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Learning And Development Director Jobs in Ohio (NOW HIRING)

Gifthealth

Director, Learning & Development

Columbus, OH · On-site

$180K - $200K/yr

The Director of Learning and Development will inherit a company with strong, mature training programs in Customer Success and Pharmacy Operations, and a fragmented platform landscape spanning five ...

JRC Learning

Development Director

Canton, OH · On-site

$65K - $70K/yr

About This Role Our Mission We are seeking a dynamic and strategic Development Director (DD) to lead and grow our fundraising efforts in support of two Learning Centers and an Adult Day Center. This ...

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$41.4K

$108K

$174.9K

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

As of Jun 10, 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 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
Director, Learning & Development

Director, Learning & Development

Gifthealth Inc

Columbus, OH

$180K - $200K/yr

Other

Posted 6 days ago

Job description

Description

About Us

Gifthealth is a specialty pharmacy built differently, combining clinical expertise, technology, and a relentless focus on the patient experience to deliver better health outcomes. We operate at the intersection of pharmacy, hub services, and patient support programs, serving patients and manufacturer partners who need more than a transaction. We are a fast-moving, high-growth organization with deep operational complexity. Our teams are passionate, knowledgeable, and proud of the work they do.


Position Summary

Gifthealth is establishing a centralized Learning and Development function for the first time. The Director of Learning and Development will inherit a company with strong, mature training programs in Customer Success and Pharmacy Operations, and a fragmented platform landscape spanning five systems. Reporting to the Chief People Officer, this role exists to bring those programs under one roof, eliminate redundancy, build the infrastructure that makes great training scalable, and develop the programs Gifthealth currently does not have. This is a builder role with executive visibility: the Director will own the LMS consolidation decision, integrate two high-performing embedded training teams into a unified function, launch Gifthealth's first enterprise leadership development program, and design the competency frameworks that support career growth across all departments.


Key Responsibilities

  • Enterprise L&D Strategy & Function Leadership Establish the vision, operating model, and standards for enterprise L&D at Gifthealth; define a training governance model that delineates how L&D and department leaders work together; serve as the L&D voice in people strategy discussions with the CPO and bring data-driven perspective on how learning drives business outcomes
  • LMS Platform Consolidation Lead the evaluation and selection of a single enterprise LMS to replace the current five-platform landscape; own the full migration project including content ownership, data migration, completion tracking continuity, and phased rollout; design and launch a single-source training completion dashboard; serve as the internal subject matter expert on learning technology and own the training technology roadmap
  • Compliance & Regulatory Training Own all enterprise compliance training including HIPAA, FWA, URAC, harassment prevention, safety SOPs, and IT security; ensure training is assigned, tracked, and completed on schedule across all employee populations; eliminate content duplication across platforms prior to migration; manage state-specific training obligations in partnership with Legal
  • Leadership & Management Development Launch a New Manager Essentials program within the first 90 days leveraging an external partner (DDI, CCL, or Korn Ferry); design and pilot Gifthealth's first cohort-based Emerging Leaders program in Year 1; build internal leadership curriculum over time anchored in Gifthealth's operating context
  • Career Pathing & Competency Frameworks Design skill and behavior competency frameworks starting with Customer Success and Pharmacy job families and expanding to all 17 job families over 18 months; launch a structured internal mobility program; design and roll out Individual Development Plans enterprise-wide; formalize policy and administration for external certifications and tuition support
  • Onboarding & New Hire Experience Evolve New Employee Orientation into a structured onboarding experience with 30-60-90 day check-ins and time-to-productivity tracking; integrate department-level onboarding tracks into the enterprise experience and LMS; partner with HR and IT to automate new hire training enrollment triggered by the HRIS

Qualifications

Education & Certification

  • Bachelor's degree or equivalent experience (Required)
  • CPTD, SHRM-SCP, or equivalent professional certification (Preferred)

Experience

  • 8 to 12+ years in learning and development, organizational development, or instructional design; 3+ years in a senior or director-level role leading a multi-team L&D function (Required)
  • Demonstrated LMS selection, implementation, or consolidation experience; track record of building from a fragmented or decentralized training environment into a unified function (Required)
  • Experience managing embedded or matrixed training teams across departments; background in both live/virtual instructor-led training and asynchronous eLearning content development (Required)
  • Experience in healthcare, specialty pharmacy, or another regulated industry (Preferred)

Knowledge, Skills & Abilities

  • L&D architecture: ability to design a multi-pillar training function from scratch or in transition, with a clear point of view on what a mature enterprise L&D function looks like and how to build toward it (Required)
  • Platform expertise: fluent in LMS evaluation and administration; able to run a vendor RFI, evaluate build vs. buy tradeoffs, and manage a migration without losing compliance continuity (Required)
  • Compliance training ownership: experience owning annual compliance programs in a regulated environment; understands the distinction between training for completion and training for behavior change (Required)
  • Stakeholder influence without authority: able to align department heads who have historically owned their own training; earns buy-in through credibility and results (Required)
  • Leadership development design: has designed or delivered a leadership program and has a clear point of view on build vs. buy for management development at different company stages (Required)
  • Data and measurement: able to measure training effectiveness beyond completion rates and build a reporting framework that connects L&D activity to business outcomes (Required)
  • Team leadership: experienced managing trainers, content developers, and facilitators who are deeply expert in their department context; comfortable leading protective, high-performing embedded teams through a unification process (Required)

Work Environment

  • Location: Remote (Hybrid); periodic travel to Columbus, OH for team and leadership meetings
  • Schedule: Full-time; reports to the Chief People Officer

Employment Classification

Status:  Full-time 

FLSA:  Exempt

Equal Employment Opportunity (EEO) Statement

Gifthealth is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, transgender status, national origin, age, disability, veteran status, or any other legally protected status.

Disclaimer

This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, or skills required of personnel. Gifthealth reserves the right to modify job duties or descriptions at any time.

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