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Learning & Development Facilitator Jobs in California

cathaybank

VP, Learning & Development Manager

El Monte, CA · On-site

$95K - $110K/yr

GENERAL SUMMARY The VP, Learning & Development Manager (L&D Manager) position will oversee the day ... Facilitate leadership and other courses with other HR team members. * Prepare the annual L&D budget ...

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Learning Development Facilitator information

What does a Learning & Development Facilitator do?

A Learning & Development Facilitator is responsible for designing, delivering, and evaluating training programs that help employees develop new skills and improve their job performance. They work closely with subject matter experts to create engaging learning experiences, often using a variety of teaching methods such as workshops, e-learning, and group activities. Their goal is to foster continuous learning and support organizational growth by helping employees reach their full potential.

How does a Learning & Development Facilitator typically collaborate with subject matter experts to design effective training programs?

As a Learning & Development Facilitator, you will often work closely with subject matter experts (SMEs) to ensure training content is accurate, up-to-date, and tailored to the needs of the audience. This collaboration usually involves conducting needs assessments, co-developing curriculum, and reviewing materials for relevance and clarity. Facilitators play a key role in translating complex information from SMEs into engaging, accessible learning experiences, and regularly gather feedback to refine training sessions. Building strong, communicative relationships with SMEs is essential for delivering impactful learning solutions.

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

To thrive as a Learning & Development Facilitator, you need expertise in instructional design, adult learning principles, and strong presentation skills, often supported by a background in education, HR, or training. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications such as CPLP or ATD are typically required. Outstanding communication, adaptability, and facilitation skills help engage diverse learners and foster an effective learning environment. These competencies are crucial for delivering impactful training that drives organizational growth and employee development.

What is the difference between Learning & Development Facilitator vs Training Coordinator?

AspectLearning & Development FacilitatorTraining Coordinator
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; certifications like CPLP are commonOften requires a bachelor’s degree; certifications are less common but may include training or HR certifications
Work EnvironmentDesigns and delivers training programs, facilitates workshops, collaborates with HR and managementOrganizes training sessions, manages schedules, handles logistics and participant coordination
Employer & Industry UsageUsed across corporate, nonprofit, and educational sectors to enhance employee skillsPrimarily in corporate and organizational settings to support training logistics

While both roles focus on employee development, the Learning & Development Facilitator is more involved in designing and delivering training programs, whereas the Training Coordinator manages the logistics and scheduling of training sessions. The Facilitator often requires more specialized training credentials and plays a more active role in content delivery, making it a more strategic position in learning initiatives.

How to become a learning & development facilitator with no experience?

To become a learning & development facilitator with no experience, focus on developing strong communication and presentation skills, gain knowledge of instructional design and adult learning principles, and consider obtaining relevant certifications such as Certified Professional in Learning and Performance (CPLP). Volunteering to lead training sessions or creating sample training materials can also help build practical experience and demonstrate your abilities to potential employers.

What are popular job titles related to Learning & Development Facilitator jobs in California?

For Learning & Development Facilitator jobs in California, the most frequently searched job titles are:

What job categories do people searching Learning & Development Facilitator jobs in California look for?

The top searched job categories for Learning & Development Facilitator jobs in California are:

What cities in California are hiring for Learning & Development Facilitator jobs?

Cities in California with the most Learning & Development Facilitator job openings:

Learning Development Facilitator jobs near you
Infographic showing various Learning & Development Facilitator job openings in California as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution.

Regional Learning & Development Manager

McCarthy Building Companies, Inc.

Sacramento, CA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

McCarthy Building Companies rating

8.0

Company rating: 8.0 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

Job description

POSITION SUMMARY

The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.

At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.

RESPONSIBILITIES

Capability Diagnosis & Business Alignment

  • Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
  • Partner with HRBPs and business leaders  to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and  translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions

  • Use talent review and business insights to identify development needs and translate into actions that address those needs.  
  • Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
  • Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption

  • Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
  • Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
  • Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support

  • Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
  • Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
  • Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support

  • Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
  • Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
  • Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
  • Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
  • Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
  • Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
  • Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.

QUALIFICATIONS

  • Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
  • Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
  • Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
  • Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
  • Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
  • Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
  • Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.  

NOTICE TO EXTERNAL SEARCH FIRMS:  McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.

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About McCarthy Building

Sourced by ZipRecruiter

McCarthy Building, headquartered in Saint Louis, MO, US, is a leading construction company primarily offering general contracting, design-build and construction management services throughout the United States. Its prominent industry presence can be explored in detail on its official website, mccarthy.com. Founded in 1864, the company has built a robust legacy marked by significant contributions to the U.S. construction industry. McCarthy Building engages a broad range of sectors, including healthcare, education, commercial, renewable energy, and advanced technology.

Industry

Construction

Company size

1,001 - 5,000 Employees

Headquarters location

Saint Louis, MO, US

Year founded

1864

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