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Learning Development Contract Jobs in Brookline, MA

Cynet Systems

Learning Specialist/Trainer I

Cambridge, MA · On-site

$42.48 - $47.48/hr

Contract Job Overview: Pay Range: $42.48hr - $47.48hr Requirement/Must Have: * Minimum of 2+ years ... E-Learning Development & Tools. * Experience with E-Learn / LMS platform, Articulate 360, Adobe ...

Robert Half

Project Manager

Littleton, MA · On-site

$38 - $44/hr

We are looking for a contract Project Manager to support banking initiatives in Littleton ... learning and development strategy. This person will own initiatives end to end, including ...

New

Elektrofi

Vice President, Business Development

Boston, MA · On-site

$259K - $362K/yr

... and contract generation * Corporate account management and direct selling experience strongly ... Opportunities to grow in a culture that prioritizes learning, development and progression through ...

NavitasPartners

Technical Trainer - TT26-06452

Waltham, MA · On-site

$35 - $46.75/hr

Contract Job Summary "Navitas Partners, LLC" is seeking an experienced Technical Trainer ... Learning, and multimedia content development . The ideal candidate will leverage instructional ...

NavitasPartners

Technical Trainer - TT26-06452

Cambridge, MA · On-site

$35.50 - $47.25/hr

Contract Job Summary "Navitas Partners, LLC" is seeking an experienced Technical Trainer ... Learning, and multimedia content development . The ideal candidate will leverage instructional ...

NavitasPartners

Technical Trainer - TT26-06452

Quincy, MA · On-site

$34.25 - $45.50/hr

Contract Job Summary "Navitas Partners, LLC" is seeking an experienced Technical Trainer ... Learning, and multimedia content development . The ideal candidate will leverage instructional ...

NavitasPartners

Technical Trainer - TT26-06452

Boston, MA · On-site

$35.25 - $47/hr

Contract Job Summary "Navitas Partners, LLC" is seeking an experienced Technical Trainer ... Learning, and multimedia content development . The ideal candidate will leverage instructional ...

Capstone Search Group

Be Seen First

Director, Commercial Insurance Agency Operations (10188)

Boston, MA · On-site

$135K - $150K/yr

Team leadership, employee training, learning & development, and performance management * Client ... and Contract Solutions (long-term contract, 1099 and temp-to-perm). We work nationally with ...

New

Amazon

Systems Development Manager

North Reading, MA

... while continuously learning and improving from production data. You'll work with passionate ... contract negotiations - Work to rationalize teams software portfolio, acquiring where necessary and ...

New

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All JobsLearning Development Contract JobsLearning Development Contract Jobs in Brookline, MA

Learning Development Contract information

See Brookline, MA salary details

$15

$44

$91

How much do learning development contract jobs pay per hour?

As of Jun 27, 2026, the average hourly pay for learning development contract in Brookline, MA is $44.24, according to ZipRecruiter salary data. Most workers in this role earn between $20.29 and $75.14 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Learning Development Contract position, and why are they important?

To excel in a Learning Development Contract role, you typically need experience in instructional design, curriculum development, and adult learning theories, often supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools (like Articulate or Captivate), and certifications such as CPLP (Certified Professional in Learning and Performance) are highly valued. Strong soft skills include project management, adaptability, communication, and collaboration, which are crucial for working with diverse stakeholders. These competencies are essential to create effective training solutions that drive employee growth and organizational success.

What are typical daily responsibilities for someone in a Learning Development Contract position?

Learning Development Contract professionals typically spend their day designing, developing, and delivering training programs that address specific skill gaps or organizational goals. They often collaborate with subject matter experts to create engaging learning materials and may facilitate workshops or virtual training sessions. Additionally, they assess training effectiveness through evaluations and adjust content based on feedback. Depending on the project, contractors may work independently or as part of a larger HR or talent development team, balancing multiple priorities and deadlines to ensure training initiatives meet client expectations.

How to make 2000 a week working from home?

A Learning Development Contract role can potentially pay $2,000 or more per week depending on experience, project scope, and client rates. To achieve this, professionals often need specialized skills, a strong portfolio, and the ability to manage multiple projects or clients remotely. Setting competitive rates and building a reputation for quality work are essential for reaching this income level.

What is a Learning Development Contract job?

A Learning Development Contract job typically involves designing, delivering, and managing training programs on a contractual basis. Professionals in this role work with organizations to assess learning needs, create instructional materials, and facilitate training sessions. They may also evaluate program effectiveness and suggest improvements. Contract roles can vary in duration and scope, often providing flexibility for both the employer and the consultant.

What jobs pay $10,000 a month without a degree?

In learning development contracts, high-paying roles often require specialized skills, experience, or certifications rather than formal degrees. Freelance or contract learning consultants, instructional designers, or corporate trainers can earn $10,000 or more monthly by delivering corporate training, e-learning content, or coaching, especially when working with large organizations or on long-term projects. Success in these roles depends on expertise, portfolio, and networking rather than formal education credentials.

What profession makes $400,000 a year?

In the field of learning and development, senior roles such as Learning and Development Directors or Chief Learning Officers can earn $400,000 or more annually, especially in large organizations or corporations. These positions typically require extensive experience, advanced certifications, and strong leadership skills, often overseeing large teams and strategic training initiatives.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are generally in high demand across various industries as organizations prioritize employee training and skill development. These roles often require strong communication skills, instructional design knowledge, and familiarity with e-learning tools, making them valuable in both corporate and educational settings.
What are the most commonly searched types of Learning Development jobs in Brookline, MA? The most popular types of Learning Development jobs in Brookline, MA are:
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Learning Development Contract jobs near you
Director of Learning & Development

Director of Learning & Development

M.S. Walker Inc.

Norwood, MA • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 10 days ago

Job description

Director of Learning amp; Development
Location: Norwood, MA (Hybrid)
Department: Human Resources
Reports to: Chief Human Resources Officer (CHRO)
Employment Type: Full-Time | Exempt
Role Overview
The Director of Learning amp; Development builds and leads M.S. Walker’s L amp;D function. The core mandate is organizational capability: identifying where the business needs to grow its people, building role-based development and career paths that make employees promotable, strengthening the internal talent pipeline, and equipping the workforce with modern skills — including AI fluency and the adoption of new enterprise systems.
This is a true build role — the strategy, the programs, and the technology are yours to design, with the opportunity to grow a team behind them. The Director establishes the foundation in Year 1 and scales toward an integrated talent system — development, career pathing, leadership growth, and digital enablement — connected directly to business performance. The role reports to the Chief Human Resources Officer and partners closely with function leaders across the business, the broader HR leadership team, and Operations on mandated safety and regulatory training. A flagship Year-1 deliverable is enabling adoption and proficieny of the company’s enterprise systems, including its SaaS ERP.
Key Responsibilities
Build and Lead the L amp;D Function
  • Define and execute an L amp;D strategy aligned to business priorities, workforce needs, and the company’s multi-year HR roadmap.
  • Establish the operating model: program portfolio, intake and prioritization, governance, vendor management, and budget ownership.
  • Select and own the learning technology stack, including the decision to leverage the existing Paycor learning module or stand up a dedicated LMS/LXP.
  • Build needs-assessment and evaluation discipline that measures development against business outcomes — promotion readiness, retention, and capability — not activity.

Organizational Capability amp; Needs Identification
  • Partner with leaders across corporate functions, sales, and operations to identify capability gaps and translate business strategy into concrete development priorities.
  • Design role-based development paths and curricula tied to the skills each function needs now and as the business evolves.
  • Establish a repeatable way to surface emerging capability needs and convert them into programs
Career Pathing, Promotability amp; Internal Talent Development
  • Build career frameworks and development paths that make employees promotable and create clear lines of progression across the organization.
  • Strengthen the internal talent pipeline and bench for critical roles, in partnership with HR leadership and the business, supporting succession and fill-from-within.
  • Partner with HR leadership on the competency model and job architecture underpinning the company’s performance management and compensation work, so that development, career paths, and progression operate as one connected system.
Leadership amp; Management Development
  • Build development programs spanning frontline supervisors through senior leadership, with emphasis on the manager capabilities that drive engagement, performance, and retention.
  • Coach and equip leaders to develop their own teams and reinforce learning in the flow of work.
AI amp; Digital Enablement
  • Define how M.S. Walker develops its people for the AI era — building AI literacy and role-based AI enablement across the organization, helping teams adopt new tools to work more effectively, with the change management to make adoption stick.
  • Lead enablement for enterprise-system adoption; as a flagship Year-1 project, deliver role-based, process-driven training for the company’s SaaS ERP implementation, partnering with the ERP program team, IT, and affected functions.
  • Translate complex systems and tools into practical job aids and learning paths, and sustain enablement through enhancements and new functionality.
Onboarding amp; New-Hire Experience
  • Own New Hire Orientation and role-based onboarding, ensuring a consistent, engaging experience that gets new employees productive and connected quickly.
Safety, Regulatory amp; Compliance Learning
  • Oversee mandated safety and regulatory training for the operational workforce (e.g., OSHA, powered-industrial-truck, DOT/FMCSA, and alcohol-beverage handling), ensuring programs are current, delivered, and auditable.
  • Coordinate delivery and recordkeeping with Operations and Safety to meet regulatory, insurance, and workers’ compensation requirements.
Labor Relations Partnership
  • Partner with Labor Relations and counsel so training programs are designed consistent with collective bargaining agreements, recognizing where training intersects with compensable time and contract provisions.
  • Use apprenticeship and skills-progression programs as development pathways that help represented employees grow and advance.
What Success Looks Like (First 12–24 Months)
  • A functioning L amp;D operating model, technology platform, and governance in place.
  • Role-based development and career frameworks live for key corporate, sales, and management populations — with a measurable increase in internal promotion and fill-from-within.
  • Identified bench strength and succession readiness for critical roles.
  • AI literacy and role-based AI enablement rolled out, with measurable adoption.
  • ERP training delivered to support an on-time, high-adoption go-live, measured against the system’s business case.
  • Safety and regulatory training current, complete, and auditable as a compliance baseline.
  • Improved retention of high-potential talent.
Qualifications
Required
  • 7+ years of progressive L amp;D experience, including building or substantially rebuilding an L amp;D function.
  • Demonstrated experience building role-based development, career-pathing, and leadership/management development programs that move people into broader and more senior roles.
  • Experience identifying organizational capability needs and translating business strategy into development plans across multiple functions.
  • Experience building or integrating competency models / job architecture that support performance management and talent decisions.
  • Experience leading enablement and change management for technology adoption — ideally including AI tools and/or an enterprise-system (ERP or comparable) implementation.
  • Strong command of adult learning, instructional design, change management, and evaluation methodology.
  • Excellent facilitation, communication, and stakeholder-management skills.
Preferred
  • Bachelor’s degree in Human Resources, Organizational Development, or a related field; Master’s preferred.
  • Experience in an operations-intensive environment — distribution, wholesale, logistics, or CPG.
  • Familiarity overseeing regulated-industry safety and compliance training obligations (e.g., OSHA, DOT).
  • Experience operating in a unionized environment.
  • Experience standing up or migrating an LMS/LXP.
  • Relevant certification (e.g., ATD CPTD/APTD or equivalent).

Location amp; Travel
  • Based at company headquarters in Norwood, MA, with a hybrid work approach
  • Occasional travel to regional locations in Rhode Island, New York, and New Hampshire to support cross-functional learning initiatives and gain operational understanding
About M.S. Walker
M.S. Walker is a fifth-generation, family-owned importer, distributor, and bottler of wine and spirits, operating across multiple states with a workforce spanning corporate, sales, and operations teams. As we invest in the continued growth of our people and our business, we are creating a dedicated Learning amp; Development function — and hiring a Director to build and lead it. This is a rare opportunity to shape an enterprise-wide capability from the ground up, with executive sponsorship and the mandate to do it right.
Benefits:
We offer a Comprehensive Benefits Plan that includes the following:
  • Medical amp; Dental Insurance
  • Vision Coverage
  • Paid-Time-Off Program
  • Fidelity Investments 401k
  • Disability, Life, Accident amp; Illness Insurance Packages
  • Discounted Fitness Memberships
  • Free amp; Discounted Work/Life Resources
  • Career Advancement Opportunities
Mission Statement:
Since 1933, our mission has been firmly rooted in our core values of family, integrity, respect, honesty, and hard work. We are deeply committed to upholding these principles for our team members, customers and suppliers alike. We seek to build and maintain long-lasting relationships based on trust and reliability. By honoring our heritage and embracing innovation, we aim to continuously improve and adapt to meet the evolving needs of our industry, while responsibly contributing to the communities we serve. Together, we strive to elevate the spirit of hospitality and foster a vibrant and respectful culture in all facets of the organization and beyond.
Pay Range: $140,000 - $160,000 annually

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