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Learning And Development Director Jobs in New Mexico

NVA

Medical Director

Albuquerque, NM · On-site

... development of an experienced emergency team. At Route 66, you'll do more than practice-you'll grow ... learning. • Work closely with veterinarians, technicians, and support teams to provide seamless ...

AMRI

Training & Development Specialist

Albuquerque, NM · On-site

Associate Director, Training and Development Build your future at Curia, where our work has the power to save lives. Sterile University is Curia Albuquerque's learning and development function that ...

Valliant Consulting Group

Clinical Director

Nambe, NM

$115K - $120K/yr

... learning, and group/grief therapy, equine therapy and mobile therapy * Coordination with the ... Contract development and oversight of independently licensed clinical staff * Participate in ...

Equus

Project Director

Las Cruces, NM · On-site

Participates in business development activities, including contract rebid and new business ... When you join Equus, you can expect extensive learning opportunities and networking programs. But ...

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Showing results 41-60

All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in New Mexico

Learning And Development Director information

See New Mexico salary details

$42.2K

$110.1K

$178.3K

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

As of Sep 3, 2026, the average yearly pay for learning and development director in New Mexico is $110,109.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,700.00 and $128,400.00 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

What are the most commonly searched types of Learning And Development jobs in New Mexico?

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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in New Mexico as of August 2026, with employment types broken down into 100% Full Time. Highlights an 96% In-person, 2% Hybrid, and 2% Remote job distribution, with an average salary of $110,109 per year, or $52.9 per hour.

Talent Development and Culture Consultant II - Talent Development and Culture

CHRISTUS Health

Alamogordo, NM • On-site

$55 - $70/hr

Other

Re-posted 5 days ago

CHRISTUS Health rating

6.7

Company rating: 6.7 out of 10

Based on 533 frontline employees who took The Breakroom Quiz

534th of 898 rated healthcare providers

Job description

Summary

The Talent Development and Culture Consultant II focuses on team effectiveness, leader coaching, learning strategy to drive organizational results. The Consultant promotes and role models the desired culture when developing leaders and teams. The Consultant routinely engages and collaborates with the Talent Development & Culture team, and key stakeholders (e.g. HR Strategy Team, Ministry leaders, Talent partners, clinical education, etc.) to identify effective strategies and tactics, prioritize projects, and uncover and address/escalate barriers to drive the desired organizational results that are based on measurable outcomes. Effective solutions are based on capturing data, skillful use of intentional listening, powerful questioning, and objective reasoning to identify needs to collaborate with the Talent Development & Culture Director/Team, other stakeholders, and customers prior to implementation.

Responsibilities Team Effectiveness
  • Coaches and manages group dynamics when working with individuals and teams.
  • Understands and applies business requirements to cascade strategies and tactics in alignment with the Talent Development & Culture team to cascade them across CHRISTUS.
  • Demonstrates the courage to be a guardian of the culture by establishing accountability, sharing feedback, and capturing lessons learned with the Talent Development & Culture team, stakeholders, and leaders to share best practices, eliminate duplication of efforts, offer feedback on issues impacting effectiveness, and champion change.
  • Actively collaborates on cross-functional teams and/or committees (e.g. Tiger Teams, CHRISTUS leadership teams, engagement committees, Leadership Development Institutes, etc.).
Leader Coaching
  • Acts as a strategic, trusted advisor who takes a consultative approach to establish credibility, build relationships, and set expectations with assigned leaders and aligns requests with CHRISTUS strategies, programs, and business needs along with the unique circumstances of each request.
  • Partners with leaders to provide coaching and support in implementing CHRISTUS Health’s core leadership tools and processes.
  • Uses CHRISTUS systems, tools, prescriptive recommendations, and benchmarking to support impactful actions to increase engagement, build stronger teams and the desired culture, and improve business performance. Drives results.
  • Facilitates sessions and uses associated tools to accelerate new leader acculturation and team engagement towards business objectives and clarify priorities and expectations to maximize the leaders’ contributions at CHRISTUS. Implements similar strategies and tactics with other mid-level leaders.
Learning Strategy
  • Champions and institutionalizes CHRISTUS System strategies, tactics, programs, and methodologies through influence, empowerment, and engagement principles.
  • Ensures that the surveys and other feedback mechanisms are captured for improvement efforts.
  • Gathers, organizes and analyzes information regarding the impact of organizational development and learning solutions against key business drivers; presents the information in a way that is meaningful to the organization; analyzes and uses feedback, data reports, and metrics to make informed organizational decision making.
  • Keeps abreast of industry trends and the market environment to incorporate technical expertise, best practices, and business imperatives in developing strategies, processes, tools, and programs for the Talent Development & Culture team.
  • Analyzes other feedback, data reports, and metrics as they apply.
  • Assists in the development of communication and implementation plans for the CHRISTUS system and regional/ministry initiatives.
Requirements Education/Skills
  • Bachelor’s degree in business, human resources, education, or related field; preferred. Relevant comparable experience may be considered in lieu of degree.
  • Demonstrated experience in adult learning, strategic thinking, creativity, coaching, consulting, organizational development, and continuous improvement.
  • Certification in ATD – Coaching and Consulting, Fierce, and DiSC® within one year of hire date.
  • Demonstrated experience coordinating and/or implementing organizational development & learning frameworks, standards, policies, and procedures.
  • Effectively work in a blended (virtual/Face-to-face) and matrixed organizational structure.
  • Excellent written, oral, and presentation communication skills.
Experience
  • 3 - 5 years of relevant experience designing, implementing, facilitating, or managing adult learning programs and organizational effectiveness strategies.
  • Demonstrated experience in coordinating and/or implementing organizational.
Licenses, Registrations, or Certifications
  • None
Work Schedule

5 Days - 8 Hours

Work Type

Full Time

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What CHRISTUS Health employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

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About CHRISTUS Health

Sourced by ZipRecruiter

CHRISTUS Health is a prominent name in the healthcare industry, with its headquarters situated in Irving, TX, USA. Established in 1999, the company has since been devoted to providing comprehensive care and extending the healing ministry of Jesus Christ. This not-for-profit health system primarily operates more than 600 healthcare services and programs, including long-term care facilities, health insurance products, community clinics, and outreach services, serving both urban and rural populations.

Industry

Outpatient health care

Company size

1,001 - 5,000 Employees

Headquarters location

Irving, TX, US

Year founded

1999

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