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Learning And Development Director Jobs in Boston, MA

M.S. Walker

Director of Learning & Development

Norwood, MA · On-site

$140 - $160/hr

Director of Learning & Development Location: Norwood, MA Job Id: 235 # of Openings: 1 Director of Learning & Development Location: Norwood, MA (Hybrid) Department : Human Resources Reports to: Chief ...

Teach Plus

Regional Development Director

Boston, MA · On-site

As a key member of the development team, you will coach Executive Directors, co-lead professional learning on fundraising practices, and drive continuous improvement across the organization--building ...

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Learning And Development Director information

See Boston, MA salary details

$47.3K

$123.4K

$199.9K

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

As of Aug 25, 2026, the average yearly pay for learning and development director in Boston, MA is $123,440.00, according to ZipRecruiter salary data. Most workers in this role earn between $98,300.00 and $143,900.00 per year, depending on experience, location, and employer.

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 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.

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 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.

More about Learning And Development Director jobs

What are the most commonly searched types of Learning And Development jobs in Boston, MA?

The most popular types of Learning And Development jobs in Boston, MA are:

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For Learning And Development Director jobs in Boston, MA, the most frequently searched job titles are:

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The top searched job categories for Learning And Development Director jobs in Boston, MA are:

What cities near Boston, MA are hiring for Learning And Development Director jobs?

Cities near Boston, MA 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 Boston, MA as of August 2026, with employment types broken down into 2% Internship, 93% Full Time, and 5% Part Time. Highlights an 89% In-person, 3% Hybrid, and 8% Remote job distribution, with an average salary of $123,440 per year, or $59.3 per hour.

Director of Learning & Development

Norwood, MA • On-site

M.S. Walker
Beverage Manufacturing • 501 - 1,000 employees
Learn more about M.S. Walkerexternal

$140 - $160/hr

Other

Medical, Dental, Vision, Life, Retirement

Re-posted 9 days ago

Job description

M.S. Walker has built our foundation and future on our people – our employees are truly our greatest asset. Our company boasts a diverse pool of exceptionally special team members who each bring their unique skills and experience to the organization. We are always looking for talented individuals to join us and we encourage you to explore our current job postings.

Current Job OpeningsInterested in joining our team? Check out our current open positions by clicking on the states below.

Position:Director of Learning & Development

Location: Norwood, MA

Job Id:235

# of Openings:1

Director of Learning & Development
Location: Norwood, MA (Hybrid)
Department: Human Resources
Reports to: Chief Human Resources Officer (CHRO)
Employment Type: Full-Time | Exempt

Role Overview
The Director of Learning & Development builds and leads M.S. Walker’s L&D function. The core mandate is organizational capability: identifying where the business needs to grow its people, building role-based development and career paths that make employees promotable, strengthening the internal talent pipeline, and equipping the workforce with modern skills — including AI fluency and the adoption of new enterprise systems.
This is a true build role — the strategy, the programs, and the technology are yours to design, with the opportunity to grow a team behind them. The Director establishes the foundation in Year 1 and scales toward an integrated talent system — development, career pathing, leadership growth, and digital enablement — connected directly to business performance. The role reports to the Chief Human Resources Officer and partners closely with function leaders across the business, the broader HR leadership team, and Operations on mandated safety and regulatory training. A flagship Year-1 deliverable is enabling adoption and proficieny of the company’s enterprise systems, including its SaaS ERP.

Key Responsibilities
Build and Lead the L&D Function

  • Define and execute an L&D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
  • Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
  • Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
  • Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.

Organizational Capability & Needs Identification

  • Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
  • Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
  • Establish a repeatable way to surface emerging capability needs and convert them into programs

Career Pathing, Promotability & Internal Talent Development

  • Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
  • Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
  • Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.

Leadership & Management Development

  • Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
  • Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.

AI & Digital Enablement

  • Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
  • Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
  • Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
  • Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.

Safety, Regulatory & Compliance Learning

  • Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
  • Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers’ compensation requirements.

Labor Relations Partnership

  • Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
  • Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.

What Success Looks Like (First 12–24 Months)

  • A functioning L&D operating model, technology platform, and governance in place.
  • Role-based development and career frameworks live for key corporate, sales, and management populations — with a measurable increase in internal promotion and fill-from-within.
  • Identified bench strength and succession readiness for critical roles.
  • AI literacy and role-based AI enablement rolled out, with measurable adoption.
  • ERP training delivered to support an on-time, high-adoption go-live, measured against the system’s business case.
  • Safety and regulatory training current, complete, and auditable as a compliance baseline.
  • Improved retention of high-potential talent.

Qualifications
Required

  • 7+ years of progressive L&D experience, including building or substantially rebuilding an L&D function.
  • Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
  • Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
  • Experience building or integrating competency models / job architecture that support performance management and talent decisions.
  • Experience leading enablement and change management for technology adoption — ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
  • Strong command of adult learning, instructional design, change management, and evaluation methodology.
  • Excellent facilitation, communication, and stakeholder-management skills.

Preferred

  • Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s preferred.
  • Experience in an operations-intensive environment — distribution, wholesale, logistics, or CPG.
  • Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
  • Experience operating in a unionized environment.
  • Experience standing up or migrating an LMS/LXP.
  • Relevant certification (e.g., ATD CPTD/APTD or equivalent).

Location & Travel

  • Based at company headquarters in Norwood, MA, with a hybrid work approach
  • Occasional travel to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning initiatives and gain operational understanding

About M.S. Walker
M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits, operating across multiple states with a workforce spanning corporate, sales, and operations teams. As we invest in the continued growth of our people and our business, we are creating a dedicated Learning & Development function — and hiring a Director to build and lead it. This is a rare opportunity to shape an enterprise-wide capability from the ground up, with executive sponsorship and the mandate to do it right.

Benefits:
We offer a Comprehensive Benefits Plan that includes the following:

  • Medical & Dental Insurance
  • Vision Coverage
  • Paid-Time-Off Program
  • Fidelity Investments 401k
  • Disability, Life, Accident & Illness Insurance Packages
  • Discounted Fitness Memberships
  • Free & Discounted Work/Life Resources

Mission Statement:
Since 1933, our mission has been firmly rooted in our core values of family, integrity, respect, honesty, and hard work. We are deeply committed to upholding these principles for our team members, customers and suppliers alike. We seek to build and maintain long-lasting relationships based on trust and reliability. By honoring our heritage and embracing innovation, we aim to continuously improve and adapt to meet the evolving needs of our industry, while responsibly contributing to the communities we serve. Together, we strive to elevate the spirit of hospitality and foster a vibrant and respectful culture in all facets of the organization and beyond.

Pay Range: $140,000 - $160,000 annually

M.S. Walker is proud to offer best-in-class benefits to its employees. We offer a variety of flexible plans intended to fit each individual’s circumstances and needs.

Health Care
  • Medical
  • Vision
  • 401(k) Plan Offered Through Fidelity Investments
Life & Additional Insurance
  • Life Insurance
  • Short-term Disability Insurance
  • Long-term Disability Insurance
  • Critical Illness Insurance
Additional Benefits
  • Weekly On-Site Yoga Classes
  • Annual Biometric Health Screenings
  • Annual Flu Shot Clinics
  • Ongoing Company-Wide Walking & Fitness Challenges
    617-776-6700
    975 UNIVERSITY AVE.
    NORWOOD, MA 02062
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