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Learning And Development Director Jobs in Portland, OR

Knova Learning

Executive Director

Portland, OR · On-site

Position Summary The Executive Director serves as the Chief Executive Officer of KNOVA Learning ... Support leadership development and succession planning. * Foster a positive organizational culture ...

WGNSTAR

Account Director

Hillsboro, OR · On-site

$120K - $160K/yr

We know we need talented people like you that hold similar values, which is why we do not put limits on learning, development, industry, and personal growth. Start your path to a WGNSTAR career today!

WGNSTAR

Account Director

Hillsboro, OR · On-site

$120K - $160K/yr

We know we need talented people like you that hold similar values, which is why we do not put limits on learning, development, industry, and personal growth. Start your path to a WGNSTAR career today!

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Portland, OR

Learning And Development Director information

See Portland, OR salary details

$46.1K

$120.5K

$195.1K

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

As of Sep 14, 2026, the average yearly pay for learning and development director in Portland, OR is $120,497.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,000.00 and $140,500.00 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.

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Cities near Portland, OR 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 Portland, OR as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 84% Full Time, 12% Part Time, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $120,497 per year, or $57.9 per hour.

Employee Experience & Development Partner

Portland, OR • On-site

ALBERTINA KERR CENTERS
Human Resource Programs Administration • 501 - 1,000 employees
Learn more about ALBERTINA KERR CENTERSexternal

$85K - $95K/yr

Part-time

Medical, Dental, Vision, Life, Retirement

Re-posted 13 days ago

Albertina Kerr rating

6.4

Company rating: 6.4 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description

At Albertina Kerr, we believe that all people thrive in nurturing and inclusive communities. Our mission is to empower people with intellectual and developmental disabilities and mental health challenges to lead self-determined lives in their communities.
Bring employee experience, culture, and leadership development to life.
We are seeking an Employee Experience and Development Partner to build practical, people-centered programs that strengthen engagement, culture, manager effectiveness, and organizational development. In this senior individual contributor role, you will turn employee feedback, organizational priorities, and mission-driven goals into meaningful experiences, development opportunities, and tools that help employees feel supported and managers lead with confidence.
What You'll Do
  • Design, implement, and continuously improve employee experience programs that strengthen engagement, retention, culture, and organizational effectiveness.
  • Lead the employee engagement survey process, including administration, analysis, reporting, action planning, and follow-up measurement.
  • Use employee feedback, organizational data, and workforce trends to identify opportunities and recommend practical, people-centered solutions.
  • Develop, deliver, and evaluate manager and leadership development programs, tools, and resources that build capability and confidence.
  • Partner with leaders on talent development and succession planning activities, including identifying development priorities and maintaining supporting processes.
  • Manage recognition and culture initiatives that reinforce organizational values, inclusive practices, and mission-driven behaviors.
  • Support culture transformation and change initiatives by helping leaders communicate, launch, adopt, and sustain new ways of working.
  • Partner cross-functionally to align employee experience efforts with organizational priorities and measure the impact of key initiatives.

Why Join Kerr
If you are energized by building programs that help employees thrive and managers lead well, we encourage you to apply!
  • Paid medical, dental, and vision employee benefits
  • Paid basic life & accident insurance
  • Paid internal training and career development
  • Paid holidays and generous time off
  • 401(k) retirement savings plan with up to 4% employer match
  • 24-hour Employee Assistance Plan (EAP) that provides resources for everything from mental health to pet insurance and financial counselling

Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or related field; equivalent experience considered
  • 8+ years of direct experience in employee experience, organizational development, learning & development, or a related HR function.
  • Experience in a non-profit, in the social services sector or other organizations with a large population of non-exempt or entry-level professional roles preferred.
  • Operates with a high degree of autonomy and resourcefulness, balancing strategic thinking with hands-on execution in a lean operating environment; adept at moving between strategic planning and hands-on execution.
  • Demonstrated experience developing and delivering manager or leadership training programs that measurably improve people and business outcomes
  • Proven experience driving culture change initiatives within an organization
  • Experience leading and being part of cross-functional teams; strong facilitation, communication, and stakeholder management skills; strategic change management essential
  • Passion for nonprofit work and a strong commitment to advancing mission-driven outcomes through people-centered strategies

What Albertina Kerr employees say

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