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Learning And Development Jobs in Greeley, CO (NOW HIRING)

Colorado State University

Video Editor

Fort Collins, CO · On-site +1

As a creative partner within the learning development process, the Video Editor contributes to CSU's mission by transforming educational content into engaging visual experiences. This collaborative ...

Fellowship of Christian Athletes

Intern

Greeley, CO · On-site

$14.50 - $19.25/hr

FCA Interns are collegiate volunteers who engage through FCA in a learning and developmental ministry experience during a summer or a semester. Interns who are serving through FCA are not employees ...

Fellowship of Christian Athletes

Intern

Loveland, CO · On-site

$15.50 - $20.50/hr

FCA Interns are collegiate volunteers who engage through FCA in a learning and developmental ministry experience during a summer or a semester. Interns who are serving through FCA are not employees ...

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All JobsLearning And Development JobsLearning And Development Jobs in Greeley, CO

Learning And Development information

See Greeley, CO salary details

$13

$39

$80

How much do learning and development jobs pay per hour?

As of Jul 28, 2026, the average hourly pay for learning and development in Greeley, CO is $39.29, according to ZipRecruiter salary data. Most workers in this role earn between $18.03 and $66.73 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 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 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 most commonly searched types of Learning And Development jobs in Greeley, CO? The most popular types of Learning And Development jobs in Greeley, CO are:
What are popular job titles related to Learning And Development jobs in Greeley, CO? For Learning And Development jobs in Greeley, CO, the most frequently searched job titles are:
What job categories do people searching Learning And Development jobs in Greeley, CO look for? The top searched job categories for Learning And Development jobs in Greeley, CO are:
What cities near Greeley, CO are hiring for Learning And Development jobs? Cities near Greeley, CO with the most Learning And Development job openings:
Learning And Development jobs near you
Infographic showing various Learning And Development job openings in Greeley, CO as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 21% Part Time, and 4% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $81,717 per year, or $39.3 per hour.
Director, Learning and Organizational Development

Director, Learning and Organizational Development

Woodward, Inc.

Fort Collins, CO • On-site

Full-time

Posted 4 days ago

Woodward Inc. rating

8.4

Company rating: 8.4 out of 10

Based on 67 frontline employees who took The Breakroom Quiz

98th of 486 rated machine equipment manufacturers

Job description

Key Responsibilities:
  • Govern and execute the enterprise strategy for learning, leadership development, and organizational effectiveness, ensuring capability-building priorities are aligned with business strategy, workforce needs, and future growth.
  • Lead and develop a team of learning and organizational development professionals, establishing clear priorities, building organizational capability, fostering collaboration and innovation, and ensuring delivery of high-impact programs and solutions that advance enterprise talent, leadership, and business objectives.
  • Lead organizational effectiveness, change leadership, and workforce capability initiatives that support enterprise priorities, strengthen organizational readiness, improve team and leadership performance, build talent pipelines, and deliver measurable business impact.
  • Lead the design, implementation, and continuous evolution of learning, talent, and organizational development solutions across global teams, leveraging emerging technologies, AI-driven learning, analytics, digital platforms, assessments, and innovative methodologies to improve effectiveness, scalability, and business impact.
  • Oversee execution of talent development processes including enterprise talent review, succession planning, leadership pipeline development, and internal mobility processes, ensuring those processes translate into measurable actions that strengthen readiness for critical roles and build a durable leadership pipeline.
  • Provide strategic and operational oversight for rotational, early career, accelerated development, and targeted capability-building programs that develop critical skills and feed the future talent pipeline.
  • Own leadership development below the executive level, including mentoring, coaching, assessments, manager capability, and clear development pathways that help leaders grow their teams and improve business performance.
  • Establish and govern the enterprise learning and talent development operating model, including standards, processes, technology platforms, measurement frameworks, and cross-functional partnerships, ensuring development investments are aligned, scalable, effective, and deliver measurable business impact.
  • Manage the Learning & Organizational Development budget, vendor relationships, resource allocation, and investment decisions, ensuring development spend is aligned to enterprise priorities and delivers measurable value.

Key Skills:
  • Strategic Thinking: Develops and implements long-term plans, aligning learning programs with strategic business goals (Highest Level).
  • Leadership and People Management: Directs multiple teams and managers, ensuring alignment across functions to achieve large-scale organizational learning initiatives.
  • Data Analytics and Learning Impact: Uses advanced data to measure learning success, making strategic improvements based on findings.
  • Budget management: Manages complex budget and resource distribution, making adjustments based on evolving business needs.
  • Innovation in Learning Technologies: Leads integration of cutting-edge tools (AI, VR) into learning programs to enhance delivery and scalability. Proficiency in relevant software programs and platforms, such as learning management systems, to manage training programs and analyze data.
  • Collaboration and Influence: Partners with organization leadership to shape strategy, drive buy-in for learning initiatives across the business.
  • Complex Problem-Solving: Solves highly complex issues, ensuring solutions align with both immediate and long-term business needs.
  • Global Learning Strategy: Oversees learning strategies across multiple global locations, ensuring cultural adaptability and relevance.
  • Learning Governance: Establishes frameworks for learning content governance, quality assurance, and compliance across the enterprise.
  • Communication skills: Exceptional communication skills, both written and verbal, to effectively convey information to employees and stakeholders about learning strategies and programs outcomes to leadership, partners, and global stakeholders.

Other Qualifications:
  • Track record leading enterprise learning, leadership development, talent, or organizational development initiatives, including the design, implementation, and continuous improvement of scalable development solutions.
  • Experience leading teams, managers, and cross-functional resources to deliver enterprise-wide programs, change initiatives, and organizational effectiveness outcomes.
  • Strong consulting, facilitation, change leadership, communication, partnership, and stakeholder management skills, with the ability to collaborate across HR COEs, business leadership, and external partners to strengthen workforce capability and business performance.
  • Ability to translate business needs into scalable, data-informed development strategies that improve leadership readiness, talent pipelines, workforce capability, and business outcomes.
  • Experience managing budgets, vendor relationships, governance processes, and resource allocation decisions to maximize organizational value and return on investment.
  • Bachelor's degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field.

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