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Learning Development Enablement information

What is the difference between Learning Development Enablement vs Learning and Development Specialist?

AspectLearning Development EnablementLearning and Development Specialist
CredentialsTypically requires certifications in instructional design, e-learning, or training facilitationOften holds certifications in training, HR, or instructional design
Work EnvironmentSupports organizational training programs, often collaborating with multiple departmentsDesigns and delivers training sessions directly to employees or clients
Employer & Industry UsageCommon in corporate, tech, and consulting firms focusing on enabling learning infrastructureFound across various industries, focusing on employee development and training delivery

Learning Development Enablement focuses on creating systems, tools, and support to facilitate learning across an organization, while Learning and Development Specialists primarily design and deliver training programs directly to employees. Both roles require similar certifications and work in corporate environments, but their core functions differ in scope and focus.

What is Learning Development Enablement?

Learning Development Enablement refers to the strategies, tools, and processes that support and enhance employee learning and professional growth within an organization. It involves designing, delivering, and evaluating training programs, as well as providing resources and technologies that empower employees to develop new skills. The goal is to create a culture of continuous learning and improvement that aligns with business objectives. Professionals in this field often collaborate with leadership and subject matter experts to ensure learning initiatives address organizational needs.

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

Success in Learning Development Enablement requires expertise in instructional design, adult learning principles, and program management, usually supported by a degree in education or HR and experience in training roles. Familiarity with Learning Management Systems (LMS), e-learning authoring tools like Articulate or Captivate, and certifications such as CPLP or ATD are highly valued. Outstanding communication, collaboration, and adaptability distinguish top performers in this field. These competencies are essential for creating effective learning experiences that drive employee growth and organizational success.

How does a Learning Development Enablement professional typically collaborate with subject matter experts and stakeholders to create effective training programs?

Learning Development Enablement professionals work closely with subject matter experts (SMEs) and stakeholders by facilitating meetings, gathering insights on learning objectives, and ensuring content accuracy and relevance. They often act as a bridge between instructional designers, trainers, and business leaders to align training initiatives with organizational goals. Regular collaboration includes feedback sessions, pilot testing of materials, and iterative updates based on stakeholder input. This cross-functional teamwork helps ensure that training programs are engaging, current, and tailored to the needs of both learners and the business.
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Learning Development Enablement jobs near you
Infographic showing various Learning Development Enablement job openings in Iowa as of June 2026, with employment types broken down into 7% Internship, 80% Full Time, and 13% Part Time. Highlights an 73% In-person, 7% Hybrid, and 20% Remote job distribution.
Learning and Development Director

Learning and Development Director

DHI Group, Inc.

Des Moines, IA • Hybrid

Other

Posted 12 days ago

Job description

About the team: 

The DHI Human Resources team strives to continuously evolve the DHI people foundation - building the talent engine, developing leaders who own outcomes, and cultivating a high-performance culture that drives DHI's growth. You will join us in our hybrid office culture working within our Des Moines office Tuesday - Thursday.  

 About the role: 

Reporting to the Chief People Officer, you will design and deliver the DHI leadership framework, build manager and employee development programs, and architect the talent review and succession processes that ensure DHI has the right leaders in the right roles at the right time. You will also own the employee engagement strategy and performance process - the connective tissue between development, culture, and performance. This is a rare opportunity to build, not maintain, a modern L&D function inside a public company at an inflection point. 

Why we're hiring for this role: 

DHI is hiring a Director of Learning & Development to build the leadership and talent development engine that will power our next phase of growth. This is a senior, builder-mode role created as part of the People team's 2026 strategy. 

In this role, you will: 

This role operates with a lean budget and a broad mandate. We are looking for a leader who can prioritize and sequence work for the highest business impact. 

Core responsibilities include: 

  • Design and launch DHI's leadership framework - the behavioral and capability expectations for people managers, senior leaders, and executives in partnership with the CPO and SLT. 
  • Build and deliver a tiered leadership development curriculum (new manager, experienced manager, senior leader) using a pragmatic mix of cohort programs, workshops, coaching, and on-the-job application. 
  • Build a manager training program that equips DHI managers to coach, give feedback, run check-ins, and develop their teams - raising the floor and ceiling of management quality. 
  • Design employee career development frameworks - career paths, growth conversations, and development planning tools - connected to DHI's job architecture. 
  • Architect and facilitate the annual talent review and succession planning process, partnering with HRBP, the CPO, and the SLT to turn reviews into real development action. 
  • Own the performance check-in process - the cadence, tools, and manager enablement that ensure SMART goals, feedback, and development conversations are meaningful across DHI. 
  • Serve as a thought partner to the CPO and SLT on culture, capability, and talent strategy, and partner with Communications to activate culture and engagement programs. 
  • Measure what matters: define and track L&D and engagement KPIs, and report progress and ROI to executive stakeholders. 

 What you bring to the team: 

  • 7+ years of progressive Learning & Development, Organization Development, or Talent Management experience, including 3+ years in a leadership role building programs at scale. 
  • Bachelor's degree required; advanced degree in I/O Psychology, Organizational Development, HR, Education, or related field strongly preferred. 
  • Demonstrated experience designing leadership frameworks, manager development programs, and talent review/succession processes from the ground up. 
  • Deep facilitation skills - you are credible and engaging in front of senior leaders, frontline managers, and everyone in between. 
  • Strong analytical orientation: comfortable with engagement data, performance data, and program metrics, and able to tell a clear story with them. 
  • Track record as a builder, not a maintainer - you have launched programs that didn't exist before, in environments where the playbook wasn't already written. 
  • Excellent business acumen and the ability to translate L&D investment into business outcomes. 

 Preferred: 

  • Coaching certification (ICF, CTI, Hudson, or equivalent). 
  • Certifications in talent assessments (e.g., Hogan, DiSC, MBTI, Korn Ferry, CCL instruments). 
  • Experience in a public company, high-growth tech company, or HR/recruiting tech industry. 
  • Experience with LMS platforms, talent management technology, and AI-enabled learning tools. 
  • Background partnering with sales and engineering leadership populations. 
  • Experience owning an employee engagement survey lifecycle, from instrument design through executive readouts and action accountability. 

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