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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 ...

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 ...

JewishColumbus

Director of Development

Bexley, OH · On-site

Chief Development Officer DIRECT REPORTS: Director of Women's Philanthropy, Managing Director ... learning, and donor-centered fundraising. • Provide strategic guidance and coaching on complex ...

630 DAC Group Deutschland GMBH

$102.76 - $148.43/hr

Job Overview As a Business Development Director, the dynamic individual will develop and mine an ... Generous PTO, wellness initiatives, and opportunities for continued learning and professional ...

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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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 Aug 16, 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?

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 August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 11% Part Time, and 5% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $108,021 per year, or $51.9 per hour.

Director, Integrated Care Learning & Development

CareSource

Dayton, OH • On-site, Remote

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

CareSource rating

7.7

Company rating: 7.7 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

204th of 308 rated insurance

Job description

Job Summary:
The Director, Integrated Care Learning & Development, is accountable for the strategy, direction, and oversight of the cross-market Learning & Development function supporting Integrated Care, including LTSS, Duals and related lines of business. This role leads a multidisciplinary learning and enablement organization that may include trainers, market clinical and operational educators, preceptors, instructional designers, and other learning professionals. The Director oversees learning strategy across the workforce lifecycle, including new-hire onboarding, ongoing and role-specific development, regulatory and compliance-driven training, applied learning and preceptor approaches, curriculum and instructional design, learning readiness, reinforcement, and evaluation of learning effectiveness. In partnership with clinical and operational leadership, market and program leaders, subject matter experts, enterprise learning teams, and other cross-functional stakeholders, the Director drives consistency across markets while addressing population, market, and role-specific needs.
Essential Functions:
  • Provide overall vision, strategy, and direction for the cross-market Learning & Development function supporting LTSS, Integrated Care, LTSS, and related programs.
  • Lead and develop a multidisciplinary learning and enablement organization that may include trainers, market clinical and operational educators, preceptors, instructional designers, and other learning professionals; establish priorities, performance expectations, and development plans across the function.
  • Establish an integrated cross-market learning model that promotes quality, consistency, and scalability while addressing differences in market requirements, populations, programs, roles, workflows, systems, and operating environments.
  • Define and strengthen coordination among training delivery, market clinical and operational education, precepting, instructional design, and subject matter expertise to support a cohesive learner experience.
  • Oversee the strategy, development, maintenance, and continuous improvement of curricula, learning journeys, instructional materials, applied learning experiences, and reinforcement approaches.
  • Establish and oversee new-hire and ongoing learning strategies that integrate formal instruction, systems and workflow learning, role-specific practice, preceptor support, and transition to independent role performance, as appropriate.
  • Provide strategic oversight of preceptor and practice-based learning approaches that support transfer of learning, role readiness, competency development, and ongoing reinforcement.
  • Partner with market clinical and operational leadership to ensure learning priorities address market- and population-specific needs while remaining connected to the broader Learning & Development strategy.
  • Lead learning readiness activities for new or revised processes, tools, systems, products, market requirements, and other changes with material workforce impact; identify learning dependencies, risks, and readiness needs prior to implementation.
  • Ensure Learning & Development representation in implementation and user acceptance testing activities when changes may affect training content, learner workflows, instructional materials, or workforce readiness.
  • Partner with Regulatory, Compliance, Quality, Clinical Operations, and other applicable functions to translate approved requirements, identified risks, and performance needs into appropriate learning and reinforcement solutions.
  • Communicate learning priorities, readiness considerations, effectiveness findings, resource needs, and material risks to applicable leadership and stakeholders.
  • Perform any other job related duties as requested.

Education and Experience:
  • Bachelor's degree in Education, Learning and Development, Organizational Development, Instructional Design, Healthcare, Business, or related field required. required
  • Master's degree preferred
  • Equivalent years of relevant work experience may be accepted in lieu of required education
  • Five (5) years years of experience in learning and development, clinical or operational education, healthcare training, organizational learning, instructional design, or related field required. required
  • Five (5) years years of leadership experience, including experience leading teams, functions, or complex learning initiatives, required. required
  • Experience developing or overseeing curriculum, learning strategies, structured learning programs, or workforce enablement solutions required. required
  • Healthcare, health insurance, or managed care experience preferred
  • Experience supporting LTSS, Medicaid, Medicare, Dual Eligible, care management, or other government-sponsored healthcare programs preferred
  • Experience supporting learning across multiple markets, populations, or complex operational environments preferred
Competencies, Knowledge and Skills:
  • Demonstrated knowledge of adult learning principles, instructional design concepts, learning strategy, curriculum development, and performance-based learning approaches.
  • Demonstrated ability to translate business, operational, workforce, and performance needs into effective learning strategies and solutions.
  • Knowledge of healthcare or managed care operations and the relationship among workflows, systems, documentation, regulatory requirements, learning, and workforce performance.
  • Ability to lead learning strategies across complex roles, populations, programs, markets, and business requirements.
  • Ability to balance cross-market consistency and scalability with legitimate market-, population-, program-, and role-specific requirements.
  • Ability to evaluate learning effectiveness and use data, feedback, and performance indicators to identify improvement opportunities.
  • Strong analytical, critical thinking, decision-making, and problem-solving skills.
  • Ability to assess learning impacts and readiness needs associated with changes to processes, systems, tools, products, workflows, and operational requirements.
Licensure and Certification:
  • Professional certification in learning and development, instructional design, organizational development, change management, or related discipline preferred
  • Clinical licensure or healthcare-related certification may be preferred based on assigned program scope preferred
Working Conditions:
  • General office environment; may be required to sit or stand for extended periods of time
  • Travel is not typically required

Compensation Range:
$135,600.00 - $237,400.00
CareSource takes into consideration a combination of a candidate's education, training, and experience as well as the position's scope and complexity, the discretion and latitude required for the role, and other external and internal data when establishing a salary level. In addition to base compensation, you may qualify for a bonus tied to company and individual performance. We are highly invested in every employee's total well-being and offer a substantial and comprehensive total rewards package.
Compensation Type (hourly/salary):
Salary
Organization Level Competencies
  • Fostering a Collaborative Workplace Culture
  • Cultivate Partnerships
  • Develop Self and Others
  • Drive Execution
  • Influence Others
  • Pursue Personal Excellence
  • Understand the Business

This job description is not all inclusive. CareSource reserves the right to amend this job description at any time. CareSource is an Equal Opportunity Employer. We are dedicated to fostering an environment of belonging that welcomes and supports individuals of all backgrounds.
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