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Learning And Development Director Jobs in Mercer Island, WA

LifeCenter Northwest

Learning Coordinator

Bellevue, WA

$30.22 - $43.83/hr

The Learning Coordinator supports the administration of various Learning & Development (L&D ... Provides administrative and project coordination support to PR Leads, Managers and Director for ...

LIFECENTER NORTHWEST

Learning Coordinator

Bellevue, WA · On-site

$30.22 - $43.83/hr

The Learning Coordinator supports the administration of various Learning & Development (L&D ... Provides administrative and project coordination support to PR Leads, Managers and Director for ...

Blue Origin

Learning Experience Designer

Seattle, WA · On-site

Director, Learning & Development POSITION SUMMARY This role sits within the HR L&D team and serves as a shared service across all three pillars (Employee Experience, Career Development, Enterprise ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Mercer Island, WA

Learning And Development Director information

See Mercer Island, WA salary details

$53.3K

$139.2K

$225.3K

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

As of Sep 1, 2026, the average yearly pay for learning and development director in Mercer Island, WA is $139,157.00, according to ZipRecruiter salary data. Most workers in this role earn between $110,800.00 and $162,300.00 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 cities near Mercer Island, WA are hiring for Learning And Development Director jobs?

Cities near Mercer Island, 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 Mercer Island, WA as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 20% Part Time, and 2% Contract. Highlights an 85% Physical, 4% Hybrid, and 11% Remote job distribution, with an average salary of $139,157 per year, or $66.9 per hour.

Director / Associate Director, Learning, Development & Performance Management

Immunome, Inc.

Bothell, WA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Position Overview

The Director / Associate Director, Learning, Development & Performance Management will be responsible for determining and executing People and Culture Programs that will enhance performance, develop leadership capabilities, and ensure the organization has the capabilities and engagement to thrive as we rapidly scale our team. 

Responsibilities

Performance, Development, & Engagement Strategy

  • Develop and execute Immunome's L&D strategy focused on enhanced performance and engagement.
  • Partner with senior leadership to reinforce the importance of learning and development into our culture.
  • Champion training enterprise-wide to coordinate and support cross-functional partners with training needs.

Leadership Development & Manager Enablement

  • Design and deliver leadership development programs for people leaders and individual contributors.
  • Equip leaders with tools to develop their teams through strong fundamentals: coaching, feedback, recognition, inclusive leadership, career development, and performance conversations.
  • Continuously improve performance management processes (goal setting, check-ins, development plans, calibration, and performance reviews).

Talent Capability Building

  • Use performance insights to identify where teams need additional support and development.
  • Help leaders assess current team skill capabilities by determining strengths, talent gaps, and actions to enhance current capabilities and minimize talent gaps.
  • Create and implement competency framework for enhanced performance.
  • Enable succession planning and internal mobility by identifying talent, readiness, and development pathways.

Learning Management Systems, Enablement, and Resources

  • Lead and champion training committee
  • Ownership of all learning management systems, including identification of additional or enhancement of systems, implementation of new systems, and AI-enablement.
  • Manage partnerships with external vendors to enhance development and learning opportunities.
  • Create and maintain budget for learning and development for software and program needs.
  • Create and administer ad-hoc training as needed.

Measurement & Continuous Improvement

  • Define success metrics tied to performance and development. Based on results determine actions for improvement.
  • Use data and feedback to evolve programs to meet the needs of a fast-growing organization.
  • Develop enterprise-wide dashboard for training and development activities

  Qualifications

  • Bachelor's Degree required.  
  • A minimum of 8+ years of HR experience, focused on supporting and administering learning and development, including building programs at scale.  

  Knowledge and Skills

  • Demonstrated success driving engagement and retention through talent development (leadership programs, manager enablement, performance management).  
  • Strong stakeholder influence and demonstrated successful partnership with executives and leaders to shift behaviors and build accountability.  
  • Excellent facilitation, program design, and communication skills.  
  • Experience in pharma/biotech/life sciences or other regulated environments preferred. 
  • Experience implementing competency frameworks, 360s assessments, and learning technology preferred.  
  • Experience scaling L&D in a high-growth organization preferred. 

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