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Learning And Organizational Development Jobs in Portland, OR

Swinerton Incorporated

Regional Talent Partner

Portland, OR · On-site

$155K - $180K/yr

Partner with Learning & Development to identify capability gaps and deploy targeted development ... Experience leading organizational change and driving employee engagement initiatives. * Ability to ...

OCHIN

EPIC WILLOW LEARNING COACH

Portland, OR · On-site

... member organizations. This role provides expert support to healthcare clinics by evaluating ... development, and enhancement of learning programs, training content, lesson plans, and training ...

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All JobsLearning And Organizational Development JobsLearning And Organizational Development Jobs in Portland, OR

Learning And Organizational Development information

See Portland, OR salary details

$14

$43

$89

How much do learning and organizational development jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for learning and organizational development in Portland, OR is $43.36, according to ZipRecruiter salary data. Most workers in this role earn between $19.90 and $73.65 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Learning and Organizational Development professional?

To thrive in Learning and Organizational Development, you need expertise in adult learning principles, instructional design, talent management, and often a background in human resources or organizational psychology. Familiarity with Learning Management Systems (LMS), e-learning development tools, and certifications such as CPLP (Certified Professional in Learning and Performance) are commonly required. Strong communication, facilitation, and change management skills are essential soft skills that enable effective collaboration and influence across all organizational levels. These competencies are important because they drive employee growth, foster a positive workplace culture, and align learning initiatives with organizational objectives.

What are some common challenges faced by professionals in Learning and Organizational Development roles?

Professionals in Learning and Organizational Development often encounter challenges such as aligning training initiatives with overall business goals, gaining buy-in from leadership, and measuring the tangible impact of development programs. Navigating diverse learning needs across departments and adapting to rapidly changing technologies can also be demanding. Collaborating with various stakeholders, balancing strategic planning with day-to-day operational demands, and continuously updating content to remain relevant are key aspects of the role.

What is the difference between Learning And Organizational Development vs Training Specialist?

AspectLearning And Organizational DevelopmentTraining Specialist
Primary FocusStrategic development of learning programs and organizational growthDesigning and delivering specific training sessions
Work EnvironmentCorporate, HR departments, consulting firmsCorporate training departments, educational institutions
CredentialsOften requires degrees in HR, Organizational Development, or related fieldsTypically requires training certifications or related experience
Employer UsageUsed in organizations aiming for long-term development and culture changeUsed for skill-specific training and onboarding

Learning And Organizational Development focuses on strategic initiatives to enhance overall organizational effectiveness, while Training Specialists concentrate on delivering specific training programs. Both roles are essential but serve different purposes within a company's learning ecosystem.

How to become a learning and organizational development specialist?

To become a learning and organizational development specialist, typically a bachelor's degree in human resources, psychology, or related fields is required, often complemented by experience in training, talent development, or organizational consulting. Certifications such as the Certified Professional in Learning and Performance (CPLP) or SHRM-CP can enhance prospects, and strong skills in communication, analysis, and change management are essential. Gaining experience through internships or entry-level roles in HR or training helps build relevant expertise.

What is learning and organizational development?

Learning and organizational development (L&OD) is a field focused on improving an organization's effectiveness through employee training, leadership development, and strategic initiatives. Professionals in this area design programs, assess skills gaps, and implement change management processes to enhance overall performance.

What are popular job titles related to Learning And Organizational Development jobs in Portland, OR?

For Learning And Organizational Development jobs in Portland, OR, the most frequently searched job titles are:

What job categories do people searching Learning And Organizational Development jobs in Portland, OR look for?

The top searched job categories for Learning And Organizational Development jobs in Portland, OR are:

Learning And Organizational Development jobs near you
Infographic showing various Learning And Organizational Development job openings in Portland, OR as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $90,193 per year, or $43.4 per hour.

Regional Talent Partner

Swinerton Incorporated

Portland, OR • On-site

$155K - $180K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 29 days ago

Swinerton rating

8.5

Company rating: 8.5 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

Job description

Compensation Range
$155,000.00 - $180,000.00 Annual Salary
Job Description Summary:
The Regional Talent Performance Partner serves as a strategic advisor to regional and divisional executive leadership, driving organizational performance through the alignment of enterprise talent strategies with business objectives and priorities. This role partners with leaders to strengthen workforce planning, enhance leadership effectiveness, advance succession, and improve employee engagement all to ensure workforce readiness that meets current and future business needs.
Job Description:
Position Responsibilities and Duties
Primary duties for the Regional Talent Director will include:
  • Serve as the senior talent leader for the assigned region, aligning talent strategies with business objectives and workforce needs.
  • Partner with Regional, Divisional, SI, and Senior Leaders to drive organizational performance, leadership effectiveness, employee engagement, and workforce readiness.
  • Lead execution of the annual talent calendar and facilitate talent strategy discussions focused on workforce planning, succession planning, leadership development, engagement, organizational effectiveness, and talent mobility.
  • Lead, coach, and develop Talent Managers and Talent Engagement Managers within the region (as applicable).
  • Facilitate workforce planning processes, talent reviews, and succession planning to ensure strong leadership pipelines and organizational continuity.
  • Assess talent, performance, and engagement data to identify risks, development opportunities, and strategic workforce priorities.
  • Partner with leaders on current trends and KPIs to continuously evolve a go-forward strategy that aligns with the goals of division, region, and enterprise business. Educate leaders on talent-related trends and developments within and beyond the industry.
  • Partner with leaders to identify, develop, and accelerate high-potential talent and key successors.
  • Support onboarding and transition planning for leadership positions and critical roles.
  • Provide guidance on organizational design, team effectiveness, leadership alignment, and change management initiatives.
  • Partner with Talent Acquisition on hiring strategies, workforce forecasting, talent mobility, and major staffing initiatives.
  • Drive employee engagement and retention efforts through survey action planning, stay interviews, workforce insights, and culture initiatives.
  • Partner with Learning & Development to identify capability gaps and deploy targeted development solutions.
  • Provide strategic guidance on compensation considerations, market trends, and talent-related business decisions.
  • Consult on complex employee relations matters and partner with Centers of Expertise to ensure effective resolution and compliance.
  • Leverage talent metrics and workforce analytics to inform business decisions and measure organizational effectiveness.
  • Participate in regional and enterprise talent initiatives while serving as a trusted advisor to business leaders.
  • Perform other related duties as required.

Minimum Skills and Experience
  • Strong business acumen with the ability to align talent strategies to business objectives and operational priorities.
  • Demonstrated ability to influence and partner with senior leaders and executives.
  • Extensive knowledge of talent management, workforce planning, succession planning, organizational development, employee relations, compensation, leadership development, and talent acquisition.
  • Strong coaching, consulting, facilitation, and relationship-building skills.
  • Excellent analytical, communication, and problem-solving abilities.
  • Experience leading organizational change and driving employee engagement initiatives.
  • Ability to interpret employment laws, regulations, and company policies and provide practical guidance.
  • Proficiency with Microsoft Office Suite, HR systems, and workforce analytics tools.
  • Bachelor's degree or equivalent experience required.
  • Minimum of 8 years of progressive Talent, Human Resources, or Organizational Development experience.
  • Minimum of 3 years leading Talent or Human Resources professionals.

Summary of Benefits
This role is eligible for the following benefits: medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options.

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