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Learning And Development Director Jobs in California

cathaybank

VP, Learning & Development Manager

El Monte, CA · On-site

$95K - $110K/yr

GENERAL SUMMARY The VP, Learning & Development Manager (L&D Manager) position will oversee the day ... DIRECT REPORTS The incumbent will have direct reports including exempt and non-exempt employees.

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Learning And Development Director information

See California salary details

$42.9K

$112.1K

$181.6K

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

As of Sep 13, 2026, the average yearly pay for learning and development director in California is $112,135.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,300.00 and $130,800.00 per year, depending on experience, location, and employer.

What does a learning and development director do?

As a learning and development director, your responsibilities are to analyze existing training programs to determine whether they provide employees with the skills needed to perform their jobs. Your duties include evaluating instructor performance, determining whether the company should add new training programs, and helping prepare a training budget for a department or organization. You must often communicate with vendors and customers to understand their needs, discuss issues with management, conduct surveys within the company, and determine which types of training are most suitable for the company and the way its employees tend to learn. In large organizations, learning and development directors frequently travel to visit other offices.

What does a learning and development director do?

A Learning and Development Director oversees the creation, implementation, and management of training programs within an organization. They work to identify skill gaps, develop strategies for employee growth, and ensure that training initiatives align with business goals. Their role often involves collaborating with department heads, managing budgets, and assessing the effectiveness of learning programs to drive organizational success.

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

To thrive as a Learning and Development Director, you need expertise in instructional design, adult learning principles, and organizational development, usually supported by a relevant degree and substantial experience in training or HR. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM are commonly required. Strong leadership, strategic thinking, and excellent communication skills are vital soft skills that help drive learning initiatives and engage stakeholders. These skills are crucial for designing effective development programs that align with organizational goals and foster employee growth.

What are some typical challenges a learning and development director faces when implementing new training programs across multiple departments?

A Learning and Development Director often encounters challenges such as varying departmental priorities, differing skill levels among employees, and resistance to change. Coordinating schedules and ensuring consistent communication across teams can be complex, especially in larger organizations. Success in this role relies on strong stakeholder engagement, adaptability, and the ability to tailor learning initiatives to meet diverse needs while aligning with overall business goals.

What is the difference between Learning And Development Director vs Training Manager?

AspectLearning And Development DirectorTraining Manager
ResponsibilitiesOversees organizational learning strategies, develops leadership programs, aligns L&D with business goalsManages training programs, coordinates workshops, ensures employee skill development
Required CredentialsBachelor’s or Master’s in HR, Education, or related field; certifications like CPLP or SHRM-SCPBachelor’s in HR, Education, or related; certifications like CPT or ATD certifications
Work EnvironmentStrategic, leadership-focused, often in corporate officesOperational, training delivery-focused, often in training centers or corporate settings

The Learning And Development Director focuses on strategic organizational learning initiatives and leadership development, while the Training Manager handles day-to-day training programs and employee skill enhancement. Both roles require similar credentials and work in corporate environments, but differ in scope and strategic impact.

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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in California as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 78% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $112,135 per year, or $53.9 per hour.

Regional Learning & Development Manager

Sacramento, CA • On-site

McCarthy Building Companies, Inc.
Construction • 1 - 5K employees
Learn more about McCarthy Building Companies, Inc.external

Full-time

Re-posted 20 days ago

McCarthy Building Companies rating

7.4

Company rating: 7.4 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

Job description

POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs-spanning leadership development, performance, and succession-are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
  • Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
  • Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions
  • Use talent review and business insights to identify development needs and translate into actions that address those needs.
  • Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
  • Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption
  • Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
  • Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
  • Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support
  • Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
  • Partner with change management resources and reinforce the organization's change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
  • Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support
  • Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
  • Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
  • Drive analysis of workforce knowledge and skills required to deliver on the organization's strategy and adjust capability plans accordingly.
  • Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
  • Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
  • Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
  • Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.

QUALIFICATIONS
  • Bachelor's degree in Business Administration, Human Resources, Education, or related field preferred.
  • Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
  • Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
  • Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
  • Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
  • Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
  • Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 - $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy's Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.

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About McCarthy Building

Sourced by ZipRecruiter

McCarthy Building, headquartered in Saint Louis, MO, US, is a leading construction company primarily offering general contracting, design-build and construction management services throughout the United States. Its prominent industry presence can be explored in detail on its official website, mccarthy.com. Founded in 1864, the company has built a robust legacy marked by significant contributions to the U.S. construction industry. McCarthy Building engages a broad range of sectors, including healthcare, education, commercial, renewable energy, and advanced technology.

Industry

Construction

Company size

1,001 - 5,000 Employees

Headquarters location

Saint Louis, MO, US

Year founded

1864

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