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Learning And Development Director Jobs in Nevada

AMH

Manager, Learning Solutions

Las Vegas, NV · On-site

$89 - $92/hr

The Manager, Learning Solutions oversees the design, development, and delivery of company learning ... Provides direct supervision, coaching, and career development for team members responsible for ...

Amh

Manager, Learning Solutions

Las Vegas, NV

The Manager, Learning Solutions oversees the design, development, and delivery of company learning ... Provides direct supervision, coaching, and career development for team members responsible for ...

Seminolehardrock

Director, Talent Acquisition

Las Vegas, NV · On-site

$95K - $131K/yr

JOB SUMMARY The Director, Talent Acquisition, reporting to the Executive Director, Human Resources ... Collaborate closely with Operations, HR, Learning & Development, and Marketing to ensure hiring ...

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Learning And Development Director information

See Nevada salary details

$44.3K

$115.7K

$187.4K

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

As of Sep 6, 2026, the average yearly pay for learning and development director in Nevada is $115,703.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,200.00 and $134,900.00 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.

More about Learning And Development Director jobs

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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $115,703 per year, or $55.6 per hour.

Senior Learning & Development

RZR Global Inc.

Las Vegas, NV • On-site

Full-time

Posted 11 days ago

Job description

About the job
Who are we?RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.
Role Overview:
RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.
The Senior L&D Lead is a senior individual contributor role built to close those gaps and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.
The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.
Key Responsibilities:
1.RZR Academy Global Onboarding Programs
  • Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
  • Redesign the programs architecture modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
  • Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
  • Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
  • Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
  • Run a 90-day effectiveness assessment for every cohort measure knowledge retention, role readiness, and cultural alignment scores
  • Iterate and improve based on data track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs
  • Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
  • Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
  • Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
  • Run capability assessments before and after each programs to measure effectiveness and manager readiness
  • Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
  • Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development
  • Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence
  • Build succession readiness programs in partnership with the Head of People identify high-potential employees and create structured acceleration tracks
  • Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
  • Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management
  • Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
  • Own the content library create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
  • Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
  • Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
  • Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs
  • Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
  • Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
  • Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness
  • Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
  • Build dashboards and quarterly reports for People leadership and ELT programs ROI, completion rates, effectiveness scores, and manager capability trends
  • Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
  • Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology
  • Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
  • Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
  • Ensure all programs have digital delivery capability for async and remote learners across time zones
Required Skills / Experience
  • 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
  • Demonstrated experience designing and running structured onboarding programs at scale not just administration
  • Proven track record building manager capability or leadership development programs from scratch
  • Strong instructional design skills ability to translate complex topics into engaging, learner-centric content
  • Experience running L&D programs across multiple countries and time zones
  • Data fluency comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
  • Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
  • Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
  • Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
  • Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
  • Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus

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