalable delivery of growth enablement learning experiences.

Measurement & Impact
  • Partner with the learning team to define success measures across growth enablement programs, skill labs, and digital learning.
  • Track and report on growth enablement learning effectiveness, including:
    • Engagement and completion
    • Skill acquisition and proficiency shifts
    • Application on-the-job
    • Business impact (e.g., BD performance, client outcomes)
  • Use data and insights to continuously improve growth enablement learning solutions.

Integration Across HR
  • Connect growth enablement efforts across broader workforce readiness initiatives.
  • Ensure alignment with other learning programs, enterprise skills framework, and priority HR initiatives (e.g. AI fluency).
  • Act as a connector across teams (leadership, employee experience, HR consulting, HR operations, talent acquisition, total rewards) to create a seamless experience.

Learning Ecosystem & Architecture
  • Lead the integration of growth enablement within the broader learning and skills ecosystem.
  • Ensure strong connections across systems and tools (e.g., learning platforms, skills systems, AI learning agents).
  • Design growth enablement learning experiences that are skill-driven, discoverable, and embedded in the flow of work.

Basic Qualifications
  • Bachelor's degree in one of the following areas; Learning & Development, Human Resources Management, Organizational Development, Education, Adult Learning / Adult Education, Instructional Design, Organizational Psychology, Workforce Development, Business Administration, Management Consulting, Organizational Leadership or Sales Management
  • Minimum 8 years of experience in learning & development, talent development, sales/business development enablement, organizational effectiveness, or professional services consulting.

Preferred Skills
  • Experience designing and delivering sales, business development, capture, proposal, consulting, or client-facing capability programs.
  • Demonstrated knowledge of professional services business development, seller-doer models, account growth, capture, proposal development, and client relationship management.
  • Experience partnering with business development leaders, account leaders, and subject matter experts to build capability aligned to growth priorities.
  • Proven ability to translate revenue, pipeline, and growth objectives into targeted learning and performance solutions.
  • Experience facilitating workshops, skill labs, boot camps, coaching programs, and leadership sessions for business and client-facing professionals.
  • Experience designing experiential learning, simulations, practice opportunities, and on-the-job reinforcement strategies.
  • Demonstrated success leading enterprise learning, skills, or capability-building initiatives.
  • Experience managing complex programs, stakeholder collaboration, SME engagement. and cross-functional partnerships.
  • Ability to operate strategically while also owning hands-on design and delivery
  • Experience with modern learning platforms (e.g., Viva Learning) and AI-enabled learning tools
  • Experience building and delivering enterprise-scale learning programs or academies

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Bot and Third-Party Applications
Please note that this application must be submitted directly by the applicant for consideration. Failure to do so may result in the application being excluded for consideration. Applicants needing an accommodation for disability or religious purposes in connection with the application process should contact for assistance.
Working at ICF
ICF is a global advisory and technology services provider, but we're not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.
We can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer. Together, our employees are empowered to share their expertise and collaborate with others to achieve personal and professional goals. For more information, please read our EEO policy.
We will consider for employment qualified applicants with arrest and conviction records.
Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals with sincerely held religious beliefs, in all phases of the application and employment process. To request an accommodation, please email and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.
Read more about workplace discrimination rights or our benefit offerings which are included in the Transparency in (Benefits) Coverage Act.
Candidate AI Usage Policy
At ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate or assist with responses during interviews (whether in-person or virtual) is not permitted. This policy is in place to maintain the integrity and authenticity of the interview process.
However, we understand that some candidates may require accommodation that involves the use of AI. If such an accommodation is needed, candidates are instructed to contact us in advance at We are dedicated to providing the necessary support to ensure that all candidates have an equal opportunity to succeed.
Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.
The pay range for this position based on full-time employment is:
$108,476.00 - $184,409.00
Nationwide Remote Office (US99)

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