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Learning And Development Partner Jobs in Chicago, IL

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Learning And Development Partner information

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$14

$42

$86

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

As of Jul 25, 2026, the average hourly pay for learning and development partner in Chicago, IL is $42.12, according to ZipRecruiter salary data. Most workers in this role earn between $19.33 and $71.59 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.

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.
What cities near Chicago, IL are hiring for Learning And Development Partner jobs? Cities near Chicago, IL with the most Learning And Development Partner job openings:
Learning And Development Partner jobs near you
Infographic showing various Learning And Development Partner job openings in Chicago, IL as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $87,611 per year, or $42.1 per hour.
Learning and Development Partner

Learning and Development Partner

HHAeXchange

Mundelein, IL • Hybrid

Full-time

Posted 29 days ago

Job description

HHAeXchange is the leading technology platform for home and community-based care. Founded in 2008, HHAeXchange was born out of an idea to create a fully comprehensive end-to-end homecare solution to help people who are aging or have disabilities thrive in their homes and communities. Our employees are passionate about transforming the healthcare space by building the only homecare ecosystem that fully connects patients, personal care providers, managed care organizations, and states.  

The Learning & Development Partner drives organization-wide learning strategy for HHAeXchange by curating, implementing, and measuring development programs that accelerate employee effectiveness at every career stage. This role takes an AI-first approach—leveraging artificial intelligence tools and existing high-quality content libraries rather than building curriculum from scratch—to deliver scalable, high-impact learning experiences across a fast-growing healthcare technology organization.

The L&D Partner owns three core pillars: general employee onboarding (partnering closely with the Customer Experience team to define where onboarding ends and revenue-focused Enablement begins), management and leadership development (including ownership of HHAeXchange’s management development program, LeadWell), and emerging development needs across the business. This role serves as the connective tissue between People & Culture and the CX/Enablement function, ensuring content is shared, approaches are aligned, and the employee experience is seamless from Day 1 through career progression.

This is a hybrid position, with an expectation to report to the NYC office 3 days/week (typically Tues/Wed/Thurs).  
 
To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily with or without reasonable accommodations.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Essential Job Duties

AI-Enabled Learning Strategy & Content Curation

  • Leverage AI tools (e.g., content generation, adaptive learning platforms, analytics) to curate, personalize, and scale learning programs across the organization rather than developing all content from scratch.
  • Continuously evaluate and integrate emerging AI capabilities, third-party content libraries, and digital learning platforms to maximize reach and minimize time-to-competency.
  • Build an internal framework for when to curate versus create, ensuring quality and brand alignment across all learning experiences.

General Onboarding

  • Own the enterprise-wide onboarding experience for all new hires, ensuring a consistent, engaging, and efficient first 90 days.
  • Partner with the Customer Experience/Enablement team to define clear handoff points: where general onboarding ends and role-specific Enablement begins for revenue-focused positions (Sales, Customer Success, Implementation).
  • Design and maintain shared onboarding content with CX/Enablement to eliminate duplication and ensure message consistency.
  • Measure onboarding effectiveness through time-to-productivity metrics, new hire satisfaction surveys, and manager feedback loops.

Management & Leadership Development

  • Own and evolve the LeadWell program—HHAeXchange’s management development initiative—ensuring it reflects current leadership skills and business priorities.
  • Design development pathways for new managers, experienced people leaders, and high-potential individual contributors preparing for leadership roles.
  • Facilitate learning sessions (live and virtual) and curate self-paced content to support continuous management growth.

Organizational Development & Stakeholder Partnership

  • Conduct learning needs analyses across departments and translate findings into targeted development plans and develop annual learning roadmaps that support organizational growth, leadership readiness and future skill requirements.
  • Partner with HRBPs and business leaders to identify workforce capability gaps and prioritize development initiatives aligned to business strategy.
  • Serve as the primary L&D liaison to the Customer Experience team, maintaining a regular cadence of alignment on content, priorities, and program calendars.  This includes quarterly planning cycles together to ensure content is shared and aligned. 
  • Partner with People & Culture leadership on talent assessment, succession planning support, and performance development initiatives.
  • Administer and optimize the Learning Management System (LMS), ensuring appropriate content assignment, compliance training integration, and reporting.
  • Establish and maintain measurement frameworks (engagement, completion, behavioral change, business impact) for all learning programs.

Career Development & Internal Mobility

  • Partner with the HRBPs and Talent Acquisition to develop scalable career development resources that help employees understand growth opportunities within HHAeXchange.
  • Partner with leaders and HRBPs to establish role-based development pathways.
  • Support internal mobility initiatives through curated learning journeys and development planning resources.
  • Promote a culture of continuous learning and career ownership.

Change Readiness & Organizational Adoption

  • Support organizational change initiatives through learning and adoption strategies.
  • Develop scalable approaches to reinforce behavior change and adoption.

 Upholding our Company Values

  • Embody and uphold our core values by delivering exceptional solutions (Achieve), succeeding together, powered by transparency and respect (Collaboration), Growing by being curious and always learning (Growth), focusing on our customers’ success (Support).
Other Job Duties
  • Other duties as assigned by supervisor or HHAeXchange leader.
Travel Requirements
  • Travel 10-25%, including overnight travel
Required Education, Experience, Certifications, and Skills
  • 7+ years of experience in Learning & Development, Organizational Development, or a related field within a technology or SaaS environment.
  • Demonstrated experience curating and scaling learning programs using third-party content, AI tools, and digital platforms (not solely building from scratch).
  • Demonstrated use of leveraging AI tools to develop and deploy meaningful learning programs effectively
  • Hands-on experience administering and configuring a Learning Management System (WorkRamp, Lessonly, Docebo, or similar).
  • Previous experience defining onboarding-to-enablement handoff models in organizations with dedicated Enablement teams on in team training capabilities.
  • Proven ability to design and facilitate management/leadership development programs.
  • Strong cross-functional partnership skills with the ability to influence without authority across People & Culture, CX/Enablement, and business leaders.
  • Excellent communication skills—written, verbal, and facilitation—with audiences at all organizational levels.
  • Ability to thrive in a fast-paced, autonomous environment with shifting priorities.
The base salary range for this US-based, full-time, and exempt position is $120,000 - $140,000, not including variable compensation. An employee’s exact starting salary will be based on various factors including but not limited to experience, education, training, merit, location, and the ability to exemplify the HHAeXchange core values.
 
This is a benefits-eligible position. HHAeXchange offers competitive health plans, paid time-off, company paid holidays, 401K retirement program with a Company elected match, including other company sponsored programs.
 
HHAeXchange is an equal-opportunity employer. The Company offers employment opportunities to all applicants and employees without regard to race, color, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, medical condition, marital status, veteran status, citizenship, genetic information, hairstyles, or any other status protected by local or federal law.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.