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Learning And Development Director Jobs in Baltimore, MD

Sylvan Learning

Center Director

Columbia, MD

$50K - $60K/yr

Sylvan is looking for Center Director for one of our National Learning Centers. As a Center ... Unleashed Brands has more than 1,300 locations open and in development with plans to open more than ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Baltimore, MD

Learning And Development Director information

See Baltimore, MD salary details

$43.2K

$112.9K

$182.8K

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

As of Aug 10, 2026, the average yearly pay for learning and development director in Baltimore, MD is $112,900.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,900.00 and $131,700.00 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
What are the most commonly searched types of Learning And Development jobs in Baltimore, MD? The most popular types of Learning And Development jobs in Baltimore, MD are:
What are popular job titles related to Learning And Development Director jobs in Baltimore, MD? For Learning And Development Director jobs in Baltimore, MD, the most frequently searched job titles are:
What job categories do people searching Learning And Development Director jobs in Baltimore, MD look for? The top searched job categories for Learning And Development Director jobs in Baltimore, MD are:
What cities near Baltimore, MD are hiring for Learning And Development Director jobs? Cities near Baltimore, MD with the most Learning And Development Director job openings:
Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Baltimore, MD as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $112,900 per year, or $54.3 per hour.

Director, Human Resources Business Partner

Element Fleet Management Corp.

Sparks, MD • On-site

$132K - $182K/yr

Full-time

Medical, PTO

Re-posted 8 days ago

Job description

Get started on an exciting career at Element!
Element employees make a difference in the lives of others every day. We are re-defining the fleet management industry to be people first, then business - delivering on our promise of a superior client experience. This takes hard work and innovation, and we need more like-minded people on our team.
About the Role
We're looking for a strategic and influential leader to join our team as HRBP Director. In this role, you will lead a team of 1-2 HR professionals and act as a key liaison with HR Centers of Excellence, including Compensation, Talent, DE&I, and Learning & Development. You will partner with senior leaders, functional heads, and executive committees across multiple business units and geographic regions (US, CAN, IR, ANZ, and MEX) to shape talent strategy and people outcomes. This role holds strong influence across the organization and is accountable for aligning HR strategies with business objectives to drive performance, engagement, and transformation.
What You'll Do
  • Partner with executive and senior business leaders to align HR strategies with business objectives, ensuring workforce design, succession planning, and leadership development drive business performance.
  • Serve as a key member of the business leadership team, influencing decisions related to structure, talent, and culture.
  • Provide data-driven insights and thought leadership on workforce trends, engagement, and retention.
  • Lead all people management initiatives for respective function - develop and execute HR strategies in partnership with VPs and SVPs
  • Accountability for the tracking and achievement of KPIs - i.e. Time to fill positions, manager effectiveness, contingent and FTE headcount

Talent Strategy, Development & Succession Planning
  • Lead the execution of talent management initiatives including succession planning, leadership development, and high-potential identification.
  • Partner with Learning & Development and Talent Acquisition to strengthen the internal talent pipeline, promote mobility, and build leadership capability across the function.
  • Ensure DE&I principles are embedded in all talent decisions.

Change Leadership & Employee Engagement
  • Advise leaders on organization design, restructuring, and change management strategies to ensure successful transformation initiatives.
  • Drive initiatives that improve employee engagement and foster a positive, inclusive culture.
  • Support and coach leaders on effectively managing change, building trust, and maintaining communication transparency.

HR Team Leadership & Operational Excellence
Basic Qualifications
  • Bachelor's degree in human resources, Business Administration, or related field required; Master's or MBA preferred.
  • 10+ years of progressive HR experience, including at least 5 years in a senior HRBP or HR leadership capacity.
  • Demonstrated success in driving organizational transformation, talent management, and leadership development.
  • Proven ability to operate as a strategic thought partner and trusted advisor to senior executives.
  • Experience leading high-performing HR teams in a complex, matrixed organization.
  • Professional certifications (SPHR, SHRM-SCP) are preferred.

Knowledge and Competencies:
  • Strategic Influence & Decision-Making: Shapes business strategy through HR insight and analytics; guides leaders on complex organizational decisions with significant business implications.
  • Complexity & Independent Judgment: Operates autonomously in high-impact decisions related to talent, organization design, and cultural transformation.
  • Leadership & Autonomy: Leads and mentors HR professionals, fostering a high-performance, collaborative HR function.
  • Innovation & Problem Solving: Uses data-driven insights and design thinking to reimagine HR programs and improve talent outcomes.
  • Change Leadership: Champions change management, ensuring smooth implementation of reorganizations, M&A integration, or new business models.
  • Business Acumen: Deep understanding of financial, operational, and strategic levers to link HR solutions to measurable business results.
  • DE&I and Culture Advocacy: Promotes equity, inclusion, and belonging as foundational pillars of business success.

Location
Current Location: Owings Mills, MD
The hiring base salary range for this position is $132,500 - $182,160 USD annually. Actual compensation within this range will be dependent upon the individual's knowledge, skills, experience, equity with other team members, and alignment with market data. Please note that the disclosed salary range is solely for candidates hired to perform work within this geographic location. Candidates hired to work in other locations will be subject to the pay range associated with that location.
What's in it for You
• A culture of innovation, empowerment, decision-making, and accountability
• Comprehensive health and welfare benefits that serve the needs of you and your family and foster a culture of wellness
• Additional benefits and amenities, including paid time-off programs (vacation, sick leave, and holidays)
Applicants will be required to undergo a background check only if and after a conditional offer of employment has been extended.
Element Fleet Management and its wholly owned subsidiaries are an equal opportunity employer committed to diversity, equity, inclusion, and belonging. We are pleased to consider all qualified applicants for employment without regard to race, color, religion, genetic information, sex, gender identity, sexual orientation, age, marital status, family status, ancestry, national origin, citizenship, physical or mental disability, veteran status, military obligations or any other characteristic protected by federal, state and local laws. Disability-related accommodations during the application and interview process are available upon request. Should you require an accommodation with our hiring process please send an email to talentacquisition@elementcorp.com or call (800) 665-9744. Element Fleet Management also uses AI-assisted tools to help screen and assess applications. These tools analyze information you provide (for example, your rēsumē and screening responses) to identify job-related skills, qualifications, and experience. AI outputs do not by themselves determine whether you advance or receive an offer - they assist recruiters and hiring managers. Final hiring decisions are made by people.
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