ZipRecruiter

Log In

1

Learning And Development Jobs in New York (NOW HIRING)

FanDuel

Learning and Development Senior Associate

New York, NY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Learning & Development Partner will manage multiple programs simultaneously, contribute to process improvements, and help ensure a seamless end-to-end learner journey. In addition to the specific ...

previous page

Showing results 41-60

All JobsLearning And Development JobsLearning And Development Jobs in New York

Learning And Development information

See New York salary details

$15

$44

$92

How much do learning and development jobs pay per hour?

As of Aug 17, 2026, the average hourly pay for learning and development in New York is $44.73, according to ZipRecruiter salary data. Most workers in this role earn between $20.53 and $76.01 per hour, depending on experience, location, and employer.

What is learning and development (L&D)?

Learning and development (L&D) refers to the process within organizations that focuses on improving employees’ skills, knowledge, and competencies. L&D involves designing, delivering, and evaluating training programs, workshops, and other educational activities to help employees perform better in their current roles and prepare for future responsibilities. The goal is to foster professional growth, enhance job satisfaction, and contribute to organizational success. L&D can include onboarding, technical training, leadership development, and ongoing education tailored to business needs.

How does a learning and development professional typically collaborate with other departments to identify training needs?

Learning and Development professionals often work closely with managers and team leads across various departments to assess skill gaps and align training initiatives with organizational goals. This collaboration usually involves conducting needs assessments, gathering feedback through surveys or interviews, and reviewing performance data to design targeted programs. Effective communication and relationship-building skills are essential, as L&D professionals must balance the needs of different teams while ensuring training solutions are practical and impactful.

What are the key skills and qualifications needed to thrive as a learning and development professional, and why are they important?

To thrive as a Learning and Development professional, you need expertise in instructional design, adult learning theory, and strong facilitation skills, often supported by a degree in education, human resources, or related fields. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or SHRM-CP is highly valuable. Excellent communication, creativity, and stakeholder management skills help professionals engage learners and drive organizational development. These competencies ensure effective training initiatives that support talent growth and align learning strategies with business goals.

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

AspectLearning And DevelopmentTraining Coordinator
CredentialsOften requires certifications in L&D, HR, or related fieldsTypically requires HR or administrative certifications
Work EnvironmentDesigning programs, strategic planning, working with managementOrganizing training sessions, scheduling, logistics
Employer & Industry UsageUsed across corporate, education, and nonprofit sectors for strategic growthCommon in corporate settings for operational training
Search & Comparison IntentFocuses on strategic development rolesFocuses on logistical and operational training roles

Learning And Development professionals focus on creating strategic training programs to enhance employee skills and organizational growth. Training Coordinators handle the logistics and administration of training sessions. While both roles support employee development, L&D is more strategic and design-oriented, whereas Training Coordinators focus on execution and logistics.

What is the work of learning and development?

Learning and Development professionals design, implement, and manage training programs to improve employee skills and knowledge. They assess organizational needs, create educational content, and evaluate training effectiveness to support workforce growth and performance.

What qualifications do you need to work in learning and development?

To work in learning and development, candidates typically need a bachelor's degree in education, human resources, or a related field. Relevant skills include strong communication, instructional design, and familiarity with learning management systems; certifications like CPLP or ATD can enhance prospects.

What are the most commonly searched types of Learning And Development jobs in New York?

The most popular types of Learning And Development jobs in New York are:

What are popular job titles related to Learning And Development jobs in New York?

For Learning And Development jobs in New York, the most frequently searched job titles are:

What job categories do people searching Learning And Development jobs in New York look for?

The top searched job categories for Learning And Development jobs in New York are:

What cities in New York are hiring for Learning And Development jobs?

Cities in New York with the most Learning And Development job openings:

Learning And Development jobs near you
Infographic showing various Learning And Development job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, 1% Temporary, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $93,045 per year, or $44.7 per hour.

Director, Commercial Learning & Development

Richemont

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 2 days ago

Richemont rating

7.9

Company rating: 7.9 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.
Role Overview
The Director of Commercial Learning and Development is a pivotal leadership role within Cartier North America's Learning & Development, and Transformation team (LDT). Reporting directly to the AVP LDT, this role is responsible for defining (with guidance from AVP), leading, and executing the strategic vision for the Commercial Learning and Development pillar in a deep partnership and collaboration with the Commercial Regional VPs. This pillar is dedicated to elevating the capabilities and performance of Cartier's entire commercial population across North America. The Director will lead a team, fostering their growth and ensuring the delivery of impactful learning solutions that drive commercial excellence and enhance the client experience. This leader will possess a strong commercial business acumen, be highly adept at leveraging data for strategic decision-making and measurement, and will spend significant time in the field to ensure personal deep understanding of the commercial environment, continuous upskilling and coaching of their field team, and supporting commercial success. This role requires a strategic leader who can identify gaps, spot trends, and then partner and ideate solutions with relevant counterparts within the team and across the organization, implement innovative learning solutions, and act as a commercial leader, understanding the nuances of a high-performance selling environment.
Responsibilities
Strategic Leadership & Vision:
  • Define, develop, and execute the overarching strategic vision and roadmap for Commercial Learning and Development across Cartier North America, aligning with global L&D strategies and commercial objectives.
  • Translate complex business challenges and opportunities into innovative and measurable learning and development strategies that drive tangible commercial outcomes.
  • Act as a key strategic team member, partnering with the members of the other three L&D team pillars (Instructional Design, Core Programing, Operations) to, proactively identify gaps, propose solutions, and contribute to the overall strategic direction of the department in alignment with the AVPs vision.

Data Savvy & Measurement Strategy:
  • Leverage advanced analytical skills to interpret complex commercial reporting and data, translating insights into actionable strategies for learning and development.
  • Proactively identify performance gaps and emerging trends through data analysis, informing strategic decisions on areas of focus for the Commercial L&D pillar.
  • Design, implement, and continuously refine a comprehensive measurement strategy to evaluate the effectiveness and return on investment (ROI) of all learning initiatives.

Team Leadership & Development:
  • Lead, mentor, and inspire a high-performing team of Commercial Learning and Development professionals located across North America.
  • Foster a culture of continuous learning, coaching, and development within the team, ensuring individual and collective growth.
  • Oversee the performance management, goal setting, and career development of direct reports, empowering them to achieve excellence and contribute to the pillar's strategic objectives.
  • Delegate effectively, providing clear direction and support to enable the team to execute on strategic priorities.

Commercial Learning:
  • Ensure approach and field team directly contribute to elevating selling skills, client experience, product knowledge, and leadership capabilities within a luxury commercial environment.
  • Reinforce behaviors and skillsets defined in Cartier curriculum.
  • Leverage deep commercial business knowledge and insights from the field as a resource to the Instructional Design team, to ensure learning solutions are relevant, practical, and impactful.
  • Drive the adoption and use of Cartier's Learner Experience Platform and other learning technologies to enhance the learning journey for the commercial population.

Stakeholder Engagement & Partnership:
  • Cultivate and maintain strong, collaborative relationships with key senior stakeholders, including Regional VPs, Boutique Directors, Human Resources Business Partners, and other commercial leaders across North America.
  • Serve as a Commercial Learning and Development liaison, proactively engaging with business partners to understand their needs, align on priorities, and co-create solutions.
  • Partner with cross-functional teams to ensure seamless integration of learning initiatives with broader business strategies, and handoff for reinforcement after in class is completed.
  • Present strategic insights, performance analyses, and recommendations to senior leadership, influencing decision-making and securing buy-in for Commercial L&D initiatives.

Field Presence & Commercial Acumen:
  • Dedicate approximately 70% of time to field activities, including spending time with direct reports, visiting boutiques (both with and without field teams), and engaging with regional leadership.
  • While in field, focusing on the development of Boutique Leadership as well as client facing population.
  • Act as a visible commercial leader, gaining firsthand understanding of the commercial selling environment, client interactions, and operational realities.
  • Utilize field insights to identify emerging trends, performance gaps, and opportunities, translating them into actionable learning strategies and recommendations for the AVP.

Qualifications
  • Minimum of 10 years of progressive experience in Learning & Development, with at least 5 years in a leadership role overseeing a team, preferably within a commercial or retail environment, or 8+ years as a commercial leader in a retail environment with strong experience in people development
  • Proven experience leading and developing a geographically dispersed team
  • Demonstrated depth of knowledge in a commercial selling environment, luxury retail a plus, with experience as a commercial leader highly preferred
  • Exceptional commercial business acumen with a deep understanding of sales drivers, client experience, and market dynamics.
  • Highly analytical and data-savvy, with a proven ability to read, interpret, and make strategic meaning of complex reporting and data to identify gaps, inform decisions, and measure impact.
  • Strong expertise in developing and implementing comprehensive measurement strategies for learning and development initiatives.
  • Strong experience with leveraging data and partnership with Data Analytics team
  • Strong leadership presence with the ability to inspire, influence, and motivate individuals and teams at all levels.
  • Excellent critical thinking skills, with a proactive approach to identifying challenges and developing innovative, results-focused solutions.
  • Superior interpersonal, communication, and presentation skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences, including senior executives.
  • Proven ability to build and maintain strong, trust-based relationships with internal and external stakeholders.
  • Highly collaborative, with a track record of successfully partnering with cross-functional teams to achieve shared objectives.
  • Bachelor's degree in a related field (e.g., Business, Human Resources, Education, Organizational Development); Master's degree preferred.
  • Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) as well as design tools like Canva, and comfort with utilizing AI, experience with Learning Management Systems (LMS)
  • Ability to accommodate travel (approximately 70%) across North America, including field visits to boutiques and regional offices.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.
We Offer
Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are also available. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.
At Richemont, We Craft the Future!
Expected Salary Range: $175,000-205,000
#Richemont #WeCraftTheFuture

What Richemont employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply