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Learning And Development Director Jobs in New York

FreshDirect

Learning & Development Manager

Bronx, NY · On-site

$100K - $125K/yr

The Learning & Development Manager will partner closely with leaders and stakeholders at all levels ... Direct impact on how thousands of customers experience food every day Salary $100,000 - $125,000 ...

FreshDirect

Learning & Development Manager

Bronx, NY · On-site

The Learning & Development Manager will partner closely with leaders and stakeholders at all levels ... Direct impact on how thousands of customers experience food every day Salary $100,000 - $125,000 ...

Princess Cruises

Learning Development Mgr

New York, NY · On-site

Learning Development Mgr Department: Human Resources Employment Type: Fixed Term Contract Location ... direct feedback) and provide actionable recommendations to improve program quality and business ...

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

Learning And Development Director information

See New York salary details

$47.6K

$124.3K

$201.3K

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

As of Sep 14, 2026, the average yearly pay for learning and development director in New York is $124,307.00, according to ZipRecruiter salary data. Most workers in this role earn between $99,000.00 and $145,000.00 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 York?

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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in New York as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 80% Full Time, 16% Part Time, and 2% Contract. Highlights an 85% Physical, 3% Hybrid, and 12% Remote job distribution, with an average salary of $124,307 per year, or $59.8 per hour.

Director, Learning & Development

Manhattan, NY • On-site

AKAM Living Services, Inc.
Real Estate • 51 - 200 employees
Learn more about AKAM Living Services, Inc.external

Other

Medical, Dental, Vision, Retirement, PTO

Posted 23 days ago

Key responsibilities

  • Partner with the VP, Learning & Development to translate enterprise priorities into a learning roadmap and implement strategic initiatives.

  • Lead the design, implementation, and measurement of learning programs such as onboarding, leadership development, and compliance.

  • Consult with leaders to identify capability gaps, recommend solutions, and support organizational change through communication and stakeholder engagement.

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.


Professional New York, NY, US


2 days ago Requisition ID: 4141


About the Company : Founded in 1983, AKAM provides unparalleled knowledge, industry-leading technology, cost-saving initiatives, and the best customer service in the industry to every condominium, cooperative, homeowners association, and investment property we service. From comprehensive financial oversight to operations management, compliance administration, and violation removal, we maximize operational efficiency and value for our clients.


What we offer: AKAM is proud to be Great Place to Work-Certified. Learn more about our company by visiting akam.com. Our benefits include several healthcare, dental and vision options, a retirement program, paid time off plans, 11 paid holidays per year, educational reimbursement, transportation discount purchase programs, service, and performance awards – in addition various social and recreational activities.


Position Summary

The Director, Learning & Development partners closely with the Vice President, Learning & Development to advance AKAM’s enterprise learning strategy and build the capabilities needed to strengthen leadership, employee performance, and operational excellence.


This role translates business and talent priorities into scalable learning solutions, leads key enterprise initiatives, and ensures consistent execution across a geographically distributed workforce. The Director serves as a trusted advisor to leaders and cross-functional partners while supporting the VP in establishing priorities, measuring impact, and strengthening AKAM’s learning culture and capabilities.


Key Responsibilities
Learning Strategy and Leadership & Talent Development

  • Partner with the VP, L&D to translate enterprise priorities into a focused learning roadmap and actionable plans.

  • Lead strategic L&D initiatives from design through implementation, adoption, and measurement.

  • Consult with business and functional leaders to identify capability and performance gaps and recommend effective solutions.

  • Balance enterprise consistency with the needs of regions, functions, and frontline teams.

  • Lead programs that strengthen manager and leadership capabilities, including coaching, feedback, accountability, decision-making, business acumen, and service excellence.

  • Equip managers with tools and resources to reinforce learning and develop employees on the job.

  • Oversee key enterprise programs, including onboarding, role-based learning, leadership development, compliance, and professional development.

  • Establish standards for high-quality, practical, and engaging learning experiences.

  • Partner across Operations, Human Resources, Finance, Technology, and other functions to deliver enterprise initiatives.

  • Serve as a trusted advisor and extension of the VP, L&D with senior leaders and key stakeholders.

  • Support organizational change through effective communication, stakeholder engagement, and practical reinforcement.


Measurement & Continuous Improvement

  • Establish success measures and use learning, workforce, and business data to evaluate effectiveness and guide decisions.

  • Connect learning initiatives to outcomes such as employee readiness, retention, time-to-productivity, leadership capability, operational performance, and client experience.

  • Provide the VP and senior leadership with concise insights, recommendations, and progress updates.

  • Continuously improve programs based on data, feedback, business priorities, and adoption.

  • Support effective governance and adoption of learning technologies, content, and enterprise standards.

  • Manage assigned budgets, vendors, and resources with appropriate financial discipline.

  • Develop business cases and recommendations for learning investments in partnership with the VP, L&D.


Qualifications

  • Bachelor’s degree in Learning & Development, Organizational Development, Human Resources, Business, Education, or a related field; equivalent relevant experience considered.

  • 5+ years of progressive experience in learning and development, talent development, organizational effectiveness, leadership development, or a related discipline.

  • 3+ years of experience leading learning professionals, teams, or significant cross-functional initiatives.

  • Demonstrated experience designing and implementing learning initiatives across a multi-site or distributed organization.

  • Strong knowledge of leadership development, adult learning, instructional design, facilitation, manager enablement, and performance consulting.

  • Strong business acumen with the ability to connect learning initiatives to talent, operational, and business outcomes.

  • Experience with learning technology, analytics, vendors, and data-informed decision-making.

  • Excellent executive communication, influence, stakeholder management, and presentation skills.

  • Ability to operate strategically while driving disciplined execution in a fast-moving environment.

  • Experience in property management, real estate services, hospitality, or another people-intensive service organization preferred.

  • Regular travel may be required to AKAM offices, managed communities, training locations, and leadership meetings. Occasional early morning, evening, or extended-hour availability may be required based on business needs.


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