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Learning Design Jobs in Florida (NOW HIRING)

Current

Senior Director, Learning & Development

Tampa, FL · On-site

$187K - $225K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

Lead the design and delivery of flagship leadership and business development programs, including university and external academic partnerships. * Build next-generation partner readiness, ensuring the ...

Protiviti

Specialized Learning Leader - Curriculum

Tampa, FL

$92K - $137K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

As a Specialized Learning Leader,you will lead the design, development, and continuous improvement of assigned learning curricula and support broader learning portfolio initiatives. You will partner ...

Roberthalf

Specialized Learning Leader - Curriculum

Tampa, FL

$92K - $137K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

As a Specialized Learning Leader,you will lead the design, development, and continuous improvement of assigned learning curricula and support broader learning portfolio initiatives. You will partner ...

Virgin Voyages

Instructional Designer

Plantation, FL · On-site

$64K - $87K/yr

Design learning journeys aligned to business goals, performance outcomes, and adult learning principles * Apply data, feedback, and evaluation results to continuously improve learning effectiveness ...

V Cruises US

Instructional Designer

Plantation, FL · On-site

$64K - $87K/yr

Design learning journeys aligned to business goals, performance outcomes, and adult learning principles * Apply data, feedback, and evaluation results to continuously improve learning effectiveness ...

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Learning Design information

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How much do learning design jobs pay per hour?

As of Aug 18, 2026, the average hourly pay for learning design in Florida is $30.41, according to ZipRecruiter salary data. Most workers in this role earn between $22.12 and $39.52 per hour, depending on experience, location, and employer.

What is learning design?

Learning design is the process of planning, structuring, and creating educational experiences to help learners achieve specific outcomes. It involves analyzing learners' needs, defining objectives, developing instructional materials, and selecting appropriate teaching methods and technologies. Learning designers collaborate with subject matter experts and use evidence-based strategies to ensure content is engaging, accessible, and effective. Their work can be applied in schools, universities, corporate training, and online education environments.

What are the key skills and qualifications needed to thrive as a learning designer, and why are they important?

To thrive as a Learning Designer, you need expertise in instructional design principles, curriculum development, and adult learning theories, often supported by a degree in education or instructional design. Familiarity with e-learning authoring tools (such as Articulate Storyline or Adobe Captivate), learning management systems (LMS), and sometimes certifications like CPLP or ATD are common requirements. Strong communication, creativity, and collaboration skills enable you to translate complex content into engaging learning experiences and work effectively with subject matter experts. These capabilities are critical for designing impactful educational programs that drive learner engagement and measurable outcomes.

What are some common challenges learning designers face when collaborating with subject matter experts?

Learning Designers often work closely with subject matter experts (SMEs) to develop effective educational materials. A frequent challenge is balancing the SME's in-depth knowledge with the need to present information in a clear, engaging, and accessible way for learners. Differences in communication styles or expectations can occur, so strong interpersonal skills and the ability to translate complex content into learner-friendly formats are essential. Building trust and maintaining open, respectful communication helps ensure successful collaboration and high-quality learning experiences.

What is the difference between Learning Design vs Instructional Designer?

AspectLearning DesignInstructional Designer
CredentialsTypically requires a degree in education, instructional design, or related fieldsOften requires similar degrees and certifications in instructional design or education technology
Work EnvironmentDesigns learning experiences across various platforms, including e-learning, classroom, and blended formatsDevelops instructional materials and courses, often collaborating with subject matter experts
Industry UsageUsed broadly in education, corporate training, and e-learning sectorsCommonly used in corporate training, higher education, and e-learning industries

Learning Design and Instructional Designer roles overlap significantly, focusing on creating effective learning experiences. Learning Design often emphasizes the overall planning and structure of learning programs, while Instructional Designers focus more on developing specific instructional materials. Both roles require similar qualifications and are integral to education and training sectors.

Are learning designers in demand?

Learning designers are in increasing demand as organizations focus on effective training and e-learning solutions. They utilize skills in instructional design, curriculum development, and tools like Articulate or Adobe Captivate, often requiring relevant certifications. The role is expected to grow with the expansion of online education and corporate training programs.

How do you become a learning designer?

To become a learning designer, typically one needs a bachelor's degree in education, instructional design, or a related field, along with experience in curriculum development and familiarity with e-learning tools like Articulate or Adobe Captivate. Gaining certifications such as the Certified Professional in Learning and Performance (CPLP) can also enhance job prospects. Building a portfolio of instructional projects and staying updated on educational technology are important steps in the career path.

What are the most commonly searched types of Learning Design jobs in Florida?

The most popular types of Learning Design jobs in Florida are:

What cities in Florida are hiring for Learning Design jobs?

Cities in Florida with the most Learning Design job openings:

Learning Design jobs near you
Infographic showing various Learning Design job openings in Florida as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 22% Part Time, and 1% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $63,257 per year, or $30.4 per hour.

Senior Director, Learning & Development

Crete Professionals Alliance

Tampa, FL • On-site

$187K - $225K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 12 days ago

Job description

About the Company
At Current, everything starts with people. We believe that when you invest in talent through opportunity, development, and support, you unlock growth for individuals, firms, and clients alike. That's why we've built a platform designed to give our people access to more: more learning, more collaboration, and more ways to grow their careers than any single firm could offer on its own.
Founded in 2023, Currenthas rapidly become one of the fastest-growing accounting platforms in the country, partnering with more than 40 leading accounting firms across the United States. Today, our community includes over 2,000 professionals, 30+ offices nationwide, and a growing global workforce that supports clients around the world. Backed by Thrive Capital, Bessemer Venture Partners, and Springdale Industries, Current is investing heavily in technology, artificial intelligence, and workforce innovation to help modernize the profession. Our leadership team has a proven track record of building and scaling successful businesses, with prior ventures generating more than $3 billion in combined enterprise value.
We're building something bigger than a traditional accounting firm: a platform where talented people can grow faster, learn more, and do more meaningful work. Whether you join Current, one of our partner firms, or our global team, you'll be part of a community shaping the future of the profession.
About the Role
The Senior Director, Learning & Development owns the enterprise learning and performance strategy for Current and the firms on our platform. This role sets the direction for how our professionals develop, how performance is measured and rewarded, and how learning technology and compliance infrastructure scale alongside an aggressive acquisition pace.
This is a builder's role with a team behind it. The Senior Director leads a function spanning learning design, performance management, systems ownership, and integration delivery, and is accountable for turning a collection of firm-level practices into one coherent platform capability. The role balances long-range strategy with hands-on ownership: setting the framework, then making sure it actually lands across dozens of firms with different histories, cultures, and levels of maturity.
The Senior Director partners closely with the CHRO, firm managing partners, service line leaders, HR Business Partners, and integration teams, and serves as the executive voice for talent development across the platform.
Responsibilities
Learning Strategy & Enterprise Capability
  • Own the enterprise learning strategy across all firms, service lines, and career levels, from Associate through Partner.
  • Set the architecture for role-based learning pathways across Tax, Audit, CAS, Advisory, and Operations, and hold the standard for quality and consistency across the content library.
  • Lead the design and delivery of flagship leadership and business development programs, including university and external academic partnerships.
  • Build next-generation partner readiness, ensuring the platform has a visible pipeline of future firm leaders.
  • Define how learning connects to career progression, promotion criteria, and capability expectations across the platform.
  • Establish measures that tie learning investment to business outcomes including retention, promotion readiness, utilization, and client service quality.
Performance Management Strategy
  • Own the performance management philosophy, framework, and annual cycle calendar across all firms & HQ.
  • Set direction on goal-setting methodology, competency models, rating guides, calibration standards, and feedback practices.
  • Ensure performance and learning operate as one connected system rather than two parallel processes.
  • Partner with executive leadership on talent review, succession planning, and promotion decisions at the partner and director level.
  • Hold the line on rating integrity, differentiation, and equity across a decentralized multi-firm environment.
Compliance & Governance
  • Partner on supporting CPE compliance strategy across the platform, including sponsor registration, program standards, instructor qualification, records retention, and audit readiness.
  • Establish governance for learning and performance data, including documentation standards, approval paths, and system of record decisions.
  • Serve as the escalation point for firm-level learning specific compliance questions and ensure consistent answers across the alliance.
Systems, Data & Vendor Management
  • Serve as executive owner for the learning and performance technology stack, including LCvista and PerformYard.
  • Ensure clean integration between learning platforms, HRIS, and reporting environments so that employee data, learning assignments, and performance records stay aligned.
  • Own vendor relationships, contract negotiation, renewal strategy, and cost allocation methodology for enterprise learning platforms including Becker, LinkedIn Learning, and LumiQ.
  • Build executive-level reporting and dashboards covering completion, adoption, performance distribution, promotion readiness, and retention risk.
  • Evaluate and recommend new platforms, automation, and AI-enabled capability as the function scales.
M&A Integration
  • Own the learning and performance workstream across firm integrations, from diligence through steady state.
  • Set the standard for how incoming firms transition onto platform frameworks, systems, and timelines, and make the call on sequencing and pace.
  • Partner with integration, IT, and firm leadership to ensure people-facing systems land cleanly and on schedule.
  • Build repeatable playbooks so integration quality does not depend on who happens to be running it.
Team Leadership & Development
  • Lead, coach, and develop a team spanning learning design, performance management, systems, and integration delivery.
  • Set clear priorities and success measures for the function, and manage capacity against a heavy and growing demand signal.
  • Build depth and redundancy across the team to reduce key-person risk in critical processes.
  • Create the conditions for the team to operate as trusted advisors to firm leadership rather than order takers.
Executive Partnership & Influence
  • Partner with the CHRO and executive leadership on enterprise talent strategy and workforce planning.
  • Represent learning and performance in executive forums, board-level reporting, and firm partner meetings.
  • Influence firm leaders who do not report into this function, building adoption through credibility rather than authority.
  • Advise on organizational design questions where learning, performance, and career structure intersect.
Qualifications
Required Qualifications
  • 10+ years of experience across learning and development, talent management, or performance management, including at least 3 years leading a team.
  • Experience in accounting, professional services, or another multi-entity environment with distributed leadership.
  • Demonstrated success building learning or performance functions from the ground up, not just running established ones.
  • Strong command of goal frameworks, competency models, rating systems, instructional design, and manager enablement.
  • Experience owning learning or performance technology, including implementation, data governance, and vendor management.
  • Proven ability to influence senior leaders, navigate sensitive conversations, and hold a standard under pressure.
  • Comfort operating in ambiguity and building structure where none exists.
  • Hands-on experience with enterprise content libraries such as Becker, LinkedIn Learning, and LumiQ, etc.
Preferred Qualifications
  • Direct experience with CPE compliance, NASBA sponsor registration, or state board requirements.
  • Prior experience supporting or integrating acquired firms in an M&A environment.
  • Experience with LCvista, PerformYard, UKG, Rippling, or comparable platforms.
  • Knowledge of firm operational structures and service line dynamics across tax, audit, and advisory.
  • Strong analytics and reporting skills, with the ability to build a business case from data.
  • Experience managing external academic or university program partnerships.
  • Experience owning learning content provider relationships end to end, including selection, contract and renewal negotiation, seat allocation across entities, and building the utilization case for continued investment.
Work Environment & Travel
  • This position operates as part of a US East Coast-based team, with typical working hours aligning with EST to support effective collaboration.
  • We offer flexibility in managing your schedule to maintain a healthy work-life balance while meeting business needs.
  • Approximately 30% travel for leadership programs, integration support, and firm-facing sessions.
Compensation & Benefits
The total rewards package at Current includes base salary and benefits.
Our salary ranges are competitive within the accounting industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate's experience, expertise, geographic location, and internal pay equity relative to peers.
We provide a robust benefits package, including:
  • Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental)
  • Company-Paid Life and Long-Term Disability Insurance
  • Ancillary Benefits such as supplemental life insurance and short-term disability options
  • Classic Safe Harbor 401(k) Plan with employer contributions
  • Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning
Equal Opportunity
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or any other applicable legally protected characteristic.

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