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Learning And Development Director Jobs in Bothell, WA

Hasbro

Sr Worldbuilding Art Director WOTC

Renton, WA · On-site

$125.30K - $187.90K/yr

... Director to join our award-winning team. A creative individual who will guide, elevate, and ... Learning & Development: Opportunities to grow your skills and career * Exclusive Perks: Product ...

Axon

Senior Machine Learning Engineer II

Seattle, WA · On-site

... development of a new machine learning models and AI capabilities, leading to better and more ... Senior Director, AI Platform Engineering Direct Reports: * Architect and develop secure, privacy ...

Hive

Machine Learning Manager

Seattle, WA · On-site

$180K - $250K/yr

Machine Learning Manager In order to execute our vision, we're constantly growing our machine ... The work you do here will have a noticeable and direct impact on the development of the company.

Hive

Machine Learning Manager

Seattle, WA

$180K - $250K/yr

Machine Learning Manager In order to execute our vision, we're constantly growing our machine ... The work you do here will have a noticeable and direct impact on the development of the company.

Sound Transit

Manager-Training

Seattle, WA · On-site

$95K - $191K/yr

Under the supervision of the Deputy Executive Director-Learning and Development, the Training Manager will oversee and lead a small team of centralized trainers in collaboration with the technical ...

Learning Care Group, Inc.

Director

Renton, WA

$80.17K - $82K/yr

... and development of our children first and foremost. When you consider a career at Learning Care ... In a Director, we look for committed individuals who want to make a difference in the lives of ...

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Learning And Development Director information

See Bothell, WA salary details

$48.6K

$127K

$205.7K

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

As of May 31, 2026, the average yearly pay for learning and development director in Bothell, WA is $127,017.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,200.00 and $148,100.00 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 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.

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 Bothell, WA? The most popular types of Learning And Development jobs in Bothell, WA are:
What job categories do people searching Learning And Development Director jobs in Bothell, WA look for? The top searched job categories for Learning And Development Director jobs in Bothell, WA are:
What cities near Bothell, WA are hiring for Learning And Development Director jobs? Cities near Bothell, WA 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 Bothell, WA as of May 2026, with employment types broken down into 1% As Needed, 89% Full Time, and 10% Part Time. Highlights an 90% Physical, 8% Hybrid, and 2% Remote job distribution, with an average salary of $127,017 per year, or $61.1 per hour.
Corporate Director of Talent Acquisition

Corporate Director of Talent Acquisition

Noble House Hotels & Resorts

Kirkland, WA • On-site, Remote

$115K - $125K/yr

Other

Medical, Dental, Vision, Retirement, PTO

Posted 14 days ago

Job description

Description

Noble House Hotels & Resorts-named a Top 15 Hotel Brand in the World in Travel + Leisure World's Best Awards 2025-is a collection of one-of-a-kind luxury destinations within the United States and Mexico. Each stay delivers a singular promise: cultural immersion, unforgettable experiences and genuine connections.


OUR CULTURE | Individual Distinction, Collective Soul

The Noble House Hotels & Resorts philosophy emphasizes "location, distinction, and soul." Our properties are not a "one-size-fits-all." And neither are our team members. What makes us at Noble House Hotels & Resorts lies within our team. We are a group of individuals that share a passion for hospitality. We let our personalities shine, and we like to have fun.


The Job:

The Corporate Director of Talent Acquisition is responsible for designing, leading, and executing a comprehensive talent acquisition and talent planning strategy for a multi-property hotel and resort company. This role oversees employer branding, international recruitment, recruiting strategy, compensation partnership, and internal talent development, while remaining actively involved in hands-on recruiting for executive, leadership, and mission-critical roles.


The Director serves as a strategic business partner to corporate and property leadership, ensuring the organization attracts, develops, and retains exceptional hospitality talent aligned with brand promise, service culture, and growth goals.


Please note:  This role can be based in the Kirkland/Seattle area or remotely for us around the United States only within these states: Washington, South Carolina, Georgia, Nevada, Texas, Colorado, Louisiana, Virginia or Florida. This role will be required to travel as needed to the Corporate Office and/or properties. 


Key Responsibilities:

Enterprise Talent Acquisition Strategy

  • Develop and execute a scalable, multi-brand talent acquisition strategy that supports corporate, regional, and property-level staffing needs.
  • Align workforce planning with business growth, new property openings, renovations, and seasonal demand.
  • Establish recruiting standards, governance, metrics, and service-level expectations across all properties.
  • Use workforce data and market intelligence to proactively address labor shortages and talent risks.
  • Lead TA technology strategy (ATS, CRM, assessment tools) to improve efficiency and candidate experience.

Employer Branding & Talent Marketing

  • Own and evolve the employer brand across all hotels, resorts, and corporate offices.
  • Ensure the Employee Value Proposition (EVP) reflects service excellence, culture, career growth, and lifestyle benefits unique to hospitality.
  • Partner with Marketing and Communications to create compelling recruitment campaigns, careers content, and social media strategies.
  • Enhance candidate experience from hourly frontline roles to executive leadership.
  • Represent the company at hospitality schools, universities, job fairs, industry conferences, and community events.

International & Global Recruitment

  • Lead international recruitment strategies for leadership, specialized, and pre-opening roles.
  • Partner with regional teams to tailor recruiting approaches based on local markets and cultural norms.
  • Manage international search firms, global sourcing channels, and strategic recruiting partners.
  • Collaborate with HR, Legal, and external vendors on immigration, relocation, and compliance considerations.
  • Support global mobility and cross-border talent movement initiatives.

Compensation & Market Alignment

  • Partner closely with Compensation to ensure recruiting strategies align with pay structures, incentive plans, and market competitiveness.
  • Provide real-time labor market insights to inform wage strategies for hourly, management, and executive roles.
  • Support job architecture, leveling, and offer governance to ensure consistency and equity.
  • Advise leaders on compensation tradeoffs, hiring premiums, and creative solutions in competitive labor markets.

Internal Talent Development & Mobility

  • Lead internal mobility strategies to promote career progression across properties and brands.
  • Partner with Learning & Development to align recruiting, succession planning, and leadership development pipelines.
  • Support identification and readiness of internal talent for promotions, transfers, and pre-opening assignments.
  • Champion development of hospitality leadership pipelines, including high-potential programs and emerging leaders.
  • Reinforce a culture of growth, retention, and internal advancement.

Hands-On Recruiting & Executive Search

  • Personally lead recruiting for executive, corporate, property leadership, and other high-impact or hard-to-fill roles.
  • Conduct direct sourcing, interviewing, offer negotiation, and candidate management.
  • Act as escalation point for critical vacancies and sensitive searches.
  • Model best-in-class hospitality recruiting behaviors and candidate engagement.
  • Maintain and nurture pipelines for future leadership needs.

Stakeholder Partnership & Influence

  • Serve as a trusted advisor to executive leadership, GMs, regional leaders, and HR partners.
  • Translate brand standards and service culture into talent selection criteria.
  • Guide leaders on hiring strategies, timelines, and labor market realities.
  • Champion Diversity, Equity, Inclusion, and Belonging throughout recruiting and development practices.

Requirements

To be successful as the Corporate Director of Talent Acquisition, you will bring:

  • Bachelor's degree required; hospitality, business, or HR emphasis preferred.
  • 10-15+ years of progressive talent acquisition experience, including leadership in hospitality or service-driven industries.
  • Proven experience supporting hotels, resorts, or multi-unit operations.
  • Deep expertise in employer branding, international recruitment, and executive search.
  • Strong understanding of compensation principles and labor market dynamics.
  • Demonstrated success balancing strategic leadership with hands-on recruiting.
  • Experience partnering with executive leadership and property-level stakeholders.

The OFFER:

In return, you are rewarded with a competitive compensation package including competitive pay, On-Demand Pay - Your Pay before Payday, health insurance (medical, dental, vision), 401k plan with employer matching, Paid Time Off, holidays, and Discounted Food & Hotel Discounts at Noble House Hotels & Resorts nationwide.


Become a part of our Noble CommUNITY- We take pride in providing initiatives through our Diversity, Equity, Inclusion & Accessibility (DEIA), Green and Wellness committees. Join us in sharing your thoughts, perspectives, and enthusiasm!


Noble House Hotels & Resorts are proud to encourage and support an environment where everyone can be a successful team member (come as they are) as their true authentic self. We are an equal opportunity workplace and employer that does not discriminate based on race, color, disability, gender/sex, sexual orientation, religion, national origin, age, veteran status, or any other protected status. We are committed to building a team (rooted in family) and a workplace where we are all able to be successful based solely on our individual qualifications, experience, abilities and job performance.

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