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Learning And Development Partner Jobs in Boston, MA

NorthEastern

Learning Specialist

Boston, MA · Hybrid

$53K - $75K/yr

The Learning Specialist provides program management, LMS (Workday) administration and Articulate ... Partners in identifying possible resources to deliver professional development programming and ...

Northeastern University

Learning Specialist

Boston, MA · On-site

$53K - $75K/yr

The Learning Specialist provides program management, LMS (Workday) administration and Articulate ... Partners in identifying possible resources to deliver professional development programming and ...

Takeda

DD&T Functional Learning Lead

Cambridge, MA · On-site

Integrateonthejoblearning, coaching, and communities of practice to reinforce formal learning and accelerate capability development. * Partner with external providers, professional bodies, and ...

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All JobsLearning And Development Partner JobsLearning And Development Partner Jobs in Boston, MA

Learning And Development Partner information

See Boston, MA salary details

$15

$44

$91

How much do learning and development partner jobs pay per hour?

As of Jun 11, 2026, the average hourly pay for learning and development partner in Boston, MA is $44.42, according to ZipRecruiter salary data. Most workers in this role earn between $20.38 and $75.48 per hour, depending on experience, location, and employer.

What are Learning and Development Partners?

Learning and Development Partners are professionals who design, implement, and evaluate training programs within an organization. They collaborate with leaders and employees to identify skill gaps and create strategies to support professional growth and organizational goals. Their role often involves facilitating workshops, coordinating training sessions, and measuring the effectiveness of learning initiatives. Ultimately, they help ensure that employees have the skills and knowledge needed to succeed in their roles.

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

AspectLearning And Development PartnerTraining Coordinator
CredentialsOften requires a bachelor’s degree in HR, education, or related field; certifications like CPLP or ATD are commonTypically requires a high school diploma or bachelor’s degree; certifications are less common
Work EnvironmentStrategic, collaborative, working closely with leadership to develop learning strategiesOperational, focused on organizing and delivering training sessions
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training departments, especially in retail, healthcare, and manufacturing

The Learning And Development Partner focuses on strategic learning initiatives and collaborates with leadership, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles are essential but differ in scope and responsibilities.

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

To thrive as a Learning and Development Partner, you need expertise in instructional design, adult learning theory, and organizational development, often supported by a degree in HR, education, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP is highly valued. Strong communication, stakeholder management, and critical thinking skills help you build effective relationships and tailor programs to organizational needs. These capabilities ensure impactful learning initiatives that drive employee growth and support business objectives.

What profession makes $400,000 a year?

In the field of Learning and Development, senior roles such as Director or Vice President can earn $400,000 or more annually, especially in large organizations or with extensive experience and advanced certifications. High-level L&D professionals often oversee large teams, develop strategic training programs, and work in corporate environments with competitive compensation packages.

What does an L&D partner do?

An L&D (Learning and Development) partner is responsible for designing, implementing, and managing employee training programs to enhance skills and performance. They collaborate with stakeholders to identify learning needs, develop content, and evaluate training effectiveness, often using tools like Learning Management Systems (LMS).

How much does a learning partner earn?

A Learning and Development Partner typically earns between $60,000 and $100,000 annually, depending on experience, location, and the size of the organization. Senior roles or those with specialized skills may earn higher salaries, often supplemented with benefits and professional development opportunities.

What jobs pay $10,000 a month without a degree?

A Learning and Development Partner typically does not earn $10,000 a month without relevant experience or certifications; however, roles like sales managers, real estate brokers, or skilled trades such as electricians and plumbers can reach or exceed this income level through experience, commissions, or business ownership. Success in these fields often depends on skills, networking, and industry demand rather than formal degrees.

How does a Learning and Development Partner typically collaborate with department leaders to identify training needs?

A Learning and Development Partner works closely with department heads and managers to assess skills gaps and understand team objectives. Through regular meetings and needs assessments, they gather input on specific challenges and desired outcomes, ensuring that training programs are relevant and tailored to each area. This collaborative approach helps align learning initiatives with business goals and fosters a culture of continuous improvement across the organization.
Learning And Development Partner jobs near you
Learning & Development Manager, AI Enablement

Learning & Development Manager, AI Enablement

Analysis Group, Inc.

Boston, MA • On-site

Other

Posted 14 days ago

Job description

Overview
Analysis Group is one of the largest international economics consulting firms, with more than 1,500 professionals across 15 offices in North America, Europe, and Asia. Since 1981, we have provided expertise in economics, finance, health care analytics, and strategy to top law firms, Fortune Global 500 companies, and government agencies worldwide. Our internal experts, together with our network of affiliated experts from academia, industry, and government, offer our clients exceptional breadth and depth of expertise.
The Learning & Development Manager will collaborate closely with AI Operations and subject matter experts to design and execute a practical AI learning and adoption strategy across the firm. This role is responsible for translating the firm's AI strategy into workflow-based training, communication, socialization, and knowledge-sharing efforts that help employees apply AI effectively in day-to-day casework.
The role involves three areas of leadership: thought leadership around AI learning strategy and adoption, oversight of content development, and project management across trainings, communications, knowledge sharing, and measurement. The Manager will directly oversee the Digital Learning Specialist and ensure that AI learning content is practical, scalable, easy to access, and connected to real work.
Essential Job Functions and Responsibilities:
  • Strategically oversee the firmwide AI learning strategy and roadmap, in partnership with AI Operations and other key stakeholders, to support adoption of AI in priority workflows such as coding, auditing, document processing, document generation, and other emerging AI-enabled work.
  • Identify target audiences and design tailored learning paths by role, practice, office, and workflow need; translate evolving AI priorities into a clear learning roadmap and sequenced adoption plan.
  • Lead development of workflow-specific training modules and resources, including training for custom tools, third-party tools, and other internal AI-enabled solutions as they are developed and approved.
  • Partner with AI Operations and subject matter experts to capture real use cases and translate them into teachable content, including demonstrations, scenarios, templates, prompts, job aids, and facilitator materials.
  • Own the strategy, planning, and execution of a monthly AI knowledge-sharing forum where employees can share what is working in their day-to-day workflows through sourcing and curating short demos, videos, use case spotlights, and peer-to-peer examples.
  • Oversee the design and execution of multi-modal learning experiences, including workshops, webinars, scenario-based learning, workflow deep dives, and on-demand digital learning assets.
  • Own the AI learning communication and socialization plan, ensuring employees understand what training is coming, why it matters, who it is intended for, and how it will help them apply AI in their work.
  • Coordinate launch communications, invitations, leadership talking points, AI Champion outreach, reminders, post-session follow-up, and ongoing reinforcement in alignment with firmwide communications and AI governance priorities.
  • Partner with local and practice-based AI Champions to enable and scale delivery; equip champions with upcoming training information, key messages, and suggested outreach to practice or office audiences.
  • Collaborate with L&D colleagues to integrate AI content into existing L&D programs such as AG Foundations, Writing at AG, Case Team Management, Client Management, and QC and Audit.
  • Direct the Digital Learning Specialist, AI Adoption in developing scalable digital content, maintaining AI learning resources, supporting live sessions and forums, and preparing communication and adoption-support materials.
  • Define and maintain the AI training calendar, learning resource hubs, and content lifecycle processes to ensure materials remain current as tools, guidance, approved use cases, and workflows evolve.
  • Define and track success metrics, including training participation, content usage, attendance, adoption in priority workflows, time saved, and quality improvements; use feedback and usage patterns to continuously refine the learning strategy.

Qualifications:
  • Bachelor's degree required.
  • 8+ years of experience in Learning & Development, change management, digital adoption, or project management, preferably in a law firm, professional services, or corporate environment.
  • Demonstrated ability to translate ambiguous strategy into a connected roadmap, structured learning plan, and actionable implementation approach.
  • Experience designing, managing, or scaling learning programs, adoption programs, or change management initiatives that drive behavior change and new ways of working.
  • Strong program management skills, including the ability to lead multiple workstreams, manage timelines, coordinate stakeholders, and drive initiatives end-to-end with limited oversight.
  • Excellent written and verbal communication skills, with the ability to develop audience-specific messaging, leadership-ready materials, and clear communications that explain what is changing and why it matters.
  • Strong learning design judgment and the ability to convert subject matter expert input and real workflow examples into practical, usable training.
  • Comfort operating in a fast-evolving space where tools, use cases, policies, and business priorities will continue to change.
  • Working knowledge of AI tools, approved use cases, digital adoption, or workflow-based technology enablement is strongly preferred.
  • Experience designing or operating knowledge-sharing forums, communities of practice, symposiums, peer learning programs, or employee-led demo formats is a plus.
  • Familiarity with more advanced or niche AI tools, custom GPTs, agents, or internal AI-enabled solutions is a plus.
  • An inclusive and growth-oriented mindset, strong interpersonal skills, and an ability to work across differences.
  • To the extent permitted by applicable law, eligible candidates must be authorized to work in the United States without sponsorship or restriction, now and in the future.

Analysis Group embraces equal opportunity. We are committed to building teams that bring a variety of backgrounds, perspectives, and skills, as we believe that a strong and inclusive workforce directly supports our goal of providing the highest-quality work. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or any other class protected under applicable federal, state, or local law, and we encourage candidates of all backgrounds to apply.
Analysis Group offers competitive compensation and a comprehensive benefits package. The estimated salary range for this position is $130,000-$150,000. Compensation offered will be based on a number of factors including work experience, education, and skill level. This role is eligible for a discretionary annual bonus that is determined in large part by individual performance. To learn more about our benefit offerings, click here.
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