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Learning And Development Officer Jobs (NOW HIRING)

City of Hialeah, FL

Chief Development Officer

Hall, NY

$50K - $300K/yr

The Chief Development Officer shall be the administrative head of the Community Development ... learning and personal development, employees are able to grow, flourish, and make a difference in ...

Coface

Business Development Officer

New York, NY · Hybrid

$80K - $120K/yr

We foster a culture of learning, collaboration and inclusion where you are given responsibilities ... We are seeking a highly motivated, corporate Business Development Officer to hunt for and close new ...

Coface

Business Development Officer

New York, NY · On-site +1

$80K - $120K/yr

We foster a culture of learning, collaboration and inclusion where you are given responsibilities ... We are seeking a highly motivated, corporate Business Development Officer to hunt for and close new ...

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Learning And Development Officer information

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$73.5K

$83.4K

$92.5K

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

As of Jul 2, 2026, the average yearly pay for learning and development officer in the United States is $83,416.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,500.00 and $88,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Learning and Development Officer, and why are they important?

To thrive as a Learning and Development Officer, you need expertise in instructional design, adult learning principles, and strong project management skills, often supported by a degree in human resources, education, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications such as CIPD or ATD are highly valued. Strong communication, interpersonal skills, and the ability to motivate others are essential soft skills for success in this role. These skills ensure effective training programs, employee growth, and alignment of learning initiatives with organizational goals.

What does a Learning and Development Officer do?

A Learning and Development Officer is responsible for identifying training needs within an organization and designing programs to enhance employee skills and knowledge. They facilitate workshops, coordinate training sessions, and evaluate the effectiveness of development initiatives. Their goal is to support organizational growth by ensuring staff have the necessary competencies to perform their roles efficiently. In addition, they often collaborate with managers and external training providers to align learning strategies with business objectives.

What are some common challenges Learning and Development Officers face when implementing new training programs?

Learning and Development Officers often encounter challenges such as securing buy-in from leadership and employees, adapting training materials to suit diverse learning styles, and measuring the effectiveness of training initiatives. Balancing the needs of different departments while staying within budget and time constraints can also be demanding. Overcoming these obstacles typically involves strong communication skills, continuous feedback gathering, and leveraging data-driven approaches to demonstrate the value of learning programs.

What is the difference between Learning And Development Officer vs Training Coordinator?

AspectLearning And Development OfficerTraining Coordinator
CredentialsRelevant certifications (e.g., CPLP, ATD), degree in HR or related fieldOften similar certifications, focus on training logistics
Work EnvironmentCorporate, educational, or nonprofit settings focusing on strategic developmentTraining departments, workshops, and seminar settings
Employer & Industry UsageUsed across industries for employee growth programsCommon in organizations with structured training programs
Search & Comparison IntentPeople compare roles related to employee development and training strategiesIndividuals looking for training delivery and coordination roles

The Learning And Development Officer focuses on designing and implementing strategic learning programs, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles often require similar certifications and work in related environments, but their scope and responsibilities differ in strategic versus operational aspects.

Are L&D jobs in high demand?

Learning and Development (L&D) Officer roles are in increasing demand as organizations prioritize employee training and skills development. The growth is driven by the need for continuous learning, digital tools, and certifications, making L&D professionals valuable across various industries.

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

High-paying roles for Learning and Development Officers are rare, with most earning well below $500,000 annually. Executive-level positions such as Chief Learning Officers or senior corporate trainers in large organizations may approach or exceed this salary level, especially with extensive experience, advanced certifications, and leadership responsibilities.

What is the role of a L&D officer?

A Learning and Development (L&D) officer is responsible for designing, implementing, and managing training programs to improve employee skills and knowledge. They assess organizational needs, develop learning strategies, and evaluate training effectiveness, often using tools like Learning Management Systems (LMS). The role requires strong communication, organizational skills, and knowledge of instructional design principles.

What qualifications do I need to work in L&D?

Learning and Development Officers typically need a bachelor's degree in human resources, education, or a related field. Relevant skills include strong communication, training design, and facilitation abilities, and certifications such as CPLP or ATD can enhance prospects. Experience in training, coaching, or instructional design is also valuable.
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What job categories do people searching Learning And Development Officer jobs look for? The top searched job categories for Learning And Development Officer jobs are:
What are popular job titles related to Learning And Development Officer jobs? For Learning And Development Officer jobs, the most frequently searched job titles are:
Learning And Development Officer jobs near you
Infographic showing various Learning And Development Officer job openings in the United States as of June 2026, with employment types broken down into 74% Full Time, 20% Part Time, and 6% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $83,416 per year, or $40.1 per hour.
Director of Learning & Development

Director of Learning & Development

M.S. Walker Inc.

Norwood, MA • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 15 days ago

Job description

Director of Learning amp; Development
Location: Norwood, MA (Hybrid)
Department: Human Resources
Reports to: Chief Human Resources Officer (CHRO)
Employment Type: Full-Time | Exempt
Role Overview
The Director of Learning amp; Development builds and leads M.S. Walker’s L amp;D function. The core mandate is organizational capability: identifying where the business needs to grow its people, building role-based development and career paths that make employees promotable, strengthening the internal talent pipeline, and equipping the workforce with modern skills — including AI fluency and the adoption of new enterprise systems.
This is a true build role — the strategy, the programs, and the technology are yours to design, with the opportunity to grow a team behind them. The Director establishes the foundation in Year 1 and scales toward an integrated talent system — development, career pathing, leadership growth, and digital enablement — connected directly to business performance. The role reports to the Chief Human Resources Officer and partners closely with function leaders across the business, the broader HR leadership team, and Operations on mandated safety and regulatory training. A flagship Year-1 deliverable is enabling adoption and proficieny of the company’s enterprise systems, including its SaaS ERP.
Key Responsibilities
Build and Lead the L amp;D Function
  • Define and execute an L amp;D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
  • Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
  • Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
  • Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.

Organizational Capability amp; Needs Identification
  • Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
  • Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
  • Establish a repeatable way to surface emerging capability needs and convert them into programs
Career Pathing, Promotability amp; Internal Talent Development
  • Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
  • Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
  • Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.
Leadership amp; Management Development
  • Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
  • Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.
AI amp; Digital Enablement
  • Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
  • Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
  • Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
Onboarding amp; New-Hire Experience
  • Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
Safety, Regulatory amp; Compliance Learning
  • Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
  • Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers’ compensation requirements.
Labor Relations Partnership
  • Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
  • Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.
What Success Looks Like (First 12–24 Months)
  • A functioning L amp;D operating model, technology platform, and governance in place.
  • Role-based development and career frameworks live for key corporate, sales, and management populations — with a measurable increase in internal promotion and fill-from-within.
  • Identified bench strength and succession readiness for critical roles.
  • AI literacy and role-based AI enablement rolled out, with measurable adoption.
  • ERP training delivered to support an on-time, high-adoption go-live, measured against the system’s business case.
  • Safety and regulatory training current, complete, and auditable as a compliance baseline.
  • Improved retention of high-potential talent.
Qualifications
Required
  • 7+ years of progressive L amp;D experience, including building or substantially rebuilding an L amp;D function.
  • Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
  • Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
  • Experience building or integrating competency models / job architecture that support performance management and talent decisions.
  • Experience leading enablement and change management for technology adoption — ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
  • Strong command of adult learning, instructional design, change management, and evaluation methodology.
  • Excellent facilitation, communication, and stakeholder-management skills.
Preferred
  • Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s preferred.
  • Experience in an operations-intensive environment — distribution, wholesale, logistics, or CPG.
  • Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
  • Experience operating in a unionized environment.
  • Experience standing up or migrating an LMS/LXP.
  • Relevant certification (e.g., ATD CPTD/APTD or equivalent).

Location amp; Travel
  • Based at company headquarters in Norwood, MA, with a hybrid work approach
  • Occasional travel to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning initiatives and gain operational understanding
About M.S. Walker
M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits, operating across multiple states with a workforce spanning corporate, sales, and operations teams. As we invest in the continued growth of our people and our business, we are creating a dedicated Learning amp; Development function — and hiring a Director to build and lead it. This is a rare opportunity to shape an enterprise-wide capability from the ground up, with executive sponsorship and the mandate to do it right.
Benefits:
We offer a Comprehensive Benefits Plan that includes the following:
  • Medical amp; Dental Insurance
  • Vision Coverage
  • Paid-Time-Off Program
  • Fidelity Investments 401k
  • Disability, Life, Accident amp; Illness Insurance Packages
  • Discounted Fitness Memberships
  • Free amp; Discounted Work/Life Resources
  • Career Advancement Opportunities
Mission Statement:
Since 1933, our mission has been firmly rooted in our core values of family, integrity, respect, honesty, and hard work. We are deeply committed to upholding these principles for our team members, customers and suppliers alike. We seek to build and maintain long-lasting relationships based on trust and reliability. By honoring our heritage and embracing innovation, we aim to continuously improve and adapt to meet the evolving needs of our industry, while responsibly contributing to the communities we serve. Together, we strive to elevate the spirit of hospitality and foster a vibrant and respectful culture in all facets of the organization and beyond.
Pay Range: $140,000 - $160,000 annually

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