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Learning And Development Director Jobs in Jackson, MS

Jackson State University

Community Director

Jackson, MS · On-site

$21.75 - $29.50/hr

The CD will provide leadership, management, supervision, development, and high-level customer ... This position also promotes an inclusive living-learning environment that fosters student success.

Sonny's BBQ

Area Director

Brandon, MS

$80K - $100K/yr

... learning our operations inside and out. You may train in one market while also stepping in to ... Direct impact on new store openings and leadership development * Ability to help shape the future ...

Sonny's BBQ

Area Director

Brandon, MS · On-site

$80K - $100K/yr

... learning our operations inside and out. You may train in one market while also stepping in to ... Direct impact on new store openings and leadership development * Ability to help shape the future ...

ACG BBQ, LLC

Area Director

Brandon, MS · On-site

$80K - $100K/yr

... learning our operations inside and out. You may train in one market while also stepping in to ... Direct impact on new store openings and leadership development * Ability to help shape the future ...

Aspen Dental

Clinical Director of Implants

Clinton, MS · On-site

$69K - $94K/yr

Educates, trains, and mentors doctors with hands on surgical and implant restorative procedures both in office and through learning and development programs. * Serves as the primary clinical contact ...

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Learning And Development Director information

See Jackson, MS salary details

$37.9K

$99K

$160.3K

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

As of Jul 15, 2026, the average yearly pay for learning and development director in Jackson, MS is $99,013.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,900.00 and $115,500.00 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 does a director of learning and development do?

A director of learning and development oversees an organization's training and educational programs to improve employee skills and performance. They design, implement, and evaluate learning strategies, often managing teams and utilizing tools like learning management systems (LMS). This role requires strong leadership, strategic planning, and knowledge of adult learning principles.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that individuals acquire 70% of their skills through on-the-job experiences, 20% through social learning such as coaching and mentoring, and 10% through formal training or courses. Learning and Development Directors often design programs that incorporate these proportions to optimize employee growth and skill development.

What jobs pay 500,000 a year in the US?

In the US, high-paying roles such as executive-level positions like Chief Executive Officers, Chief Financial Officers, and other C-suite executives often earn $500,000 or more annually. Senior professionals in investment banking, specialized medical specialists, and successful entrepreneurs can also reach this income level, especially with bonuses, stock options, or profit sharing. These roles typically require extensive experience, advanced degrees, and leadership responsibilities.

How much do directors of training and development make?

Directors of training and development typically earn a median annual salary between $90,000 and $150,000, depending on experience, industry, and location. They often hold advanced degrees and certifications in learning or human resources and oversee organizational training programs and staff development initiatives.

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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What are the most commonly searched types of Learning And Development jobs in Jackson, MS? The most popular types of Learning And Development jobs in Jackson, MS are:
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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Jackson, MS as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $99,013 per year, or $47.6 per hour.
Business Development Manager

Business Development Manager

Slater Infrastructure Group

Ridgeland, MS • On-site

Full-time

Medical, Dental, Vision, Retirement

Re-posted yesterday

Job description

Founding Sales Account Executive

Company Overview

Slater Infrastructure is a Fulton County, GA–based firm that has provided operations and maintenance services for Fulton County’s wastewater and water systems for more than 20 years. Slater provides a wide range of utility operations, maintenance, operator training, program management, and construction management services to public and private sector clients across Metro Atlanta and nationwide. As a local minority- and woman-owned firm, Slater is the recipient of the Water Council’s 2023 Water Warrior Award and multiple Avetta Quality Awards recognizing safety leadership and efforts to increase diversity in the wastewater utility industry. For additional information, please visit www.slaterinfrastructuregroup.com

Slater Certified® is an innovative workforce development platform launched by Slater Infrastructure Group, LLC designed to address the skills gap in the infrastructure sector, particularly in water and wastewater services. The platform offers AI-powered, self-paced training that prepares professionals for licensure and continuing education (CE) with real-world relevance. It includes features like Generative Artificial Intelligence Learning (G.A.I.L.), which provides real-time feedback and personalized support, along with customizable training options for organizations. Slater Certified® is based out of Jackson, MS.
Position Summary

With the next-generation Educational Technology (EdTech) platform focused on modern technology to power scalable, secure, and data-driven learning ecosystems, the Strategic Account Executive drives market expansion, revenue growth, and strategic partnerships for a newly launched products designed to support workforce-development certification pathways across U.S. infrastructure sectors.

With an entrepreneurial sales mindset, the Strategic Account Executive needs to be comfortable creating opportunities, being hands-on in the pitching, proposal development, service packaging and navigating ambiguity, while making high-stakes decisions, and owning enterprise sales results in a rapid-growth environment. This role identifies, cultivates, and secures relationships with industry operators, municipalities, private employers, unions, training providers, government agencies, workforce boards, and industry associations seeking scalable solutions for skills training, credentialing, and talent pipeline development.

We are building our founding US go-to-market team and are looking for a highly motivated Strategic Account Executive who wants to help define a greenfield category of sales. We are looking for builders — individuals who thrive in fast-moving environments, operate well with autonomy, and want direct impact on company growth, customer outcomes, and market direction.

Key Responsibilities

Market Expansion & Revenue Growth

  • Build and develop a strategic pipeline across enterprise, government, and institutional clients.
  • Drive net-new business opportunities from prospecting through close.
  • Develop trusted relationships with Operations Leaders, HR & Talent Development Leaders, Safety & Compliance Leaders, Training Leaders, Technology & Innovation Leaders and other Executive stakeholders in Municipalities, Infrastructure Operators, Economic development organizations, and Government agencies.
  • Help shape and execute repeatable go-to-market sales motion targeting infrastructure-aligned sectors. Identify opportunities for multi-year licensing agreements and enterprise adoption.
  • Achieve quarterly and annual revenue targets.
  • Entrepreneurial mindset implementing and supporting new sales processes and necessary systems for tracking sales pipeline results.

Partnerships & Ecosystem Development

  • Establish partnerships with employers, apprenticeship sponsors, workforce boards, community colleges, unions, and agencies.
  • Position the platform as a trusted credentialing and training partner for various programs, both private and public, and related initiatives.
  • Represent the organization at conferences and workforce-development events.

Client Needs Assessment & Solution Design

  • Conduct discovery sessions to understand client workforce challenges and certification needs.
  • Collaborate with Product and Learning Design teams to tailor platform solutions.
  • Translate client needs into proposals and implementation plans.
  • Hands-on creation and finalization of proposal submittals required by relative RFPs, RFQs, RFIs processes

Relationship Management & Account Growth

  • Serve as primary relationship owner for key accounts.
  • Identify opportunities for cross-selling additional modules or integrations.
  • Monitor client performance metrics and support onboarding.

Market Intelligence & Product Alignment

  • Track trends in infrastructure workforce demand and regulatory changes.
  • Provide feedback to Product and Leadership teams.
  • Contribute to the development of pricing strategy and product positioning.

Future Leadership Opportunities

  • Recruit, hire, develop, Account Executives (AEs)
  • Inspect pipeline quality and deal health
  • Manage direct reports to consistent attainment of annual bookings targets, on-time renewals, multi-suite expansion, and new logo sales.
Qualifications

Required:

  • Bachelor’s degree or equivalent experience.
  • 5+ years of experience in business development or enterprise sales.
  • Experience selling into enterprise and/or government accounts.
  • Strong understanding of U.S. workforce systems and credentialing frameworks.
  • Exceptional executive communication, relationship-building and negotiation skills.
  • Proven ability to generate pipeline and close complex opportunities.
  • Ability to thrive in a startup, scale-up or high-growth environments
  • Highly self-directed with strong ownership mentality

Preferred:

  • Experience with WIOA programs, Registered Apprenticeships, or infrastructure-sector employers. Familiarity with credentialing bodies such as NCCER, NIMS, OSHA, DOT, or the like.
  • Experience selling transformational or AI solutions
  • Experience in early-stage or growth-stage technology environments.
  • Experience leading teams with complex sales cycles in public-sector procurement, and multi-persona executive engagement
  • Proven capability to recruit, ramp, and retain high-performing enterprise sellers; recognized coach on complex pursuits and executive communication.
  • Bilingual English/Spanish skills.
  • Candidate based in Mississippi or Georgia.

Who Will Thrive Here

  • Builders and self-starters
  • Individuals energized by rapid growth and ambiguity
  • Strategic sellers proficient in outcome, value selling
  • Team players who want visibility and impact
  • Professionals comfortable helping shape process and GTM strategy
  • Individuals who value accountability, autonomy, and execution

Why Join Slater International

  • Opportunity to join during a foundational growth phase
  • Direct exposure to executive leadership
  • Significant advancement opportunity to move into a leadership role
  • Ability to influence market strategy and GTM direction
  • Fast-moving, high-ownership culture
  • Competitive compensation

Compensation & Benefits

  • Competitive Compensation: $85,000 - $120,000 base salary based on experience
  • Performance Bonuses: Commission / Bonus plan.
  • Comprehensive Benefits: Health, dental, vision insurance. 401k with company match
  • Flexible Work Environment: Eligible for hybrid/remote schedule with management approval