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Learning And Development Partner Jobs in Littleton, CO

Amazon

Learning Area Manager

Aurora, CO · On-site

The Learning Manager actively manages a team of training specialists including their development ... By partnering with operations, building support teams, Senior Leadership and external customers ...

DaVita, Inc.

Director, Learning Technology

Denver, CO · On-site +1

... leadership development, and an expanding ecosystem of experience, workflow, and AI-enabled ... Partner at the Executive Level: Serve as the trusted technology voice for VP- and C-level sponsors ...

Nationalindemnity

Business Development Manager

Denver, CO · Hybrid

$70K - $90K/yr

Routinely visits assigned agency partners or conducts virtual agency visits via the phone or ... Learning & Development program for employees to grow personally and professionally, 100% upfront ...

Loenbro

Executive Assistant

Westminster, CO · On-site

... Learning & Development. This role is responsible for managing complex calendars, coordinating ... partners, maintaining confidentiality while prioritizing competing demands. Success in this role ...

Loenbro

Executive Assistant

Westminster, CO · On-site

... Learning & Development. This role is responsible for managing complex calendars, coordinating ... partners, maintaining confidentiality while prioritizing competing demands. Success in this role ...

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All JobsLearning And Development Partner JobsLearning And Development Partner Jobs in Littleton, CO

Learning And Development Partner information

See Littleton, CO salary details

$13

$40

$82

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

As of Aug 23, 2026, the average hourly pay for learning and development partner in Littleton, CO is $40.12, according to ZipRecruiter salary data. Most workers in this role earn between $18.41 and $68.17 per hour, depending on experience, location, and employer.

What is a learning and development partner?

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.

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 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 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.

Learning And Development Partner jobs near you
Infographic showing various Learning And Development Partner job openings in Littleton, CO as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $85,189 per year, or $41 per hour.

Director of Training & Development

FullSpeed Automotive

Greenwood Village, CO • On-site

$120K - $140K/yr

Other

Posted 15 days ago

Job description

DIRECTOR OF TRAINING AND DEVELOPMENT
Corporate & Franchise Operations
Department
Human Resources / Learning & Development
Reports To
Chief People Officer
FLSA Status
Exempt, Full-Time
Location
Based in Denver, CO with regular travel to corporate-owned and franchise locations
POSITION SUMMARY
The Director of Training and Development is responsible for designing, implementing, and continuously improving learning and development programs across FullSpeed Automotive's entire footprint - both corporate-owned service centers and independently owned franchise locations. This role builds a unified training strategy that strengthens technical skill, guest experience, leadership capability, and brand consistency across all channels, while recognizing the distinct needs, incentive structures, and operating models of company-owned versus franchised locations. The Director partners closely with Operations, Franchise Development, Human Resources, and brand leadership to ensure every center - regardless of ownership - delivers a consistent, high-quality customer and employee experience.
KEY RESPONSIBILITIES
Corporate-Owned Center Initiatives
  • Design and deliver onboarding, technical certification, and career-pathing programs for Center Managers, District Managers, and technicians across all corporate-owned locations.
  • Own the training curriculum supporting company performance metrics, including guest experience score improvement, service quality standards, and safety/compliance training.
  • Partner with Regional Vice Presidents and District Managers to identify skill gaps and deploy targeted coaching, refresher training, and leadership development programs.
  • Build and manage a Learning Management System (LMS) strategy including content development, tracking, and completion reporting for all corporate employees.
  • Develop leadership bench-strength programs to support the talent upgrade and staffing goals tied to company bonus plans and succession planning.

Franchise-Facing Initiatives
  • Develop a scalable training curriculum and certification pathway that franchise owners and their staff can adopt to maintain brand and service standards.
  • Partner with the Franchise Development and Franchise Operations teams to build new-owner onboarding programs, including brand standards, systems training, and operational best practices.
  • Create franchise-facing toolkits, train-the-trainer programs, and self-service learning resources that respect franchisees' independent business operations while protecting brand consistency.
  • Support franchise conferences, regional workshops, and annual conventions with training content and facilitation.
  • Establish feedback loops with the Franchise Advisory Council to continuously refine training content based on field input and franchisee needs.

Cross-Functional & Strategic
  • Establish training KPIs and reporting to measure program effectiveness, completion rates, and impact on business results (EBITDA, guest experience, retention) across both channels.
  • Manage the training department budget, including vendor relationships, content licensing, and third-party facilitators.
  • Build and lead a team of regional trainers and instructional designers who support both corporate and franchise audiences.
  • Stay current on automotive service industry trends, adult learning best practices, and instructional technology to keep FullSpeed's training programs competitive and effective.
  • Ensure all training content reflects current safety, regulatory, and brand compliance requirements.

QUALIFICATIONS
  • Education: Bachelor's degree in Human Resources, Organizational Development, Business, or related field; Master's degree preferred.
  • Experience: 7+ years of progressive experience in training and development, with at least 3 years managing programs across multiple business units, regions, or franchise systems.
  • Industry Background: Prior experience in a multi-unit retail, automotive service, franchise, or hospitality environment strongly preferred.
  • Franchise Acumen: Demonstrated ability to design training for two distinct audiences - direct employees and independent business owners - while maintaining consistent brand standards.
  • Skills: Strong facilitation, instructional design, and LMS administration skills; proficiency with virtual and in-person training delivery.
  • Travel: Ability to travel up to 30-50% to corporate and franchise locations, including regional workshops and the annual franchise convention.
  • Physical Requirements: This position requires the ability to remain stationary while working on a computer and communicating via phone, video conferencing, and email, as well as move throughout office and automotive service center environments during site visits, training sessions, and meetings, with or without reasonable accommodations. Additionally, this position requires the ability to carry, move, or transport training materials and equipment weighing up to 25 pounds, with or without reasonable accommodations.

WHAT SUCCESS LOOKS LIKE
  • Consistent brand and service standards across corporate-owned and franchise locations, measurable through guest experience scores and mystery shop results.
  • Improved time-to-productivity for new hires and new franchise owners through structured onboarding programs.
  • Strong adoption rates of training content and certification programs across both corporate and franchise audiences.
  • A pipeline of well-trained District Managers and Center Managers ready to step into leadership roles, supporting company talent and staffing goals.

Compensation ranges from $120k-140k + bonus based on qualifications, experience, and performance.
Applications will be reviewed as they are received. The anticipated application deadline is August 14, 2026; however, the Company reserves the right to close the posting earlier or extend the deadline based on business needs.
This job description is intended to describe the general nature and level of work being performed. It is not an exhaustive list of all responsibilities, duties, and skills required. FullSpeed Automotive reserves the right to amend this description at any time.
FullSpeed Automotive is an Equal Opportunity Employer committed to fostering an inclusive workplace where all employees and applicants are treated with respect and fairness. We do not discriminate on the basis of any characteristic protected by applicable federal, state, or local law.

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