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Learning And Development Jobs in Carmichael, CA (NOW HIRING)

Golden1

Learning Professional I

Sacramento, CA · On-site

$70.40 - $78/hr

Learning Professional I Status: Exempt Reports to: Supervisor - Business Unit Enablement Department ... Leadership and Organizational Development Job Code: 11552 Pay Range: $70,400.00 - $78,000.00 ...

New

Serene Health

Learning Specialist

Sacramento, CA · On-site

Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ensure learning content remains accurate and relevant. * Analyze learner feedback ...

Serene Health

Learning Specialist

Sacramento, CA · On-site

Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ensure learning content remains accurate and relevant. * Analyze learner feedback ...

Serene Health

Learning Specialist

Sacramento, CA · On-site

Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ensure learning content remains accurate and relevant. * Analyze learner feedback ...

Collabera Digital

Learning Specialist

Sacramento, CA · On-site

$70K - $79K/yr

Design, facilitate, and maintain onboarding and Learning Path development sessions and content in various mediums (virtual and in-person live as well as via our Learning Management System)

BPM LLP

Assurance Intern (January 2027)

Sacramento, CA

$30 - $35/hr

You will receive comprehensive Assurance training from our Learning & Development team and key Assurance leaders who will teach you how to analyze financial statements and related disclosures to ...

BPM LLP

Assurance Intern (January 2027)

Sacramento, CA · On-site

$30 - $35/hr

You will receive comprehensive Assurance training from our Learning & Development team and key Assurance leaders who will teach you how to analyze financial statements and related disclosures to ...

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Learning And Development information

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$15

$44

$91

How much do learning and development jobs pay per hour?

As of Sep 3, 2026, the average hourly pay for learning and development in Carmichael, CA is $44.44, 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 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 a career in learning and development?

A career in learning and development involves designing, implementing, and managing training programs to improve employee skills and organizational performance. Professionals in this field often work as trainers, instructional designers, or L&D specialists, utilizing tools like learning management systems and requiring strong communication and assessment skills.

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 (LMS); certifications like CPLP or ATD can enhance prospects.

What job categories do people searching Learning And Development jobs in Carmichael, CA look for?

The top searched job categories for Learning And Development jobs in Carmichael, CA are:

What cities near Carmichael, CA are hiring for Learning And Development jobs?

Cities near Carmichael, CA with the most Learning And Development job openings:

Learning And Development jobs near you
Infographic showing various Learning And Development job openings in Carmichael, CA as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $92,426 per year, or $44.4 per hour.

Regional Learning & Development Manager

McCarthy Building Companies, Inc.

Sacramento, CA • On-site

Full-time

Re-posted 10 days ago

McCarthy Building Companies rating

8.0

Company rating: 8.0 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

Job description

POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs-spanning leadership development, performance, and succession-are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
  • Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
  • Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions
  • Use talent review and business insights to identify development needs and translate into actions that address those needs.
  • Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
  • Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption
  • Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
  • Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
  • Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support
  • Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
  • Partner with change management resources and reinforce the organization's change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
  • Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support
  • Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
  • Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
  • Drive analysis of workforce knowledge and skills required to deliver on the organization's strategy and adjust capability plans accordingly.
  • Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
  • Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
  • Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
  • Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.

QUALIFICATIONS
  • Bachelor's degree in Business Administration, Human Resources, Education, or related field preferred.
  • Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
  • Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
  • Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
  • Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
  • Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
  • Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 - $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy's Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.

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About McCarthy Building

Sourced by ZipRecruiter

McCarthy Building, headquartered in Saint Louis, MO, US, is a leading construction company primarily offering general contracting, design-build and construction management services throughout the United States. Its prominent industry presence can be explored in detail on its official website, mccarthy.com. Founded in 1864, the company has built a robust legacy marked by significant contributions to the U.S. construction industry. McCarthy Building engages a broad range of sectors, including healthcare, education, commercial, renewable energy, and advanced technology.

Industry

Construction

Company size

1,001 - 5,000 Employees

Headquarters location

Saint Louis, MO, US

Year founded

1864

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