ZipRecruiter

Log In

1

Learning And Development Director Jobs in Iowa (NOW HIRING)

Loenbro

Workforce Development Manager

Cedar Rapids, IA · On-site

People Operations - Learning and Development Location: Midwest Region (Cedar Rapids) Reports to: Director of Workforce Development Employment Type: Full Time FLSA Classification: Exempt Travel: 50 ...

next page

Showing results 1-20

All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Iowa

Learning And Development Director information

See Iowa salary details

$40.9K

$106.7K

$172.8K

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

As of Jun 18, 2026, the average yearly pay for learning and development director in Iowa is $106,722.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,000.00 and $124,500.00 per year, depending on experience, location, and employer.

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 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 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.

What are the key skills and qualifications needed to thrive as a Learning and Development Director, and why are they important?

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.
More about Learning And Development Director jobs
What are the most commonly searched types of Learning And Development jobs in Iowa? The most popular types of Learning And Development jobs in Iowa are:
What are popular job titles related to Learning And Development Director jobs in Iowa? For Learning And Development Director jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Learning And Development Director jobs in Iowa look for? The top searched job categories for Learning And Development Director jobs in Iowa are:
What cities in Iowa are hiring for Learning And Development Director jobs? Cities in Iowa with the most Learning And Development Director job openings:
What are popular job titles related to Learning And Development Director jobs in IA? For Learning And Development Director jobs in IA, the most frequently searched job titles are:
Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Iowa as of June 2026, with employment types broken down into 100% Full Time. Highlights an 79% In-person, and 21% Remote job distribution, with an average salary of $106,722 per year, or $51.3 per hour.
Learning and Development Director

Learning and Development Director

DHI Group, Inc.

Des Moines, IA • Hybrid

Other

Posted 8 days ago

Job description

About the team: 

The DHI Human Resources team strives to continuously evolve the DHI people foundation - building the talent engine, developing leaders who own outcomes, and cultivating a high-performance culture that drives DHI's growth. You will join us in our hybrid office culture working within our Des Moines office Tuesday - Thursday.  

 About the role: 

Reporting to the Chief People Officer, you will design and deliver the DHI leadership framework, build manager and employee development programs, and architect the talent review and succession processes that ensure DHI has the right leaders in the right roles at the right time. You will also own the employee engagement strategy and performance process - the connective tissue between development, culture, and performance. This is a rare opportunity to build, not maintain, a modern L&D function inside a public company at an inflection point. 

Why we're hiring for this role: 

DHI is hiring a Director of Learning & Development to build the leadership and talent development engine that will power our next phase of growth. This is a senior, builder-mode role created as part of the People team's 2026 strategy. 

In this role, you will: 

This role operates with a lean budget and a broad mandate. We are looking for a leader who can prioritize and sequence work for the highest business impact. 

Core responsibilities include: 

  • Design and launch DHI's leadership framework - the behavioral and capability expectations for people managers, senior leaders, and executives in partnership with the CPO and SLT. 
  • Build and deliver a tiered leadership development curriculum (new manager, experienced manager, senior leader) using a pragmatic mix of cohort programs, workshops, coaching, and on-the-job application. 
  • Build a manager training program that equips DHI managers to coach, give feedback, run check-ins, and develop their teams - raising the floor and ceiling of management quality. 
  • Design employee career development frameworks - career paths, growth conversations, and development planning tools - connected to DHI's job architecture. 
  • Architect and facilitate the annual talent review and succession planning process, partnering with HRBP, the CPO, and the SLT to turn reviews into real development action. 
  • Own the performance check-in process - the cadence, tools, and manager enablement that ensure SMART goals, feedback, and development conversations are meaningful across DHI. 
  • Serve as a thought partner to the CPO and SLT on culture, capability, and talent strategy, and partner with Communications to activate culture and engagement programs. 
  • Measure what matters: define and track L&D and engagement KPIs, and report progress and ROI to executive stakeholders. 

 What you bring to the team: 

  • 7+ years of progressive Learning & Development, Organization Development, or Talent Management experience, including 3+ years in a leadership role building programs at scale. 
  • Bachelor's degree required; advanced degree in I/O Psychology, Organizational Development, HR, Education, or related field strongly preferred. 
  • Demonstrated experience designing leadership frameworks, manager development programs, and talent review/succession processes from the ground up. 
  • Deep facilitation skills - you are credible and engaging in front of senior leaders, frontline managers, and everyone in between. 
  • Strong analytical orientation: comfortable with engagement data, performance data, and program metrics, and able to tell a clear story with them. 
  • Track record as a builder, not a maintainer - you have launched programs that didn't exist before, in environments where the playbook wasn't already written. 
  • Excellent business acumen and the ability to translate L&D investment into business outcomes. 

 Preferred: 

  • Coaching certification (ICF, CTI, Hudson, or equivalent). 
  • Certifications in talent assessments (e.g., Hogan, DiSC, MBTI, Korn Ferry, CCL instruments). 
  • Experience in a public company, high-growth tech company, or HR/recruiting tech industry. 
  • Experience with LMS platforms, talent management technology, and AI-enabled learning tools. 
  • Background partnering with sales and engineering leadership populations. 
  • Experience owning an employee engagement survey lifecycle, from instrument design through executive readouts and action accountability. 

Apply