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Learning Development Partner Jobs in Florida (NOW HIRING)

Pilgrim's

Learning & Development Manager

Live Oak, FL · On-site

Learning & Development Manager At Pilgrim's, we are dedicated to providing wholesome, high-quality ... Partner with Operations and HR to better understand supervisor training and development needs.

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Learning Development Partner information

What is a Learning Development Partner?

A Learning Development Partner is a professional who collaborates with organizations to design, implement, and evaluate training programs that support employee growth and organizational objectives. They work closely with business leaders and subject matter experts to identify skills gaps, develop learning strategies, and ensure training aligns with company goals. Their role often includes needs analysis, curriculum development, coaching, and measuring the impact of learning initiatives. Learning Development Partners play a key role in fostering a culture of continuous improvement and professional development within organizations.

What is the 70 20 10 rule in L&D?

The 70 20 10 rule in Learning and Development suggests that 70% of learning occurs through on-the-job experiences, 20% through social interactions and coaching, and 10% through formal training. Learning Development Partners often design programs that incorporate these components to optimize employee growth and skill development.

What does a learning partner do?

A learning development partner collaborates with organizations to design, implement, and evaluate training programs that enhance employee skills and knowledge. They often assess learning needs, develop instructional materials, and utilize tools like Learning Management Systems (LMS) to support effective training initiatives.

What is the difference between Learning Development Partner vs Learning Coordinator?

AspectLearning Development PartnerLearning Coordinator
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; certifications in training or instructional design are commonUsually requires a high school diploma or associate degree; some roles prefer certifications in training or education
Work EnvironmentStrategic, collaborative, often involved in designing and implementing learning programs at organizational levelOperational, administrative, focused on coordinating training sessions and logistics
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for developing learning strategiesCommon in corporate training departments, educational institutions, and nonprofits for managing training logistics

The Learning Development Partner focuses on designing and implementing learning strategies, requiring strategic thinking and relevant certifications. In contrast, the Learning Coordinator handles the logistical aspects of training programs, often with less emphasis on strategic planning. Both roles are essential in organizational learning but differ in scope and responsibilities.

How much does a learning partner earn?

A Learning Development Partner's salary typically ranges from $50,000 to $90,000 annually, depending on experience, location, and the organization. They often require strong communication skills and relevant certifications, such as instructional design or training credentials.

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

To thrive as a Learning Development Partner, you need expertise in instructional design, adult learning theory, and experience in developing and delivering training programs, often supported by a relevant degree or certification such as CPLP or ATD. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and data analytics platforms is typically required. Strong communication, collaboration, and stakeholder management skills help facilitate effective learning solutions and foster organizational growth. These skills are crucial for designing impactful learning experiences that drive employee development and support business objectives.

How does a Learning Development Partner typically collaborate with subject matter experts (SMEs) to design effective training programs?

As a Learning Development Partner, you will regularly work alongside subject matter experts to identify training needs, clarify learning objectives, and ensure content accuracy. This collaboration often involves holding discovery sessions, co-creating materials, and reviewing course content to align with business goals. Building strong relationships with SMEs is crucial, as it helps bridge the gap between technical expertise and instructional design, resulting in engaging and relevant learning experiences for employees.

Are L&D jobs in high demand?

Learning and Development (L&D) roles are in increasing demand as organizations prioritize employee training and skill development. These jobs often require strong communication skills and familiarity with e-learning tools, and demand varies by industry and economic conditions.
What are popular job titles related to Learning Development Partner jobs in Florida? For Learning Development Partner jobs in Florida, the most frequently searched job titles are:
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Learning Development Partner jobs near you
Infographic showing various Learning Development Partner job openings in Florida as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.
Director, Learning & Development

Director, Learning & Development

Dental Care Alliance

Sarasota, FL • On-site

Full-time

Posted 20 days ago

Job description

Overview

The Director of Learning & Development is responsible for the design, development, and execution of enterprise learning programs that support employee performance, engagement, and capability development. This role ensures learning initiatives are aligned with organizational priorities and operational needs while driving consistent, high-quality delivery across the organization. The Director partners with HR, Operations, and business leaders to identify skill gaps, implement scalable learning solutions, and continuously improve program effectiveness through data-driven insights. 

Responsibilities
  • Learning Program Development & Execution: Design, build, and implement enterprise learning and development programs across clinical, operational, and corporate functions. Develop standardized curriculum, training materials, and learning pathways aligned with business priorities. 
  • Training Delivery & Implementation: Oversee execution of training programs across in-person, virtual, and digital learning environments. Ensure consistency and quality of training delivery across locations and teams. 
  • Needs Assessment & Workforce Development: Partner with business leaders to assess skill gaps and identify training needs. Translate business requirements into actionable learning solutions. 
  • Instructional Design & Content Strategy: Apply instructional design principles to develop engaging, effective learning content. Ensure content is relevant, scalable, and aligned to adult learning best practices. 
  • Learning Technology & Tools: Evaluate and support the use of learning technologies, including LMS, eLearning platforms, and AI-enabled tools. Drive adoption of tools that enhance learning accessibility and effectiveness. 
  • Measurement & Continuous Improvement: Establish metrics to evaluate training effectiveness and impact. Analyze participant feedback and performance outcomes to improve programs. 
  • Stakeholder Collaboration: Partner with HR, clinical leadership, operations, and subject matter experts to support learning initiatives. Coordinate with external vendors and training partners as needed. 
  • Learning Governance & Standardization: Establish and maintain learning standards, program governance, and consistent training practices across the organization to ensure quality, scalability, and alignment with business priorities. 
  • Change Management & Adoption: Support organizational change initiatives by developing learning strategies that improve adoption of new processes, systems, tools, and operating models. 
  • Team Leadership: Provide direction and oversight to Learning & Development team members or program resources. Ensure clear priorities, accountability, and consistent execution of deliverables. 

    This role operates in a professional office and training environment and may require a combination of desk-based work, virtual facilitation, and in-person instruction. The position may involve periodic travel to support onsite training delivery and collaboration with business leaders and employees across multiple locations. 

    Physical Demands: 

    The physical demands described here are representative of those that must be met to successfully perform the essential functions of this position. This role requires the ability to sit or stand for extended periods, communicate effectively in person and virtually, operate standard office equipment, and occasionally move training materials or equipment as needed for session delivery 

    Competencies:   

    • Learning Program Design: Builds structured, scalable learning programs that align with business needs and support organizational capability development. 
    • Instructional Design: Applies adult learning principles and instructional design best practices to create effective, engaging, and practical learning content. 
    • Project Management: Manages multiple learning initiatives with strong organization, prioritization, follow-through, and execution. 
    • Communication: Clearly conveys ideas, facilitates understanding, and engages diverse audiences across functions and levels. 
    • Data-Driven Decision Making: Uses metrics, feedback, and performance outcomes to assess effectiveness and continuously improve learning programs. 
    • Collaboration: Works cross-functionally with HR, Operations, clinical leadership, business leaders, and subject matter experts to deliver effective learning solutions. 
Qualifications
  • Bachelor's degree in human resources, Organizational Development, Education, or related field required. 
  • 7-10 years of experience in learning and development, instructional design, talent development, or a related function required. 
  • Experience designing and implementing enterprise learning programs in a multi-site environment preferred. 
  • Demonstrated experience developing curriculum, training materials, learning pathways, and scalable learning solutions. 
  • Experience using learning technologies, including learning management systems, eLearning platforms, or digital training tools preferred. 
Employment Type: FULL_TIME

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