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Learning And Development Director Jobs in Troy, MI

Barton Malow

Lead Product Manager

Southfield, MI · On-site

This role will likely include direct or rotational reports requiring mentorship and team ... Effectively influences engineering, IT, Learning & Development, and customers to align around ...

Thrivent Financial

Market Director

Detroit, MI · On-site

$145 - $211/hr

REQ-47249The Market Director is a key area leader to help drive growth through advisor teams and ... Engage financial advisors in the market by providing opportunities for learning, development, and ...

Thrivent

Market Director

Detroit, MI · On-site

The Market Director is a key area leader to help drive growth through advisor teams and future team ... Engage financial advisors in the market by providing opportunities for learning, development, and ...

Thrivent Financial

Market Director

Detroit, MI · Remote

The Market Director is a key area leader to help drive growth through advisor teams and future team ... Engage financial advisors in the market by providing opportunities for learning, development, and ...

Barton Malow

Lead Product Manager

Southfield, MI · On-site

This role will likely include direct or rotational reports requiring mentorship and team ... Effectively influences engineering, IT, Learning & Development, and customers to align around ...

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Showing results 21-40

All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Troy, MI

Learning And Development Director information

See Troy, MI salary details

$40.8K

$106.5K

$172.4K

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

As of Sep 7, 2026, the average yearly pay for learning and development director in Troy, MI is $106,485.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,800.00 and $124,200.00 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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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Troy, MI as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $106,485 per year, or $51.2 per hour.

Director of Talent Development and Culture

The Henry Ford

Dearborn, MI • On-site

$120K - $135K/yr

Full-time

Posted 17 days ago

The Henry Ford rating

7.0

Company rating: 7.0 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

10th of 29 rated museums

Job description

The Henry Ford is a nonprofit organization, an internationally recognized cultural destination, and a one-of-a-kind workplace. The Henry Ford provides unique educational experiences based on authentic objects, stories, and lives from America's traditions of ingenuity, resourcefulness and innovation. Our purpose is to inspire people to learn from these traditions to help shape a better future. Our team is inspired daily by one another as well as the authentic stories of innovation that we share across our four venues. We want you to be part of this legacy and take it forward and that aligns with our core values of being Welcoming, Curious, Authentic, and Passionate.
The Director of Talent Development & Culture provides strategic leadership for enterprise learning, employee communications, and engagement initiatives that strengthen culture, support leadership capacity, and enhance organizational performance. Using data interpretation, AI fluency, judgment and organizational diagnosis, this role develops and executes talent development and culture strategies, learning programs and measurement practices that create consistent employee experience that align with institutional priorities.
Reporting to the Vice President of Talent & Culture/Chief Talent Officer and serving as a member of the Senior Management Team, the Director is a strategic partner on employee experience, leadership effectiveness, and workforce trends. The role proactively identifies and elevates organizational themes, risks, and opportunities to support informed decision-making, organizational alignment, and a high-performing culture.
Essential Responsibilities
ENGAGEMENT & CULTURE
  • Leads engagement programs that support employee development and create a sense of belonging across the organization.
  • Directs the content, execution, communications, planning and logistics of the annual employee conference in collaboration with the President, Vice President of Talent & Culture, and Senior Director of Media to design the theme and experience of the "Connections" conference.
  • Leads, plans and hosts quarterly All-Staff and Leadership Management Team meetings in collaboration with senior leaders to ensure alignment of institutional goals and priorities.
  • Leads formal recognition programs that celebrate employee contributions and milestones, including Service Award Recognition and other internal and external award programs.
  • Leads the design, planning, execution, and communication of employee activities such as team-building, celebratory gatherings, and community volunteerism.
  • Works closely with the Vice President of Talent & Culture and Director of Human Resources to analyze employee survey and feedback data and recommends and implements programs and practices that improve the employee experience.
  • Leads and collaborates with senior leaders and key partners to align staff messaging, communication channels, cadence, and culture-focused content that informs, engages and connects employees to institutional priorities.
  • Serves as Editor of "THF Connections," the staff newsletter, setting editorial standards and ensuring timely collection, review, and publication of content for the weekly newsletter.

TALENT DEVELOPMENT
  • Establishes and oversees the organization's professional development framework, ensuring development plans, manager support, and learning resources align with workforce and organizational priorities by leveraging emerging technologies to scale high-quality learning experiences and development opportunities.
  • Uses learning technologies, analytics and AI-enabled tools to evaluate learning effectiveness, identify capability gaps and inform talent development priorities.
  • Facilitates, sponsors, or oversees learning experiences for all levels of the organization, advancing leadership capability, inclusion, and a culture of continuous learning.
  • Uses data, metrics, and feedback to evaluate learning effectiveness, identify trends, measure organizational impact, and drive continuous improvement.

TEAM LEADERSHIP & OPERATIONS
  • Manages and develops a team of professionals; sets clear goals, establishes priorities, coaches performance, and builds capability and plans.
  • Creates annual operating plans and manages program budgets; monitors spend, evaluates ROI/impact, and recommends resource allocation to meet strategic priorities.
  • Establishes vendor selection and management practices for learning and communication services, including scopes of work, timelines, deliverables, and performance evaluation.
  • Partners cross-functionally to assess needs, set priorities, and measure outcomes using qualitative and quantitative data.
  • Serves as a trusted strategic advisor to the Vice President of Talent & Culture delivering data-driven engagement insights and sound judgment on organizational dynamics and cultural trends..
  • Acts as a collaborative team player offering expertise within the team and across departments.
  • Performs other duties, as necessary.

Qualifications
  • Bachelor's degree in education, organizational development, business, instructional design/technology, or a related field.
  • Ten (10) or more years of progressive experience leading learning and development, including program design, employee event planning, learning systems (e.g., LMS), and execution of organization-wide initiatives.
  • Excellent verbal and written communication, interpersonal, and executive presence skills, with demonstrated ability to present information effectively and facilitate meetings with diverse audiences, including senior leaders.
  • Deep experience in learning effectiveness metrics, learning technologies and reporting including LMS administration, content and learning tools, Monday.com, Qualtrics and related systems.
  • Proven project management and organizational skills, with the ability to manage multiple priorities, accept challenges, meet deadlines, maintain attention to detail and deliver high-quality work in a dynamic environment.
  • Demonstrated strategic and creative thinking, with the ability to anticipate current and future organizational capability needs and develop solutions that support The Henry Ford's mission.
  • Microsoft 365 collaboration tools (e.g., Teams, SharePoint, Outlook) and document/presentation development
  • Demonstrated ability to build, train, coach, and lead a high-performing team with a collaborative mindset.
  • Demonstrated discretion, sound judgment, and confidence in regularly sharing timely, relevant information with senior leaders.

What The Henry Ford employees say

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