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Learning And Development Jobs in London, OH (NOW HIRING)

ANS

Temp HRBP

Columbus, OH · On-site

Learning & development partnership : Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. * Payroll ...

Cscc

Director, Talent Development

Columbus, OH · On-site

This position provides oversight of learning delivery, external vendor partnerships, leadership development programs, and organizational learning metrics. The Director leads a team responsible for ...

ANS

HR Business Partner- Temp

Columbus, OH · On-site

$30 - $45/hr

Learning & development partnership : Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. * Payroll ...

Crowe LLP

Machine Learning Intern

Columbus, OH · On-site

$27 - $42/hr

Modeling Understanding how to frame business problems as data science problems Navigating the full data science lifecycle: research and exploration, development, deployment, support Using correct ...

Crowe LLP

Machine Learning Intern

Columbus, OH · On-site

$27 - $42/hr

Modeling Understanding how to frame business problems as data science problems Navigating the full data science lifecycle: research and exploration, development, deployment, support Using correct ...

Crowe LLP

Machine Learning Engineer

Columbus, OH · On-site

$62K - $100K/yr

Execute on the technical vision for development of AI solutions and delivery of AI features to ensure they are scalable and production-ready. * Refine user stories and define clear acceptance ...

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All JobsLearning And Development JobsLearning And Development Jobs in London, OH

Learning And Development information

See London, OH salary details

$13

$38

$79

How much do learning and development jobs pay per hour?

As of Aug 21, 2026, the average hourly pay for learning and development in London, OH is $38.77, according to ZipRecruiter salary data. Most workers in this role earn between $17.79 and $65.87 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 cities near London, OH are hiring for Learning And Development jobs?

Cities near London, OH with the most Learning And Development job openings:

Learning And Development jobs near you
Infographic showing various Learning And Development job openings in London, OH as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $80,635 per year, or $38.8 per hour.

Temp HRBP

ANS

Columbus, OH • On-site

Temporary

Re-posted 9 days ago

Job description

At ANS, we're not just a consulting engineering firm-we're a team of trailblazers shaping the future of multi-disciplinary engineering. We've been voted Best Places to Work, ranked in the Top 10 the Hottest Firm in the US by Zweig Reports, and in the Top 250 for the 2024 Inc. 5,000 for our 1,748% 3-Year Growth. Our team is dynamic, energetic, and allergic to bureaucracy in our goal to solve problems and get things done. We're data and metric driven, and we frequently question the "why" to build better processes.
 
Position Overview
ANS is seeking a versatile HR Business Partner (HRBP) to serve as a strategic partner to business leaders and a hands-on operator for core HR work.
What you'll do
  • Strategic HR partnership: Partner with senior leaders to translate business goals into people plans (org design, workforce planning, talent, engagement, retention). 
  • Manager enablement: Coach managers on leadership routines, feedback, performance management, and team health; build practical toolkits and operating rhythms. 
  • Employee relations & investigations: Lead complex ER cases with sound judgment, documentation, and consistency; advise on risk mitigation and compliance. 
  • Performance management: Drive performance cycles and calibration; support PIPs and improvement plans with clear expectations and measurable outcomes. 
  • Learning & development partnership: Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. 
  • Payroll partnership & processing support: Partner closely with Payroll/Finance to ensure accurate, timely payroll processing across employee groups (including field/project-based teams). Own/coordinate inputs (changes, approvals, audits), troubleshoot issues, and improve payroll-related workflows and controls. 
  • Change & integration support: Support M&A integration and change management (communications, manager alignment, policy harmonization, adoption tracking). 
  • Compensation & job architecture support: Partner on leveling, offers, internal equity, and market benchmarking; help leaders make consistent decisions. 
  • Talent & succession: Partner with Recruiting and LD&I to identify critical roles, succession risks, and development plans for technical leadership. 
  • Culture & engagement: Use data (attrition, engagement, performance, DEI signals) to identify trends and run targeted interventions. 
  • Policy & compliance: Ensure policies are practical and scalable; support training completion and compliance requirements across states and roles. 
  • Operational excellence: Improve HR processes, templates, and documentation; create simple dashboards and KPIs for leadership. 
What success looks like (first 6- 12 months)
  • Managers report clearer guidance, faster issue resolution, and stronger confidence handling people situations. 
  • Reduced regrettable attrition in priority groups; improved internal mobility and development planning. 
  • Consistent performance management practices across teams (timely feedback, documented expectations, fair outcomes). 
  • Payroll runs smoothly with strong controls, clear ownership, and fast resolution of employee questions. 
  • L&D programs see strong participation and measurable lift in manager capability. 
  • Smoother change adoption during growth and integration moments. 
  • Visible, trusted HRBP presence across offices and field/project teams. 
Requirements
  • 5+ progressive HR experience, including HRBP work supporting leaders in a fast-paced environment. 
  • Experience in professional services, engineering, construction, field operations, or project-based organizations strongly preferred. 
  • Proven strength in employee relations, performance management, coaching, and change management. 
  • Hands-on payroll experience: you've supported or processed payroll (or owned key inputs/approvals), understand payroll controls, and can partner effectively with Finance/Payroll vendors
  • Learning & development exposure: you've helped design, deliver, or operationalize training programs (manager training, onboarding, role-based learning) and can measure outcomes. 
  • Comfort operating at both strategic and hands-on levels (you can build the plan and run the play). 
  • Strong business acumen and ability to influence without authority. 
  • Data-informed approach (can define KPIs, interpret trends, and recommend actions). 
  • Excellent communication skills clear, inclusive, and practical. 
Nice to have
  • M&A integration experience (people-side diligence, harmonization, communications). 
  • Multi-state HR exposure and experience supporting distributed teams.
  • Experience supporting a blended workforce (office + field) and multiple pay types. 
Working style
  • Collaborative, low-ego partner who builds trust quickly. 
  • Comfortable with ambiguity and growth-stage change. 
  • Bias toward action, clarity, and follow-through. 
Location 
Flexible within the U.S. with periodic travel to offices/sites as needed. 
 
 
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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