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Learning And Development Director Jobs in Leander, TX

BSA

Director of People Development

Austin, TX · On-site

$120 - $170/hr

Director of People Development Full Time Employee Austin, TX, US 17 days ago Requisition ID: 1208 ... You'll shape a culture of continuous learning by connecting employees with meaningful development ...

Global Payments

Director, Business Development

Austin, TX · On-site

$90K - $104K/yr

Access to learning, development and on-the-job experiences that expand your expertise * A supportive, inclusive team environment where your ideas and input matter * Time to give back through ...

Celebree School

Director of Education

Leander, TX · On-site

$55K - $70K/yr

... learning, development opportunities, individual growth plans, and career pathways. Apply today, Let ... Be Director qualified in the State of Texas or working towards Director Qualification. * Have ...

K&L Gates

Sr Manager, Market Development

Austin, TX · On-site

... Development Director, Client Engagement Director, and other members of the Client Growth team ... based learning for independent, informed execution and decision making, holding team members ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Leander, TX

Learning And Development Director information

See Leander, TX salary details

$41.6K

$108.6K

$175.8K

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

As of Sep 6, 2026, the average yearly pay for learning and development director in Leander, TX is $108,567.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,500.00 and $126,600.00 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

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Cities near Leander, TX 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 Leander, TX as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $108,567 per year, or $52.2 per hour.

Senior Director, Learning & Development

Austin Cryo Ventures LLC

Austin, TX • On-site

$150K - $195K/yr

Full-time

Posted 4 days ago

Job description

Senior Director, Learning & DevelopmentBuild the engine that powers 200+ wellness studios.

Restore Hyper Wellness is the category leader in modern wellness, IV drips, NAD+, peptides, hormone therapy, cryotherapy, red light, and skin health, delivered through 200+ franchised studios nationwide. 


We're hiring a senior learning systems builder to re-architect how Restore trains every person in every studio. You'll own the full L&D stack, sit on the senior leadership team, and have the budget and air cover to build the function from scratch.

Why Join Us? 

  • Pioneering Wellness: Be a part of an industry-leading company at the forefront of wellness innovation. 

  • Impactful Work: Your contributions will directly influence the quality of care and service our clients receive, making a tangible difference every day. 

  • Innovation and Collaboration: Work in a dynamic environment where you’ll collaborate across multiple departments, contributing to a comprehensive wellness strategy. 

  • Commitment to Employee Wellness: Enjoy complimentary access to Restore’s cutting-edge therapies, including onsite services at our Austin Headquarters office. 

  • Growth and Development: Access opportunities to develop your skills, advance your career, and help shape the future of wellness. 


Role Overview 

Job Title: Senior Director of Training + Education
Location: Remote
Department: Operations, Education
Reports to: CEO
Salary: $150,000-$195,000

Who You Are

A senior L&D leader who has built, not just managed, a learning function inside a multi-unit franchise system. You think in systems and ship work yourself. You can hold the room with a CMO, a franchisee, the Board and still rebuild a broken module.

What You'll Own

The learning platform. Own the LMS end-to-end — selection or rebuild, content architecture, analytics, and integrations with our HRIS, EHR, and POS. Move us from event-based training to daily, in-the-flow micro-learning that managers and franchisees actually use.


Role-based certification paths. Design and deploy a 101/201/301 leveling system for every studio role — Registered Nurses, General Managers, Estheticians, and Wellness Representatives. Each level closes on a certification with a measurable bar. No participation trophies.


Field training & franchisee onboarding. Build the model that takes a new franchisee from FDD signature to opening day and beyond. Train the trainers, stand up regional field coaches, and ensure every new team clears certification before serving a single client.


Ops manuals & brand standards. Keep the documentation that defines how a Restore studio runs current, accessible, and enforceable — translated into training and audits, not binders on a shelf.


New Studio Opening readiness. Own the NSO playbook so every new studio opens with a fully certified team on day one and ramps faster than the current curve.


New service launch enablement. Restore launches new services constantly — hormone therapy, peptides, advanced IV menus, skin health, and more. Partner with Product, the Chief Medical Officer, Medical Operations, and Regulatory so clinical, operational, and selling training ships the day a service goes live. For regulated services, training is the moat that keeps the system compliant.


Cross-functional communication. Build the rhythm — newsletters, huddles, regional calls, video, in-LMS announcements. 200+ studios hear one clear voice from the Support Center.

AI Is the Operating Layer

  • AI-powered micro-training delivered daily, in the flow of work

  • AI role-play simulators for sales, intake, objection handling, and retention

  • Personalized learning paths by role, tenure, and each studio's KPI gaps

  • Real-time AI coaching after shifts, calls, and consults

How We'll Measure Success

You'll be accountable for:

  • First-time client → member conversion, attach, and rebooking

  • GM-driven four-wall profitability, labor efficiency, retention, and NPS

  • Clinical quality and service-mix expansion for RNs and Estheticians

  • New-hire ramp time, certification pass rates, and closing the gap between top- and bottom-quartile studios


Milestones: an AI-powered pilot and a re-engineered roadmap in your first 90 days; 101 certifications live for all four roles by month 6; the full 101/201/301 stack live with documented, attributable KPI impact by month 12.


Qualifications 

  • Education: 

    • Bachelor’s degree in Training and Development, BA, or related field experience.

  • Experience: 

    • Franchise system experience. You've led L&D inside a multi-unit franchise, not a corporate retail chain or a SaaS company. You built programs franchisees adopted voluntarily.

    • Full-stack L&D ownership.&