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Learning Development Associate information

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$19

$37

$77

How much do learning development associate jobs pay per hour?

As of Jul 14, 2026, the average hourly pay for learning development associate in Souderton, PA is $37.95, according to ZipRecruiter salary data. Most workers in this role earn between $26.20 and $54.81 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.

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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 Souderton, PA? The most popular types of Learning Development jobs in Souderton, PA are:
What cities near Souderton, PA are hiring for Learning Development Associate jobs? Cities near Souderton, PA with the most Learning Development Associate job openings:
Learning Development Associate jobs near you
Associate Director Human Resources

Associate Director Human Resources

Piramal Pharma Solutions

Sellersville, PA • On-site

Other

Retirement

Posted 13 days ago

Job description

Role Overview

The Associate Director, Human Resources leads and manages the people agenda for the site, aligning HR strategy with business priorities. This role serves as a trusted advisor, coach, and HR subject matter expert, responsible for delivering end-to-end HR partnership across talent acquisition, talent management, succession planning, workforce planning, and employee engagement.


The incumbent collaborates closely with site leadership, regional, and global HR teams to design and implement HR solutions that support business performance and organizational growth in a dynamic environment.


Key Responsibilities

  • Provide HR leadership, consultation, and guidance on all people and labor relations matters at the site.
  • Partner with site leadership to execute the business plan, identifying HR-related opportunities, risks, and mitigation strategies.
  • Develop and implement a comprehensive people plan aligned with site, regional, and global HR strategies.
  • Lead workforce planning and support budget discussions aligned with business objectives.
  • Collaborate with regional and central HR teams to design and deliver global HR initiatives and programs.
  • Oversee payroll coordination and benefits administration activities.
  • Lead talent acquisition efforts, focusing on quality of hire and time-to-fill metrics.
  • Partner with Learning & Development teams to drive capability building and continuous learning initiatives.
  • Manage performance management and talent review processes; coach managers on performance and development practices.
  • Advise leadership on compensation, benefits, job architecture, and employee recognition programs.
  • Drive employee engagement strategies to enhance culture and retention.
  • Support organizational design, development, and change management initiatives.
  • Collaborate with external vendors (e.g., benefits providers, retirement administrators) to ensure effective employee support.
  • Enable effective internal communication of people-related initiatives.
  • Contribute to workforce cost planning and productivity analysis.
  • Track and report key HR metrics for the site.
  • Support strategic initiatives, including organizational growth and M&A activities.


Qualifications & Experience

  • Bachelor’s or Master’s degree in Business Administration, HR, Psychology, or related field (HR specialization preferred).
  • 10–12 years of HR leadership experience within manufacturing, pharma, biotech, or chemical industries.
  • Minimum 5 years of experience managing both exempt and non-exempt employees.


Skills & Competencies

  • Strong knowledge of employment law, compensation, organizational development, and employee relations.
  • Experience in workforce planning, talent management, and recruitment.
  • Familiarity with HRIS tools (e.g., ADP, PeopleSoft) and applicant tracking systems preferred.
  • Strong organizational, analytical, and problem-solving skills.
  • Ability to influence and build relationships across all organizational levels.
  • High level of professionalism, attention to detail, and proactive approach.
  • Demonstrates Piramal values: Knowledge, Action, Care, and Impact.

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