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Learning And Development Director Jobs in Ohio (NOW HIRING)

NRP Group

Learning & Development Manager

Cleveland, OH · On-site

POSITION SUMMARY Learning & Development Manager Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort ...

The Abbewood

Business Development Director

Elyria, OH · On-site

We are seeking an experienced Business Development Director - CCRC Services to lead census growth ... learning and contributing. Every day, team members at Century Park Associates choose to go beyond ...

Cscc

Director, Talent Development

Columbus, OH

This position provides oversight of learning delivery, external vendor partnerships, leadership development programs, and organizational learning metrics. The Director leads a team responsible for ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Ohio

Learning And Development Director information

See Ohio salary details

$41.4K

$108K

$174.9K

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

As of Jul 26, 2026, the average yearly pay for learning and development director in Ohio is $108,021.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,000.00 and $126,000.00 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 does a director of learning and development do?

A director of learning and development oversees an organization's training and educational programs to improve employee skills and performance. They design, implement, and evaluate learning strategies, often managing teams and utilizing tools like learning management systems (LMS). This role requires strong leadership, strategic planning, and knowledge of adult learning principles.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that individuals acquire 70% of their skills through on-the-job experiences, 20% through social learning such as coaching and mentoring, and 10% through formal training or courses. Learning and Development Directors often design programs that incorporate these proportions to optimize employee growth and skill development.

What jobs pay 500,000 a year in the US?

In the US, high-paying roles such as executive-level positions like Chief Executive Officers, Chief Financial Officers, and other C-suite executives often earn $500,000 or more annually. Senior professionals in investment banking, specialized medical specialists, and successful entrepreneurs can also reach this income level, especially with bonuses, stock options, or profit sharing. These roles typically require extensive experience, advanced degrees, and leadership responsibilities.

How much do directors of training and development make?

Directors of training and development typically earn a median annual salary between $90,000 and $150,000, depending on experience, industry, and location. They often hold advanced degrees and certifications in learning or human resources and oversee organizational training programs and staff development initiatives.

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
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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Ohio as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, and 5% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $108,021 per year, or $51.9 per hour.
Learning & Development Manager

Learning & Development Manager

NRP Group

Cleveland, OH

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 16 days ago

Job description

Come join NRP's A+ team! We've been recognized as a "Top Workplace" because we promote a culture where our team can build long-term careers and connections. As we grow as a company, our goal is that you will grow in your career.

NRP has been recognized with several industry awards including Top Workplaces; Best and Brightest Companies to Work For; and National Apartment Association's Best Places to Work.

We value our employees by offering a competitive benefit package including:

  • Commission and bonus opportunities

  • Paid vacation and sick leave

  • 11 Paid holidays

  • Paid maternity & parental bonding leave

  • Short & long term disability

  • Medical/Dental/Vision/Life Insurance

  • 401(k) Match

  • Training, certification, & growth opportunities

  • Employee referral & recognition programs

Since its founding in 1994, NRP has been dedicated to building quality homes for our residents, regardless of income. The NRP Group is a full-service multifamily developer, general contractor, and property manager with assets and operations reaching an expanding range of markets nationwide. For additional information, please visit www.NRPGroup.com.

POSITION SUMMARY

Learning & Development Manager

Partnering with the Senior Director of Learning and Talent Management, the Learning & Development Manager is accountable for enrichment and cohort programs that support the growth and development of talent at all levels within NRP. This individual will be responsible for developing and implementing learning and development programs that align with NRP's key business strategies and initiatives. Scope of programs includes leadership, management, and core competency development, with the flexibility to design and lead new programs as organizational needs evolve.

The successful candidate will be creative and ready to perform in a fast-paced environment, committed to continuous learning, an innovative and critical thinker, comfortable with ambiguity, and will see this as an opportunity to collaborate and build programs that will have a significant impact on the company.

This role is also responsible for the supervision and development of team members who design, deliver, and continuously improve these programs.

ESSENTIAL FUNCTIONS

Reasonable Accommodation Statement:

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

Essential Functions Statement(s):

Strategic Partnership and Needs Assessment

  • Partners with the Senior Director of Learning and Talent Management and consults with leaders and HR partners across NRP to understand and align learning and development strategies to strategic business priorities.
  • Conducts needs assessments, leveraging stakeholder interviews, performance data, and skills gap analyses to recommend, develop, and implement appropriate learning and development solutions.
  • Stays current on learning trends, technology, and best practices in leadership and talent development to bring innovative solutions to NRP.

Program Design and Delivery

  • Using proven instructional design methodology and adult learning principles, researches, designs, develops, and delivers complete learning solutions on a variety of topics including role-based, professional development, management, and leadership content.
  • Uses delivery mediums that match both the subject matter and learning objectives. Solutions include, but are not limited to, programs, curriculum, instructor-led sessions, virtual instructor-led sessions, e-learning/on demand, job aids, videos, and other training and learning resources.
  • Utilizes e-learning/on demand authoring tools to create engaging, interactive asynchronous learning programs.
  • Applies blended learning approaches to maximize learner engagement, retention, and application on the job.

Onboarding and New Leader Assimilation

  • Conducts onboarding activities to enhance the new hire experience, beginning with day one through their first 90 days.
  • Conducts new leader onboarding activities for newly hired and newly promoted people managers across NRP, including coaching, assessments, and new leader assimilation programs.
  • Partners with hiring managers and HR Business Partners to ensure new leaders achieve time-to-effectiveness milestones during their critical first months in role.

Leadership Development and Cohort Programs

  • Develops and executes effective leadership programming for emerging and mid-level leaders that supports the organization's strategic objectives and strengthens NRP's leadership pipeline.
  • Provides oversight and guidance for Property Management enrichment programming for talent at all levels within NRP.
  • Designs and leads additional enrichment, cohort, and talent development programs as new needs are identified, including programs that do not yet exist but may be required to support evolving business priorities.

Coaching and Assessments

  • Uses a variety of assessment tools to help leaders build self-awareness and improve effectiveness; administers assessments and debriefs assessment results. (Assessment tools may include 360s, EQ, Hogan, and similar instruments.)
  • Assists leaders in building development plans and coaches to execution as needed.
  • Develops, documents, and tracks progress made on individual development plans, providing coaching for individuals and leaders to improve or enhance skills.

Measurement and Continuous Improvement

  • Evaluates and measures the impact of learning and coaching engagements using appropriate evaluation frameworks to capture learner reaction, capability or knowledge gained, behavior change, and business impact.
  • Tracks and reports on key learning and development metrics, including program completion rates, learner satisfaction, time-to-effectiveness for new leaders, internal mobility/promotion rates among program participants, and retention of high-potential talent.
  • Uses data and feedback to refine, scale, or replace programs as appropriate, and recommends additional developmental solutions to improve performance deficiencies or enhance performance.

Team Leadership

  • Directly supervises L&D team members, including setting goals and expectations, providing regular coaching and performance feedback, and supporting employee professional development.
  • Provides support on other learning, leadership development, talent management, and organizational development initiatives, processes, and projects as needed.
  • Other duties as assigned.

SKILLS & ABILITIES

Education: Bachelor's degree in Human Resources, Organizational Development, Education, Business, or a related field required; Master's degree preferred

Experience: Minimum 7 years of progressive experience in learning and development, leadership development, organizational development, or a related field; demonstrated experience designing and delivering leadership and management development programs; prior people leadership experience preferred

Technical Skills: Proficiency in instructional design methodology and adult learning principles; hands-on experience with e-learning authoring tools (e.g., Articulate, Captivate, Rise) and Learning Management Systems; strong skills in Microsoft Office Suite; comfort with virtual learning platforms and collaboration tools

Certifications: Coaching certification (e.g., ATD) and/or assessment certifications (e.g., Hogan, EQ-i, 360 instruments) preferred

Driver's License Required: Yes

Other Requirements: Strong facilitation, presentation, written, and verbal communication skills; demonstrated ability to coach and develop leaders at multiple levels; ability to manage multiple programs and priorities simultaneously; strong consultative, business acumen, and stakeholder management skills; comfort with ambiguity and a learner's mindset

This position offers a salary range of $100,000 to $125,000 annually, though compensation will be commensurate with the selected candidate's experience and qualifications.

The NRP Group is committed to a policy of assuring that all employees and applicants for employment are recruited, hired, assigned, placed, transferred, demoted, laid off, terminated, paid, trained, and generally treated during employment on the basis of qualifications and merit; without discriminationdue tocolor, race, religion, sex (including pregnancy or marital status), sexual orientation, gender identity and expression, age, national origin, ancestry, veteran status, military status, disability, genetic information, citizenship, or any other classification or activity protected by federal, state, and local law and ordinances.

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