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Learning Development Enablement Jobs in Boston, MA

Clarivate

Senior Sales Enablement Manager

Boston, MA · Hybrid

$100K - $125K/yr

... lead our learning and development initiatives within Life Sciences and Healthcare. The ideal ... Proficiency with Allego or other sales enablement platforms What will you be doing in this role?

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All JobsLearning Development Enablement JobsLearning Development Enablement Jobs in Boston, MA

Learning Development Enablement information

See Boston, MA salary details

$55.4K

$108.3K

$146.1K

How much do learning development enablement jobs pay per year?

As of Jul 6, 2026, the average yearly pay for learning development enablement in Boston, MA is $108,313.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,700.00 and $125,500.00 per year, depending on experience, location, and employer.

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.
What are popular job titles related to Learning Development Enablement jobs in Boston, MA? For Learning Development Enablement jobs in Boston, MA, the most frequently searched job titles are:
What job categories do people searching Learning Development Enablement jobs in Boston, MA look for? The top searched job categories for Learning Development Enablement jobs in Boston, MA are:
Learning Development Enablement jobs near you
Infographic showing various Learning Development Enablement job openings in Boston, MA as of June 2026, with employment types broken down into 96% Full Time, 1% Part Time, and 3% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $108,313 per year, or $52.1 per hour.
Director of Learning & Development

Director of Learning & Development

M.S. Walker Inc.

Norwood, MA • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 19 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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