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Learning And Development Jobs in Clarksville, TN

TheIncLab

Senior Machine Learning Engineer

Nashville, TN · On-site

$100K - $138K/yr

Mentor junior engineers and guide best practices in ML development Stay current with emerging ML ... Strong understanding of machine learning theory and fundamentals * Model selection and evaluation

TheIncLab

Senior Machine Learning Engineer

Nashville, TN

$100K - $138K/yr

Mentor junior engineers and guide best practices in ML development Stay current with emerging ML ... Strong understanding of machine learning theory and fundamentals * Model selection and evaluation

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All JobsLearning And Development JobsLearning And Development Jobs in Clarksville, TN

Learning And Development information

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$12

$35

$73

How much do learning and development jobs pay per hour?

As of Aug 28, 2026, the average hourly pay for learning and development in Clarksville, TN is $35.55, according to ZipRecruiter salary data. Most workers in this role earn between $16.30 and $60.38 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 are the most commonly searched types of Learning And Development jobs in Clarksville, TN?

The most popular types of Learning And Development jobs in Clarksville, TN are:

What are popular job titles related to Learning And Development jobs in Clarksville, TN?

For Learning And Development jobs in Clarksville, TN, the most frequently searched job titles are:

What job categories do people searching Learning And Development jobs in Clarksville, TN look for?

The top searched job categories for Learning And Development jobs in Clarksville, TN are:

What cities near Clarksville, TN are hiring for Learning And Development jobs?

Cities near Clarksville, TN with the most Learning And Development job openings:

Learning And Development jobs near you
Infographic showing various Learning And Development job openings in Clarksville, TN as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $73,941 per year, or $35.5 per hour.

Senior Director, Learning and Development

Nashville, TN • On-site

National Veterinary Associates
Veterinary Services • 10K+ employees

5.8

Company rating: 5.8 out of 10

Based on 281 frontline employees who took The Breakroom Quiz

32nd of 52 rated veterinary

People enjoy working here

Learn more about National Veterinary Associatesexternal

Full-time

Posted 3 days ago

New

Job description

Job Location: Nashville, Tennessee

Job Summary:
The Senior Director, Learning & Development is accountable for NVA's Learning & 
Development function (non-clinical), setting and executing an integrated enterprise learning 
strategy that builds leadership, manager, team, and individual capabilities required to 
support the company's continued growth and performance. 

Operating across a network of more than 1,300 sites and a centralized support center, this 
leader will set direction for leadership and manager development, team effectiveness, all?learner development, and learning operations. 

This role requires an enterprise perspective, strong executive influence, and the ability to 
translate business and talent strategy into high-quality learning solutions, disciplined portfolio choices, and measurable outcomes across a geographically dispersed, operationally intensive organization.

Essential Job Responsibilities & Outcomes:
Lead the enterprise (non-clinical) Learning & Development strategy, roadmap, 
operating model, governance, and investment priorities, aligning the portfolio with 
business strategy, talent priorities, workforce needs, and the capabilities NVA 
requires to grow and perform.
Shape and steward the enterprise learning portfolio, establishing clear priorities, 
decision rights, quality standards, and regular portfolio reviews that scale high-value 
programs, improve underperforming offerings, and reduce duplication across the 
organization.
Build aleadership development architecture spanning new and newly promoted 
leaders, senior leaders, executives, and high-potential populations, with 
development experiences aligned to enterprise leadership expectations, succession 
priorities, and critical transitions.
Establish a scalable manager development approach for new, experienced, and 
newly promoted people managers, providing practical learning, tools, coaching 
practices, and reinforcement that strengthen people leadership, performance 
management, feedback, and team leadership.
Partner with Talent & Organizational Effectiveness to translate talent reviews, 
succession plans, performance insights, assessments, high-potential identification, 
and leadership competencies into differentiated development actions that 
strengthen readiness and bench strength.
Own the enterprise (non-clinical) learning portfolio from needs assessment through 
instructional design, content development, facilitation, blended delivery, 
performance support, and continuous improvement, with clear standards for quality, 
scalability, and learner relevance.
Define the learning technology and learner-experience strategy with People 
Operations/Technology and Clinical Learning, including LMS and platform 
governance, simplified learner access, data quality, reporting, field and mobile 
accessibility, and responsible use of emerging technology and AI.
Establish enterprise learning measurement and evaluation practices that assess 
reach, behavior change, team effectiveness, talent outcomes, time-to-proficiency, 
and business impact, using insights to strengthen portfolio and investment 
decisions.

Partner closely with Clinical Learning, People Business Partners, Culture & Engagement, 
business leaders, and field leadership to create a connected learning ecosystem (incl. 
onboarding content), clarify ownership across learning domains, and ensure enterprise 
solutions are practical for a distributed operating environment.

Success Metrics/KPIs:
Enterprise learning priorities and major leadership development milestones are 
delivered on time, within approved investment parameters, and at intended scale 
across priority learner populations.
Leadership capability improves through stronger application of leadership 
expectations, coaching, feedback, talent development, decision-making, and 
effective leadership transitions.
Manager capability improves through stronger people leadership, performance 
management, development conversations, team leadership, and consistent use of 
enterprise manager tools.
Reach and adoption increase through strong participation, completion, repeat 
engagement, self-directed learning utilization, and improved learner access, 
findability, relevance, and experience.

Key Internal and External Stakeholders:
Internal: Chief People Officer, People Leadership Team, executive and senior business 
leaders, Talent & Organizational Effectiveness, People Business Partners, Clinical/Medical 
Learning, Culture & Engagement, People Operations and People Technology, Internal 
Communications, hospital and field leadership, functional leaders, people managers, and 
team members.

External: Executive and leadership development partners; external coaches; assessment 
providers; LMS and learning-technology vendors; instructional-design/content partners; 
consultants; and specialized education/training providers.

Required Capabilities:
Enterprise L&D strategy and portfolio architecture, with the ability to translate 
business and talent priorities into scalable learning solutions and investment 
choices.
Deep leadership and manager development expertise, including adult learning, 
instructional design, blended and experiential learning, coaching, mentoring, 
facilitation, and team effectiveness.
Strong business and talent acumen, including the ability to connect learning with 
performance, succession, high-potential development, leadership competencies, 
and organizational capability needs.
Executive presence, strategic thinking, financial judgment, enterprise influence, 
change leadership, communication, team leadership, and innovation/AI fluency.

Experience:
10+ years of progressive experience in enterprise learning and development, 
leadership development, talent development, organizational development, or a 
related people capability function in a complex organization (health care and rapid 
growth setting is a plus).
Demonstrated experience building, scaling, or transforming an enterprise learning 
strategy, operating model, portfolio, and/or center of expertise with broad 
organizational reach.
Deep experience designing and leading leadership and manager development across 
multiple levels, including new leaders, experienced managers, senior leaders, 
executives, high-potential populations, and leadership transitions.
Experience advising and influencing senior executives and cross-functional leaders, 
diagnosing capability needs, and translating business and talent priorities into 
practical, scalable, measurable development solutions.
Demonstrated people leadership experience, including leading teams, setting 
priorities, allocating resources, managing budgets, and building capability through 
internal talent and external partners.

Education / Certifications / Licensing:
Bachelor's degree in Education, Human Resources, Organizational Development, 
Industrial / Organizational Psychology, People Strategy, Talent Management, or a related 
field; equivalent experience may be considered.
Master's degree in Education, Organizational Development, Business Administration, 
Industrial / Organizational Psychology, People Strategy, or related field is preferred.
Job requirements, including essential job responsibilities, key deliverables and 
outcomes, and success metrics, all subject to change based on business needs

Compensation: 
FLSA Status: Exempt, Salaried
Base Salary: $200,000-225,000
Annual Incentive Plan: 30%
Equity Eligible
National Veterinary Associates logo

About National Veterinary Associates

Sourced by ZipRecruiter

National Veterinary Associates, based in Agoura Hills, CA, US, is a leading provider in the veterinary healthcare industry. Established in 1996, it operates independently owned veterinary practices across the United States, Canada, Australia, and New Zealand. With a passion for pet health, National Veterinary Associates supports over 1000 veterinary hospitals and pet resort entities. Though their website, nva.com, doesn't explicitly describe their mission, it is evident that their aim is to empower veterinarians with the resources they need to provide high-quality, compassionate pet care services. They have made remarkable strides in advancing veterinary medicine, which is a testament to their industry influence and commitment.

Industry

Veterinary services

Company size

10,000+ Employees

Headquarters location

Agoura Hills, CA, US

Year founded

1996

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