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Learning And Development Director Jobs in Texas (NOW HIRING)

Integra

Director, Learning & Development

Dallas, TX

DEPADM The Opportunity The Director, HR Learning & Development (L&D) leads the strategy, design, and execution of enterprise-wide learning initiatives that build organizational capability, strengthen ...

GAINSCO

Director, Learning & Development

Richardson, TX · On-site

GAINSCO is seeking a Director, Learning and Development to lead enterprise-wide learning strategy and execution in support of our business goals, culture, and future workforce needs. This strategic ...

AArete

Manager, Learning & Development

Dallas, TX · On-site

Reporting to the Director of Learning & Development, this role partners closely with Operations, consulting leadership, and subject matter experts to design, deliver, and continuously improve ...

Heart House

Development Director

Dallas, TX · On-site

Two direct reports (Marketing & Development Specialist, Community and Family Engagement Coordinator ... learning. As we celebrate our 25th year, we remain committed to breaking barriers and building ...

The Knox

Learning & Development Manager

Dallas, TX · On-site

The Learning and Development Manager is responsible for the delivery of bespoke training programs ... Direct responsibility for the annual mandatory training calendar, ensuring full completion within ...

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Learning And Development Director information

See Texas salary details

$40.5K

$105.9K

$171.4K

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

As of Jun 11, 2026, the average yearly pay for learning and development director in Texas is $105,857.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $123,400.00 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.
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Learning And Development Director jobs near you
Director, Learning & Development

Director, Learning & Development

Integra

Dallas, TX

Full-time

Medical, Dental, Vision, PTO

Posted 7 days ago

Job description

Location: Dallas, TX

Administrative: DEPADM

The Opportunity

The Director, HR Learning & Development (L&D) leads the strategy, design, and execution of enterprise-wide learning initiatives that build organizational capability, strengthen leadership pipelines, and support business growth. This role partners closely with senior leaders, HR Business Partners, and key stakeholders to align learning solutions with strategic priorities and workforce needs.

What you will do?

Strategic Leadership

  • Develop and execute a comprehensive Learning & Development strategy aligned with organizational goals, values, and workforce plans with an emphasis on scalable and sustainable learning solutions.
  • Serve as a strategic advisor to senior leaders on capability building, leadership readiness, and organizational development.
  • Anticipate future skill needs and design learning solutions to support workforce agility, internal mobility, and succession planning.
  • Define the organization’s approach to modern learning including digital, on-demand, and experienced-based development.

Program Design & Delivery

  • Lead the design, implementation, and evaluation of enterprise learning programs including:
  • Leadership and manager development
  • Professional and technical skills training
  • Compliance and regulatory training
  • Career development and capability development
  • Establish standards for instructional design to ensure learning solutions are practical, engaging, and aligned to real-work application.
  • Expand the use of blended, digital, and self-directed learning approaches including eLearning, mobile learning, and microlearning to support a decentralized workforce.
  • Oversee onboarding and ongoing development frameworks to enhance employee engagement, effectiveness, and retention.
  • Ensure that learning solutions are designed for accessibility in operational environments and applicable to the flow of work.

Performance & Measurement

  • Establish metrics and KPIs to evaluate learning effectiveness, adoption, and business impact.
  • Use data and analytics to continuously improve programs, inform priorities, and inform decision-making.
  • Ensure alignment between learning initiatives, performance management processes, and organizational outcomes.
  • Monitor utilization and engagement across learning platforms to drive continuous improvement and adoption.
  • People & Vendor Management
  • Lead, mentor, and develop an L&D team, fostering a culture of innovation, collaboration, and continuous improvement.
  • Oversee the learning technology ecosystem, ensuring that platforms and tools are user-friendly, accessible, and aligned to business needs.
  • Manage external vendors, consultants, and learning technology providers to ensure quality and cost-effectiveness.
  • Oversee L&D budgets and resource allocation.

Stakeholder Partnership

  • Collaborate with HR Business Partners, business stakeholders and other internal teams to deliver integrated and practical solutions.
  • Partner with business leaders to define success criteria and ensure that learning solutions are aligned to business priorities and operational realities.
  • Communicate learning strategies, offerings, and outcomes to key stakeholders in a clear and actionable manner to drive engagement and adoption.
  • Support learners in reinforcing learning through day-to-day application and team-based development.

Required Qualifications

  • Bachelor’s degree in Human Resources, Organizational Development, Education, Business, or a related field.
  • 10+ years of progressive experience in Learning & Development or Talent Development, including leadership responsibility.
  • Proven experience designing and scaling enterprise-wide learning and leadership development programs including digital and blended solutions.
  • Strong understanding of instructional design principles and adult learning practices.
  • Experience leveraging learning technologies and platforms to support scalable development.
  • Strong business acumen and ability to align learning initiatives with strategic objectives.
  • Experience managing budgets, teams, and external vendors.
  • Strategic thinking and systems perspective

Preferred Qualifications

  • Executive presence and influencing skills
  • Data-driven decision-making
  • Talent and leadership development expertise
  • Change management and organizational effectiveness
  • Collaboration and stakeholder management

How we support you

We believe your best work happens when you feel supported - professionally, personally, and financially. That’s why we offer a range of benefits designed to help you thrive, stay healthy, and plan for the future.

  • Performance-driven rewards – Competitive pay with incentive opportunities that recognize your results and contributions.
  • Comprehensive healthcare – Medical, dental, and vision coverage that supports you and your family’s total well-being.
  • Security and peace of mind – Life and disability insurance programs that provide protection when it matters most.
  • Flexible benefits options – A variety of voluntary benefits so you can personalize coverage to fit your needs.
  • Time to recharge – Generous paid time off to relax, travel, and maintain a healthy work-life balance.
  • Investing in your growth – Education assistance and tuition support to help you build skills and advance your career.
  • Planning for the future – Retirement and savings programs that help you achieve long-term financial confidence.

Come build with us

At Integra, we’re driven by a vision to transform the data center industry. We specialize in delivering optimized turnkey solutions that bring together speed, quality, and reliability - helping our clients build and operate the mission-critical infrastructure that powers today’s digital world. Integra is a vertically integrated company - owning and managing every phase of the process from site selection and design to manufacturing, procurement, commissioning, and warranty. This approach allows us to move faster, solve challenges more efficiently, and deliver exceptional outcomes for our partners.

What truly sets Integra apart is our people. We are a team of problem-solvers, engineers, builders, and operators who thrive on tackling complex challenges and delivering results. Our culture values collaboration, accountability, and continuous improvement - because in a rapidly evolving digital landscape, excellence and adaptability matter.

Joining Integra means being part of a company that is shaping the future of data center infrastructure. If you’re passionate about innovation, impact, and building systems the world depends on, you’ll find the opportunity to grow and make a difference here.

Equal Opportunity Statement

Integra provides equal employment opportunities for all people. No employee or applicant for employment will be discriminated against because of race, creed, origin, marital status, sexual orientation, age, otherwise qualified disabled or veteran status or any other characteristic protected by law. If you are a qualified applicant who requires reasonable accommodation to complete a job application, pre-employment testing, a job interview or to otherwise participate in the hiring process, please contact talent_acquisition@integra.com

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