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Learning Development In Hospitality information

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$51.6K

$100.8K

$136K

How much do learning development in hospitality jobs pay per year?

As of Jul 3, 2026, the average yearly pay for learning development in hospitality in Flemington, NJ is $100,783.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,400.00 and $116,800.00 per year, depending on experience, location, and employer.

What is learning and development in hospitality?

Learning and development in hospitality refers to the process of training and educating employees within the hospitality industry—such as hotels, restaurants, and resorts—to improve their skills, knowledge, and performance. This can include onboarding, technical training, customer service workshops, leadership programs, and ongoing professional development. The goal is to enhance guest experiences, increase employee satisfaction, and support business growth by ensuring staff are well-equipped to meet industry standards and expectations.

What are the 5 C's of hospitality industry?

The 5 C's of the hospitality industry are Character, Courtesy, Cleanliness, Comfort, and Consistency. These principles are essential for hospitality professionals to deliver excellent guest experiences and maintain high service standards. Developing skills related to these areas can enhance a career in hospitality and customer service roles.

What skills do you develop in hospitality?

In hospitality, individuals develop skills such as customer service, communication, problem-solving, and teamwork. They also learn to manage time effectively, handle stressful situations, and often gain knowledge of industry-specific tools like reservation systems and point-of-sale software.

How to upskill in the hospitality industry?

Learning and development professionals in hospitality can upskill by pursuing industry-specific certifications such as ServSafe or HACCP, attending training workshops, and gaining experience in customer service, management, or food safety. Developing skills in communication, problem-solving, and technology tools like reservation systems can also enhance career growth.

What is the difference between Learning Development In Hospitality vs Hospitality Trainer?

AspectLearning Development In HospitalityHospitality Trainer
CredentialsTypically requires certifications in instructional design, adult learning, or hospitality managementOften requires certifications in hospitality, training, or related fields
Work EnvironmentDesigns and implements training programs within hotels, resorts, or hospitality companiesDelivers training sessions directly to staff in hospitality settings
Employer & Industry UsageUsed by hospitality organizations to develop employee skills and knowledgeCommonly employed as a role within hospitality companies or training agencies

Learning Development In Hospitality focuses on creating comprehensive training programs and curricula, while Hospitality Trainers primarily deliver training sessions directly to staff. Both roles aim to improve service quality but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Learning and Development professional in hospitality, and why are they important?

To thrive as a Learning and Development professional in hospitality, you need expertise in instructional design, adult learning principles, and a background in hospitality management or training. Familiarity with learning management systems (LMS), e-learning authoring tools, and industry certifications like Certified Hospitality Trainer (CHT) are typically required. Strong communication, cultural awareness, and the ability to inspire and engage diverse teams are vital soft skills. These competencies ensure effective training programs that enhance staff performance and elevate guest experiences in a dynamic, service-oriented industry.

What is L&D in hospitality?

Learning and Development (L&D) in hospitality refers to training programs and initiatives designed to improve employees' skills, knowledge, and performance. It often includes onboarding, ongoing training, and certifications to ensure staff deliver quality service and meet industry standards.

What are the typical challenges faced by Learning and Development professionals in the hospitality industry, and how can they be addressed?

Learning and Development professionals in hospitality often encounter challenges such as high employee turnover, diverse workforce backgrounds, and the need to deliver consistent training across multiple locations. To address these, professionals focus on creating flexible training programs, leveraging technology for remote learning, and tailoring content to accommodate different learning styles and cultural backgrounds. Building strong relationships with management and frontline staff helps ensure training is relevant and impactful, while ongoing feedback mechanisms enable continuous improvement.
Learning Development In Hospitality jobs near you
Infographic showing various Learning Development In Hospitality job openings in Flemington, NJ as of June 2026, with employment types broken down into 3% As Needed, 17% Full Time, 77% Part Time, 2% Temporary, and 1% Nights. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $100,783 per year, or $48.5 per hour.
Director of Learning, Development & Culture

Director of Learning, Development & Culture

Landmark Hospitality

Plainfield, NJ • On-site

$75K - $125K/yr

Full-time

Medical, Retirement

Posted 3 days ago

Job description

Director of Learning, Development & Culture

By Landmark Hospitality

About By Landmark

By Landmark Hospitality is a vertically integrated hospitality organization operating a portfolio of 15+ restaurants, event venues, and boutique hotels across New Jersey and Pennsylvania. With over two decades of experience in adaptive reuse development and hospitality operations, the company has established itself as a leader in delivering exceptional guest and team experiences at distinctive properties, including Liberty House, The Ryland Inn, Felina restaurants, Logan Inn, and The Albion Summit.

At Landmark, employees are called Memorymakers - a reflection of our commitment to creating meaningful and memorable experiences for guests and team members alike. Our culture is grounded in sincerity, service excellence, and community engagement.

Position Overview

We are hiring a senior learning leader to design, build, and scale the training and development infrastructure that supports a multi-property hospitality portfolio. This is a builder's role for someone who has personally architected curricula, learning pathways, and leadership development programs across multi-unit operations - and who is energized by doing it again from the ground up at By Landmark.

The Director of Learning, Development & Culture is the strategic owner of how Memorymakers grow, advance, and connect to our standards. The role partners closely with Area Partners, property leadership, and ownership to translate operational priorities into programs that move performance, retention, and culture.

What this role is not: This is not a generalist HR role. It does not own recruiting, talent acquisition, employee relations casework, benefits administration, or payroll. Those functions sit elsewhere in the organization. Candidates whose experience is weighted toward HR generalist work or talent acquisition - rather than training architecture and learning program design - are not a fit for this seat.

Location & Work Model

Field-facing role based in New Jersey or Pennsylvania, with regular travel across By Landmark properties in both states. Candidates should expect meaningful on-site time at our venues.

Key ResponsibilitiesLearning Architecture
  • Design and build standardized onboarding pathways for hourly, management, and salaried roles across all properties - from blank page to launch
  • Architect and continuously improve role-specific training pathways with clear onboarding, certification, and advancement milestones
  • Select, implement, and own the company's LMS and supporting learning technology; drive content development, adoption, and measurement
  • Build and operate a train-the-trainer model that delivers consistent execution across 15+ properties
  • Develop and facilitate leadership development and management training programs that support internal promotion and succession planning
  • Curate and produce training content covering service standards, operational excellence, leadership, and people management
  • Maintain the company training calendar across in-house programming and outside specialty vendors
  • Define and report on the metrics that matter - completion rates, retention, internal promotion rates, time-to-proficiency, and performance outcomes
  • Facilitate mentorship relationships between senior leadership and emerging talent
Culture & Organizational Development
  • Partner with senior leadership on performance management frameworks, employee engagement, and retention strategy
  • Work with Area Partners and property leadership to assess team health, morale, and culture alignment across all locations; design interventions to close identified gaps
  • Lead recognition programs, feedback mechanisms, and engagement surveys; translate findings into actions leadership can use
  • Serve as a visible culture champion across properties - modeling By Landmark's values and reinforcing the Memorymaker identity through daily presence and organization-wide programming
  • Ensure training programs and content reflect applicable federal, state, and local labor regulations
Qualifications

This role is built for a training architect - not an HR generalist. The strongest candidates have:

  • 7+ years in Learning & Development, Training, or Talent Development leadership - preferably in multi-unit hospitality, restaurants, events, or comparable service-driven environments
  • Demonstrated experience designing training infrastructure from scratch - not just managing existing programs. We want to see programs you architected and launched, not inherited
  • Hands-on LMS ownership - selection, implementation, content build-out, adoption tracking, and ongoing optimization
  • Curriculum design and facilitation credibility - you can both build the program and deliver it in front of a room
  • Multi-site operating fluency - you understand how to drive consistency across geographically distributed teams with different operating rhythms
  • Strong project management discipline - comfortable owning the calendar, the platform, the content, and the metrics in parallel
  • Excellent communication skills across all levels - from line-level Memorymakers to ownership
Preferred Experience
  • Multi-unit hospitality, restaurant, or event-venue organization
  • Building leadership development programs for emerging and senior managers in service environments
  • Familiarity with NJ and PA labor markets and employment regulations
  • Supporting organizational growth, change management, or operational scaling
Compensation & Benefits
  • Competitive base salary, commensurate with experience
  • 401(k) plan with company match
  • Comprehensive health insurance
  • Dining privileges across Landmark properties
  • Opportunities for professional development and career advancement
Employment Type: FULL_TIME

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