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Learning And Development Jobs in Oregon (NOW HIRING)

Tonkean

Business Development Representative

OR · Remote

$1.0K/wk

Learning & Development : Stay updated on Tonkean's platform, industry trends, and competitors to effectively communicate the value of our solutions. ABOUT YOU * Bachelor's degree in business ...

Maps Credit Union

Operations Trainer

Salem, OR · Hybrid

$61K - $68K/yr

Reporting to the Manager of Learning & Development, the Operations Trainer primarily provides financial services-related training and support to Credit Union and branch staff by utilizing a blend of ...

Maps Credit Union

Operations Trainer

Salem, OR · Hybrid

$61K - $68K/yr

Reporting to the Manager of Learning & Development, the Operations Trainer primarily provides financial services-related training and support to Credit Union and branch staff by utilizing a blend of ...

OCHIN

EPIC LEARNING SPECIALIST

Portland, OR · On-site +1

Actively pursue professional development opportunities and model adaptive leadership, collaboration, and a culture of learning and service excellence * Other duties as assigned. Requirements

OCHIN

EPIC LEARNING CONSULTANT

Portland, OR · On-site +1

Lead in the design, development and implementation of Learning Experience curricula, including multi-day bootcamps, full and part day webinars, and autodidactic curricula. * Work intensively with ...

ASCENSUS

Sales Enablement Specialist

OR · Remote

$70/hr

Onboarding & Learning Development * Coordinates and supports structured programs designed to improve and accelerate associate readiness. * Partners with subject matter experts (SMEs) to develop ...

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Learning And Development information

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$14

$43

$88

How much do learning and development jobs pay per hour?

As of Jun 22, 2026, the average hourly pay for learning and development in Oregon is $43.23, according to ZipRecruiter salary data. Most workers in this role earn between $19.81 and $73.46 per hour, depending on experience, location, and employer.

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 a career in L&D?

A career in Learning and Development (L&D) involves designing, implementing, and managing training programs to improve employee skills and organizational performance. L&D professionals often work in corporate settings, using tools like Learning Management Systems (LMS) and may hold certifications such as CPLP or CPTD. The role requires strong communication, instructional design skills, and a focus on continuous learning.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in high demand as organizations prioritize employee training, skills development, and talent retention. The growth of e-learning platforms and corporate training programs has increased opportunities for L&D professionals with skills in instructional design, facilitation, and learning management systems.

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 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. These positions often require advanced skills in leadership, strategic planning, and industry expertise, along with relevant certifications and a track record of successful program implementation.

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.

What are jobs in learning and development?

Jobs in learning and development involve designing, implementing, and managing training programs to improve employee skills and knowledge. Common roles include training specialists, instructional designers, and learning managers, often requiring skills in curriculum development, communication, and familiarity with learning management systems (LMS).

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 most commonly searched types of Learning And Development jobs in Oregon? The most popular types of Learning And Development jobs in Oregon are:
What are popular job titles related to Learning And Development jobs in Oregon? For Learning And Development jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Learning And Development jobs in Oregon look for? The top searched job categories for Learning And Development jobs in Oregon are:
What cities in Oregon are hiring for Learning And Development jobs? Cities in Oregon with the most Learning And Development job openings:
Learning And Development jobs near you
Clinical Development Generalist (RN)

Clinical Development Generalist (RN)

Samaritan Health Services

Lebanon, OR

Other

Posted 12 days ago

Samaritan Health Services rating

7.3

Company rating: 7.3 out of 10

Based on 62 frontline employees who took The Breakroom Quiz

293rd of 875 rated healthcare providers

Job description

  • JOB SUMMARY/PURPOSE
    • In collaboration with clinical site(s), designs, plans, coordinates, implements, and evaluates clinical education programs to advance the Samaritan Health Services (SHS) healthcare teams' clinical practice at designated clinical site(s). Supports system processes at the site level for staff orientation, competency assessment and development, and ongoing education.
  • DEPARTMENT DESCRIPTION
    • The Learning & Development department supports the development of necessary skills, knowledge, and competency across the SHS workforce and throughout the healthcare professional's continuum of learning and development. The department cultivates a dynamic culture of continuous learning and professional growth, empowering SHS learners to deliver exceptional care and services through innovative learning programs and initiatives.
  • EXPERIENCE/EDUCATION/QUALIFICATIONS
    • Current unencumbered Oregon RN license required.
    • Baccalaureate Degree in Nursing (BSN) required.
    • Healthcare Provider BLS required.
    • Board certification in Nursing Professional Development required within three (3) years of hire.
    • If appropriate, ACLS, PALS, and/or other life support certifications applicable to clinical practice area required within six (6) months of hire.
    • Three (3) years of direct care nursing experience required.
    • Experience with Microsoft Office applications, including PowerPoint, preferred.
    • Education experience, including assessing, planning, implementing, facilitating, coordinating, and evaluating learning activities, programs, and projects preferred.
  • KNOWLEDGE/SKILLS/ABILITIES
    • Communication - Effective written and oral communication skills to explain complex issues, exchange information between team members, and tactfully discuss issues. Ability to perform group presentations and listen to and understand complex information and ideas.
    • Time Management - Ability to organize, plan and prioritize work to complete within required time frames and to follow-up on pending issues. Ability to perform multiple tasks simultaneously and thrive in dynamic fast-paced environments and under pressure.
    • Adaptability/Flexibility - Ability to respond quickly and appropriately to urgent situations and to adjust actions to offer the best possible solutions to our internal and external customers.
    • Computer Literacy - Knowledge of electronic equipment, computer hardware and software. Ability to learn new applications, enter data, and manipulate and process information.
    • Problem Solving - Ability to identify complex problems, review related information, employ creativity and alternative thinking to develop and evaluate options and implement solutions.
    • Compliance - Ability to evaluate information to determine compliance with laws, regulations, or standards. Use knowledge and judgment skills to determine whether events or processes comply.
  • PHYSICAL DEMANDS
    • Rarely
      (1 - 10% of the time)
      Occasionally
      (11 - 33% of the time)
      Frequently
      (34 - 66% of the time)
      Continually
      (67 - 100% of the time)
      CLIMB - STAIRS
      LIFT (Floor to Waist: 0"-36") 60 or more Lbs
      SQUAT Static (hold >30 sec)
      KNEEL (on knees)
      SIT
      LIFT (Floor to Waist: 0"-36") 20 - 40 Lbs
      LIFT (Knee to chest: 24"-54") 0 - 20 Lbs
      LIFT (Waist to Eye: up to 54") 0 - 20 Lbs
      LIFT (Overhead: 54" and above) 0 - 20 Lbs
      CARRY 1-handed, 0 - 20 pounds
      CARRY 2-handed, 20 - 40 pounds
      SQUAT Repetitive
      ROTATE TRUNK Sitting
      REACH - Upward
      PUSH (20 - 40 pounds force)
      PULL (20 - 40 pounds force)
      STAND
      WALK - LEVEL SURFACE
      LIFT (Floor to Waist: 0"-36") 0 - 20 Lbs
      CARRY 2-handed, 0 - 20 pounds
      BEND FORWARD at waist
      ROTATE TRUNK Standing
      REACH - Forward
      MANUAL DEXTERITY Hands/wrists
      FINGER DEXTERITY
      PINCH Fingers
      GRASP Hand/Fist
      PUSH (0-20 pounds force)
      PULL (0-20 pounds force)
      None specified

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