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Learning And Development Jobs in Saint Joseph, MI

Kinexus Group

Intern - JMG Pathways

Benton Harbor, MI · On-site

$14.25 - $19/hr

... a cutting-edge community development organization with growing initiatives to create an ... learning opportunities for youth throughout the region. WHAT WE EXPECT FROM YOU : Youth Engagement ...

Kinexus Group

Intern - JMG Pathways

Benton Harbor, MI · On-site

$14.25 - $19/hr

... a cutting-edge community development organization with growing initiatives to create an ... learning opportunities for youth throughout the region. WHAT WE EXPECT FROM YOU : Youth Engagement ...

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All JobsLearning And Development JobsLearning And Development Jobs in Saint Joseph, MI

Learning And Development information

See Saint Joseph, MI salary details

$13

$38

$79

How much do learning and development jobs pay per hour?

As of Aug 13, 2026, the average hourly pay for learning and development in Saint Joseph, MI is $38.60, according to ZipRecruiter salary data. Most workers in this role earn between $17.69 and $65.58 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 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; certifications like CPLP or ATD can enhance prospects.

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 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 cities near Saint Joseph, MI are hiring for Learning And Development jobs? Cities near Saint Joseph, MI with the most Learning And Development job openings:
Learning And Development jobs near you
Infographic showing various Learning And Development job openings in Saint Joseph, MI as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $80,292 per year, or $38.6 per hour.

Training and Development Coordinator

Korhorn Financial Group Inc

Edwardsburg, MI • On-site

Full-time

Re-posted 20 days ago

Job description

Training & Development Coordinator

Department: Corporate Support

Reports To: Integrator and Director of Human Resources


Position Mission Statement

To support the firm’s continued growth by designing, implementing, and maintaining structured, scalable training and development systems that help all team members understand expectations, build confidence in their roles, and consistently perform at a high level. This role partners with Subject Matter Experts (SMEs), leaders, and Human Resources to ensure onboarding, training, and development efforts are consistent, effective, and aligned with firm standards.


Responsibilities and Tasks

Firmwide Training & Onboarding

  • Develop, implement, and maintain a firmwide Universal Training program that teaches the processes, procedures, policies, standards, systems, and expectations all team members should understand regardless of department or role (e.g., firm operating practices, technology stack, CRM usage, documentation standards, communication expectations, and professionalism).
  • Develop and implement a structured onboarding and orientation process for new team members, including a defined initial onboarding period and coordinated exposure to firmwide systems and tools.
  • Develop and implement a Re‑Orientation process for existing team members to reinforce firm standards, introduce changes, and support continued growth.
  • Maintain a firmwide Training & Development calendar to coordinate onboarding, required trainings, role‑based learning, and development initiatives across all departments.


Departmental and Role‑Specific Training

  • Develop and implement Basic Training programs that teach the processes, procedures, policies, standards, vocabulary, and SOPs unique to each department or team.
  • Develop and implement Advanced Individualized Training programs for specialized roles and designated backup roles.
  • Partner with Department Leaders to ensure training materials reflect current workflows and expectations.
  • Establish and maintain shared firm vocabulary and documentation standards to improve clarity and cross‑department collaboration.


Training Structure, Delivery, and Accountability

  • Identify, organize, and support a network of Subject Matter Experts (SMEs) or training specialists who assist with developing and delivering role‑specific training content.
  • Lead, manage, and hold accountable (LMA) training contributors responsible for delivering assigned training components.
  • Work with Hiring Managers to create role‑based 2–3 week training schedules for each new team member.
  • Partner with Hiring Managers and Human Resources to develop and implement 30‑day, 60‑day, and 90‑day training and performance review frameworks, including defined learning milestones and expectations.
  • Design and maintain 90‑day training roadmaps for roles, outlining required systems, SOPs, skills, and performance expectations.


Evaluation, Development, and Continuous Improvement

  • Evaluate the effectiveness of training and development programs and make adjustments to improve learning outcomes and consistency.
  • Collaborate with leadership to identify skill gaps and develop targeted training or development plans.
  • Partner with Department Leaders to select and coordinate individual assessments (e.g., Working Genius, skills assessments) for new and existing team members.
  • Foster a culture of continuous learning and professional development across the organization.


Leadership, Team, and Firm Development Initiatives

  • Partner with the Integrator to plan and implement Team Days, firmwide development activities, and other team engagement initiatives.
  • Assist with planning and implementing Leadership Development Retreats (LDRs) and similar leadership development efforts.
  • Create and lead a team of facilitators for company book studies and development programs.
  • Work with HR, Department Leaders and the Internship Supervisor to build and maintain a firmwide Internship Program as a recruiting and development pipeline.
  • Partner with the Director of Human Resources and Department Leaders to support intern‑to‑full‑time transition planning.


Compliance, Systems, and Support

  • Stay current with industry trends and best practices in training and development.
  • Ensure training practices align with the firm’s cybersecurity, compliance, and documentation requirements.
  • Maintain training tools, materials, and documentation systems.
  • [Backup Role] Assist Human Resources with early‑stage candidate screening as needed to support hiring and onboarding alignment.


Required Skills and Abilities

  • Excellent verbal and written communication skills.
  • Strong organizational skills and attention to detail.
  • Ability to learn complex systems, processes, and procedures and translate them into clear training materials.
  • Understanding of adult learning principles, instructional design, and training methodologies.
  • Strong interpersonal skills with the ability to collaborate across departments and levels.
  • Proactive, self‑directed, and comfortable taking initiative.
  • Excellent time management skills with the ability to manage multiple priorities and deadlines.
  • Proficiency with Microsoft Office Suite or related software.
  • Proficiency with Microsoft Teams, Zoom, or similar video conferencing tools.

Education and Experience

  • Bachelor’s degree in Business, Organizational Development, Education, or a related field preferred, or equivalent work experience.
  • Three to five years of experience leading or supporting training and development initiatives required.
  • Three to five years of experience working with teams, processes, or operational documentation required.


Physical Requirements

  • Prolonged periods of sitting at a desk and working on a computer.
  • Ability to stand and present to groups for extended periods of time.
  • Ability to drive between office locations for meetings as needed.