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Learning Development Assistant Jobs in Ama, LA (NOW HIRING)

Kingsley House

Educare Family Advocate

LA · On-site

$40K - $42K/yr

... learning, development and academic and life success. The Family Advocate has a specific and ... Support and assist families in addressing their own emotional, physical, educational, and ...

Clover NOLA, Inc

Educare Family Advocate

New Orleans, LA · On-site

$40K - $42K/yr

... learning, development and academic and life success. The Family Advocate has a specific and ... Support and assist families in addressing their own emotional, physical, educational, and ...

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All JobsLearning Development JobsLearning Development Assistant JobsLearning Development Assistant Jobs in Ama, LA

Learning Development Assistant information

See Ama, LA salary details

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How much do learning development assistant jobs pay per hour?

As of Aug 14, 2026, the average hourly pay for learning development assistant in Ama, LA is $18.96, according to ZipRecruiter salary data. Most workers in this role earn between $15.24 and $20.87 per hour, depending on experience, location, and employer.

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

To thrive as a Learning Development Assistant, you need strong organizational skills, attention to detail, and a background in education or human resources, often supported by a relevant degree or certification. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and basic data analysis software is typically required. Excellent communication, teamwork, and problem-solving abilities help you effectively support trainers and engage learners. These skills are essential for ensuring smooth training operations, successful learning outcomes, and efficient program administration.

How does a learning development assistant typically collaborate with trainers and subject matter experts to create effective training materials?

As a Learning Development Assistant, you will frequently work alongside trainers and subject matter experts (SMEs) to develop, review, and refine educational materials. This collaboration often involves gathering content from SMEs, assisting with formatting and editing, and providing feedback to ensure materials are clear and engaging for learners. Regular meetings and open communication are essential to align on learning objectives and address any content gaps. Your organizational and interpersonal skills will be key to coordinating tasks, managing revisions, and ensuring all resources meet quality standards before training sessions.

What is a learning development assistant?

Learning Development Assistants are professionals who support educators and students by facilitating learning activities, preparing educational materials, and assisting with classroom management. They often work alongside teachers to deliver lessons, provide one-on-one or small group support, and help adapt resources to meet diverse learning needs. Their role may also involve administrative tasks, monitoring student progress, and helping to create an inclusive learning environment. Learning Development Assistants play a key role in enhancing the educational experience for all students.

What is the difference between Learning Development Assistant vs Teaching Assistant?

AspectLearning Development AssistantTeaching Assistant
Required CredentialsRelevant certifications or training in learning development or education supportTypically a high school diploma or equivalent; some roles may require teaching assistant certification
Work EnvironmentEducational institutions, training centers, corporate learning departmentsClassrooms, schools, educational settings
Employer & Industry UsageUsed in schools, colleges, corporate training programsCommonly employed in primary and secondary schools
Search & Comparison IntentOften compared for roles supporting learning and development activitiesCompared when seeking classroom support roles

The Learning Development Assistant focuses on supporting the design and implementation of learning programs, often working behind the scenes to develop training materials. In contrast, the Teaching Assistant primarily assists teachers directly in classroom activities. While both roles support education, the Learning Development Assistant tends to work more on program development, whereas the Teaching Assistant is more classroom-focused.

What cities near Ama, LA are hiring for Learning Development Assistant jobs?

Cities near Ama, LA with the most Learning Development Assistant job openings:

Learning Development Assistant jobs near you
Infographic showing various Learning Development Assistant job openings in Ama, LA as of June 2026, with employment types broken down into 80% Full Time, and 20% Part Time. Highlights an 100% In-person job distribution, with an average salary of $39,439 per year, or $19 per hour.

Mariner Development Specialist

Canal Barge Company, Inc.

New Orleans, LA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Canal Barge Company
Job Description
Mariner Development Specialist
I. BASIC FUNCTION
The Mariner Development Specialist is responsible for executing and continuously improving the onboarding and development experience for new hire mariners. This role ensures effective delivery of Deckhand Orientation, supports consistent and objective shoreside assessment standards within the Mariner Progression System, and contributes to strategic initiatives within the Mariner Development Team. The position plays a critical role in early mariner success, retention, and long-term development across the fleet. This position is based in the greater New Orleans, LA area and requires residence within reasonable commuting distance of the assigned work location. Travel will be a necessary function within this role.
II. KEY RESPONSIBILITIES
A. Deckhand Orientation Facilitation & Coordination
  • Coordinate Deckhand Orientation logistics with Crewing, Human Resources, and the Mariner Development Team.
  • Lead planning and preparation activities in advance of each orientation session.
  • Execute Deckhand Orientation to ensure consistency, quality, and alignment with company standards.
  • Maintain and uphold the Deckhand Orientation schedule and training objectives.
  • Ensure a professional, engaging, and effective onboarding experience for all new hire mariners.

B. New Hire Deckhand Acclimation Support
  • Partner with Human Resources and the Employee Engagement functions to support the successful transition of new hire deckhands into the marine industry and vessel work environment.
  • Provide training-related observations and feedback regarding new hire readiness, adjustment, and development needs.
  • Help identify onboarding or training improvements that may better prepare new hires for the lifestyle, expectations, and responsibilities of working aboard a vessel.
  • Coordinate with Human Resources when additional support or follow-up may be needed.

C. Shoreside Mariner Assessments (Promotion System)
  • Execute shoreside assessments for mariners eligible for promotion.
  • Conduct practical evaluations including line handling, wire handling, and deck operations at any New Orleans facility.
  • Administer and manage promotion testing for applicable mariner ranks.
  • Ensure consistency, fairness, and integrity in all assessment standards.
  • Deliver Development Action Plans (DAPs) for unsuccessful assessments, providing clear guidance for improvement.
  • Submit successful assessments for approval and coordinate with Crewing and Payroll for promotion processing.

D. Vessel Visits & Onboard Support
  • Conduct routine vessel visits when not engaged in orientation or assessments.
  • Support and complement the Safety Coach Program through onboard coaching and assessments.
  • Assist with deployment and training of safety initiatives, including tethering systems and other safety equipment.
  • Reinforce company safety culture and best practices across the fleet.

E. Special Projects - Mariner Development
  • Support and lead special projects aligned with Mariner Development and Training initiatives.
  • Contribute to continuous improvement efforts related to onboarding, training systems, and mariner progression.
  • Assist in developing training materials, processes, and tools that enhance learning outcomes.

F. Training Manager Support
  • Serve as the primary operational backfill for the Training Manager during periods of leave, travel, or other absences.
  • Ensure continuity of daily Safety Coach Program operations, including Safety Coach coordination, routine problem resolution, and promotion process support, including:
  • Serve as the primary point of contact for Vessel Management Teams (VMTs), Port Captains, and other operational stakeholders regarding routine Mariner Development matters during the Training Manager's absence.
  • Communicate routine updates, resolve day-to-day issues when appropriate, and elevate significant operational or personnel matters to the Director of Mariner Development as needed.
  • Maintain continuity of daily Mariner Development operations until the Training Manager returns or additional leadership directions are provided.

III. EXPERIENCE & QUALIFICATIONS
  • Minimum of 3 years of experience in marine operations, which includes onboard mariner experience.
  • Proven ability to self-manage and execute programs independently.
  • Demonstrated experience managing or contributing to operational or training programs.
  • Strong leadership, communication, and interpersonal skills.
  • Ability to lead cross-functional collaboration and support strategic initiatives.
  • Experience in training, coaching, or safety programs preferred.
  • Ability to travel to vessels in remote locations for vessel visits and onboard assessments, when necessary, as well as to remote offices and company/industry events held out of state.

IV. CORE BEHAVIORS & COMPETENCIES
A. Integrity
  • Demonstrates a high level of accountability and professionalism.
  • Ensures fairness and consistency in evaluation processes that directly impact mariner progression and compensation.

B. Leadership
  • Leads by example and fosters a culture of excellence, accountability, and continuous improvement.
  • Acts as a role model for mariners and future trainers.

C. Communication
  • Maintains clear, consistent, and transparent communication with all stakeholders.
  • Ensures alignment across Recruiting, Training, Crewing, and Operations teams.

D. Innovation & Continuous Improvement
  • Identifies leading and lagging indicators within training and onboarding processes.
  • Uses data and observations to improve Deckhand Orientation and development systems.

E. Self-Management & Ownership
  • Operates independently with minimal oversight.
  • Effectively prioritizes responsibilities across orientation, assessments, and field engagement.

F. Coaching & Development
  • Trains, mentors, and develops Safety Coaches and future trainers.
  • Promotes a "train-the-trainer" mindset to scale capability across the organization.

V. KEY OUTCOMES & MEASURES OF SUCCESS
  • High success rate through Deckhand Orientation.
  • Improved early retention of new hire deckhands in partnership with Human Resources and Crewing.
  • Accelerated promotion timeline from Deckhand Trainee to Deckhand 2.
  • Positive feedback from vessel Captains regarding quality and readiness of new hires.
  • Demonstrated standards enforcement, including appropriate failure rates during orientation and assessments.
  • Measurable improvement in onboarding effectiveness and training outcomes over time.
  • Increased consistency and reliability within the Mariner Progression System.

VI. SCOPE OF AUTHORITY
A. Financial Authority
  • Authorized to approve and expense up to $1,000 for Deckhand Orientation, assessment activities, and related training program needs.
  • Expenses exceeding $1,000 require prior approval from the Training Manager.

B. Personnel Decision-Making Authority
1. Authorized to issue pass/fail determinations for:
  • New hire deckhand trainees during Deckhand Orientation.
  • Experienced mariners participating in the Mariner Progression System assessment process.

2. Failed assessments may result in:
  • Termination of deckhand trainees who do not meet orientation standards.
  • Denial or delay of mariner progression and promotional advancement.

3. Responsible for issuing Development Action Plans (DAPs) for unsuccessful assessments.
4. The Training Manager must be informed of failed assessments; however, the Mariner Training Specialist maintains the authority to make assessment determinations.
C. Program & Process Improvement Authority
  • Authorized to identify, recommend, and support improvements to onboarding, assessment, and mariner development programs.
  • Recommendations for significant program or system changes are submitted to the Training Manager for final approval and implementation authorization.

Canal Barge Company and its subsidiaries are Equal Opportunity Employers - All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.

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