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Learning Development Associate Jobs in Littleton, CO

WellPower - All Jobs

ASL Student Intern

Denver, CO · On-site

$15.50 - $20.50/hr

Learning & Development: Shadow professional interpreters, receive mentorship ... Currently enrolled in an ASL/English Interpreter Training Program (associate or bachelor's level)

Primrose School

Lead Teacher

Westminster, CO · On-site

$18.75 - $24/hr

Foster a safe, nurturing, and inclusive learning environment * Conduct regular assessments to track ... Minimum of a Child Development Associate (CDA) or Associate's degree in Early Childhood Education ...

Mile High Early Learning

Teacher Assistant

Denver, CO · On-site

$21.08 - $22.14/hr

... Development Associate certification trainings, annual Inclusive Practice in Early Childhood training, and a Bachelors Residency program. Mile High Early Learning is seeking candidates who are ...

Mile High Early Learning

Teacher Assistant

Denver, CO · On-site

$21.08 - $22.14/hr

... Development Associate certification trainings, annual Inclusive Practice in Early Childhood training, and a Bachelors Residency program. Mile High Early Learning is seeking candidates who are ...

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All JobsLearning Development Associate JobsLearning Development Associate Jobs in Littleton, CO

Learning Development Associate information

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$19

$37

$77

How much do learning development associate jobs pay per hour?

As of Jul 13, 2026, the average hourly pay for learning development associate in Littleton, CO is $37.67, according to ZipRecruiter salary data. Most workers in this role earn between $26.01 and $54.42 per hour, depending on experience, location, and employer.

What is a learning and development associate?

A learning and development associate is responsible for designing, implementing, and evaluating training programs to improve employee skills and knowledge. They often collaborate with HR and use tools like learning management systems (LMS) to deliver effective training sessions and track progress.

Is L&D part of HR?

Learning and Development (L&D) is typically a function within Human Resources (HR) that focuses on employee training, skill development, and organizational learning. While it is often integrated with HR, some organizations have dedicated L&D teams or departments to specifically manage training programs and professional growth initiatives.

What is the difference between Learning Development Associate vs Training Coordinator?

AspectLearning Development AssociateTraining Coordinator
Required CredentialsBachelor's degree, certifications in learning or instructional design often preferredBachelor's degree, experience in training or HR beneficial
Work EnvironmentEducational, corporate, or nonprofit settings focused on curriculum developmentCorporate training departments, HR teams, or educational institutions
Employer & Industry UsageUsed in organizations focusing on employee development and learning programsCommon in companies managing employee training and onboarding
Search & Comparison IntentOften compared for roles involving curriculum design and learning strategiesCompared for roles centered on organizing and delivering training sessions

The Learning Development Associate primarily focuses on designing and implementing learning programs, while the Training Coordinator manages the logistics and delivery of training sessions. Both roles support employee growth but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Learning Development Associate, and why are they important?

To thrive as a Learning Development Associate, you need a solid background in instructional design, adult learning principles, and a bachelor's degree in education, human resources, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools like Articulate or Captivate, and sometimes certifications such as CPLP are highly valued. Strong communication, creativity, and project management skills help you engage learners and collaborate effectively with stakeholders. These skills ensure impactful training programs that drive employee development and organizational success.

How does a Learning Development Associate typically collaborate with subject matter experts (SMEs) to create effective training materials?

As a Learning Development Associate, you will often work closely with subject matter experts to ensure training materials are accurate, relevant, and engaging. This usually involves conducting interviews or meetings with SMEs to gather content, clarifying complex concepts, and reviewing drafts to ensure technical accuracy. Effective collaboration requires strong communication and organizational skills, as you'll need to balance SME input with instructional design best practices and project timelines. These partnerships are crucial for developing high-quality learning experiences that meet organizational goals.

What is the highest paying job in childcare?

The highest paying jobs in childcare typically include executive roles such as childcare center directors or early childhood education administrators, who oversee operations and staff. These positions often require advanced degrees, certifications, and extensive experience, and can offer salaries significantly higher than entry-level teaching or caregiving roles.

What qualifications do I need to work in L&D?

A Learning and Development (L&D) Associate typically needs a bachelor's degree in human resources, education, or a related field. Strong communication, organizational skills, and familiarity with training tools or learning management systems are also important qualifications.

What does a Learning Development Associate do?

A Learning Development Associate assists in designing, implementing, and evaluating training programs within an organization. They work closely with managers and subject matter experts to identify learning needs and help create content such as workshops, e-learning modules, and training materials. Their goal is to help employees develop skills and knowledge that improve job performance and support organizational objectives. They may also track and report on training effectiveness to ensure continuous improvement.
What are the most commonly searched types of Learning Development jobs in Littleton, CO? The most popular types of Learning Development jobs in Littleton, CO are:
What cities near Littleton, CO are hiring for Learning Development Associate jobs? Cities near Littleton, CO with the most Learning Development Associate job openings:
Learning Development Associate jobs near you
Learning & Development Advisor

Learning & Development Advisor

SSR Mining, Inc.

Denver, CO • On-site

$80K - $95K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 23 days ago

Job description

Who Are We?


SSR Mining Inc. is an intermediate gold company with four producing assets located in the USA, Canada, and Argentina, combined with a global pipeline of high-quality development and exploration assets in the USA, Turkey, and Canada.


SSR's commitment to safety, collaboration, and excellence allows us to continue building upon our already strong foundation. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we look forward to our bright future!


Job Description:

SSR Mining is committed to delivering excellence through the contributions of our dedicated employees. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we aim to continue building on our strong foundation - we have high expectations for the future!

This position is a part of the Human Resources team and supports the design, delivery, and continuous improvement of talent and performance programs and resources. Reporting to the Talent Development Manager, this role executes moderately complex work that directly supports company objectives, including learning content development, learning system administration, performance and talent cycle enablement, and reporting/insights. The role partners with HR, HRIS, and site stakeholders to deliver consistent, scalable learning experiences and practical tools that improve employee and leader effectiveness.

The Day-To-Day:

LMS Support & Coordination

  • Coordinate with operational stakeholders to gather and review learning content, align materials to global structure and standards, and support overall corporate governance of operational training.

  • Advise on operational training strategy and improvements

  • Support LMS integration activities, including content migration, validation, and cleanup.

  • Partner with HRIS to test and validate new functionality, updates, and reporting needs.

  • Troubleshoot user issues and respond to site questions related to learning access, navigation, and enrollments; escalate system defects as needed.

  • Manage allocation and tracking of Learning licenses across sites and employee populations.

Instructional Design

  • Support development, maintenance, and updates of global learning content and resources, including: eLearning modules, Facilitator guides, Learner materials and toolkits for various enterprise learning initiatives.

  • Maintain and update training resources supporting performance and talent cycles.

  • Apply adult learning principles and instructional design standards to ensure quality, consistency, and a strong learner experience.

  • Support evaluation of learning and training effectiveness through reporting, learner feedback, participation data, and stakeholder input to identify opportunities for continuous improvement.

Performance & Talent Cycle Execution

  • Support execution of assigned performance and talent cycle activities, including testing process templates, tracking completion, and maintaining resources.

  • Create tools to support leader effectiveness (e.g., coaching conversation guides, feedback frameworks, and development discussion resources).

  • Assist with preparation of dashboards, summaries, and reporting materials for HR and leadership stakeholders.

Is This You?

  • Basic knowledge of E-learning design software (Articulate 360)

  • Workday Learning required

  • Proficient in Microsoft Office 365 (Word, Excel, Outlook and PowerPoint as well web-based collaborative tools such as SharePoint, Teams etc.)

  • Bachelor's degree in a related discipline plus 2+ years related experience OR 5 years professional experience in a directly related role

  • Proficiency in building and maintaining good working relationships with subject matter experts and key stakeholders

  • Strong critical thinking and analysis skills required

  • Strong attention to detail

  • Excellent interpersonal skills

  • Strong verbal and written communication skills

  • Ability to work on multiple projects, shift priorities, and meet aggressive timelines

  • Experience in multinational/global organization content development

For applicants residing in CO, the salary range for this role is from $80,000-$95,000. Benefits: 401(k); medical/dental/vision insurance; employee share purchase plan, PTO, and STI.

SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Employment Equity:

At SSR Mining - Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates - including women, Indigenous peoples, visible minorities, and individuals with disabilities - and to eliminate barriers that may hinder their full participation in the workforce.

Women:

This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.

Aboriginal People:

As per the definition contained in theCanadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Metis.

Persons with Disabilities:

Examples include, but are not limited to:

  • Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)

  • Co-ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)

  • Deafness or hearing impairment (unable to hear or having difficulty hearing)

  • Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)

  • Speech impairment (unable to speak or difficulty speaking and being understood)

  • Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members of Visible Minorities:

Examples include, but are not limited to:

  • Non-white Latin American (including Indigenous people from Central and South America)

  • Black

  • East Asian (e.g., Chinese, Japanese, Korean)

  • South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)

  • Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)

  • Non-white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)

  • People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.

The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation's workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.

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