ZipRecruiter

Log In

1

Learning Development Partner Jobs (NOW HIRING)

Stella SA

WI · On-site

Commercial & Dealer Capability Development ... Partner with Business Unit leaders to design learning solutions that support commercial performance ...

Wing

Learning & Development Lead

Palo Alto, CA · On-site +1

Partner with our AI Champions across the organization to help cascade key AI training & development * Partner closely with various client groups and executive leadership to align learning objectives ...

previous page

Showing results 41-60

All JobsLearning Development Partner Jobs

Learning Development Partner information

See salary details

$13

$40

$84

How much do learning development partner jobs pay per hour?

As of Sep 10, 2026, the average hourly pay for learning development partner in the United States is $40.89, according to ZipRecruiter salary data. Most workers in this role earn between $18.75 and $69.47 per hour, depending on experience, location, and employer.

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.

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.

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.

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.

More about Learning Development Partner jobs

What states have the most Learning Development Partner jobs?

States with the most job openings for Learning Development Partner jobs include:

What are popular job titles related to Learning Development Partner jobs?

For Learning Development Partner jobs, the most frequently searched job titles are:

Learning Development Partner jobs near you
Infographic showing various Learning Development Partner job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 82% Full Time, 14% Part Time, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $85,047 per year, or $40.9 per hour.

Director, Learning & Development

Manhattan, NY • On-site

AKAM Living Services, Inc.
Real Estate • 51 - 200 employees
Learn more about AKAM Living Services, Inc.external

Other

Medical, Dental, Vision, Retirement, PTO

Posted 19 days ago

Key responsibilities

  • Partner with the VP, Learning & Development to translate enterprise priorities into a learning roadmap and implement strategic initiatives.

  • Lead the design, implementation, and measurement of learning programs such as onboarding, leadership development, and compliance.

  • Consult with leaders to identify capability gaps, recommend solutions, and support organizational change through communication and stakeholder engagement.

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.


Professional New York, NY, US


2 days ago Requisition ID: 4141


About the Company : Founded in 1983, AKAM provides unparalleled knowledge, industry-leading technology, cost-saving initiatives, and the best customer service in the industry to every condominium, cooperative, homeowners association, and investment property we service. From comprehensive financial oversight to operations management, compliance administration, and violation removal, we maximize operational efficiency and value for our clients.


What we offer: AKAM is proud to be Great Place to Work-Certified. Learn more about our company by visiting akam.com. Our benefits include several healthcare, dental and vision options, a retirement program, paid time off plans, 11 paid holidays per year, educational reimbursement, transportation discount purchase programs, service, and performance awards – in addition various social and recreational activities.


Position Summary

The Director, Learning & Development partners closely with the Vice President, Learning & Development to advance AKAM’s enterprise learning strategy and build the capabilities needed to strengthen leadership, employee performance, and operational excellence.


This role translates business and talent priorities into scalable learning solutions, leads key enterprise initiatives, and ensures consistent execution across a geographically distributed workforce. The Director serves as a trusted advisor to leaders and cross-functional partners while supporting the VP in establishing priorities, measuring impact, and strengthening AKAM’s learning culture and capabilities.


Key Responsibilities
Learning Strategy and Leadership & Talent Development

  • Partner with the VP, L&D to translate enterprise priorities into a focused learning roadmap and actionable plans.

  • Lead strategic L&D initiatives from design through implementation, adoption, and measurement.

  • Consult with business and functional leaders to identify capability and performance gaps and recommend effective solutions.

  • Balance enterprise consistency with the needs of regions, functions, and frontline teams.

  • Lead programs that strengthen manager and leadership capabilities, including coaching, feedback, accountability, decision-making, business acumen, and service excellence.

  • Equip managers with tools and resources to reinforce learning and develop employees on the job.

  • Oversee key enterprise programs, including onboarding, role-based learning, leadership development, compliance, and professional development.

  • Establish standards for high-quality, practical, and engaging learning experiences.

  • Partner across Operations, Human Resources, Finance, Technology, and other functions to deliver enterprise initiatives.

  • Serve as a trusted advisor and extension of the VP, L&D with senior leaders and key stakeholders.

  • Support organizational change through effective communication, stakeholder engagement, and practical reinforcement.


Measurement & Continuous Improvement

  • Establish success measures and use learning, workforce, and business data to evaluate effectiveness and guide decisions.

  • Connect learning initiatives to outcomes such as employee readiness, retention, time-to-productivity, leadership capability, operational performance, and client experience.

  • Provide the VP and senior leadership with concise insights, recommendations, and progress updates.

  • Continuously improve programs based on data, feedback, business priorities, and adoption.

  • Support effective governance and adoption of learning technologies, content, and enterprise standards.

  • Manage assigned budgets, vendors, and resources with appropriate financial discipline.

  • Develop business cases and recommendations for learning investments in partnership with the VP, L&D.


Qualifications

  • Bachelor’s degree in Learning & Development, Organizational Development, Human Resources, Business, Education, or a related field; equivalent relevant experience considered.

  • 5+ years of progressive experience in learning and development, talent development, organizational effectiveness, leadership development, or a related discipline.

  • 3+ years of experience leading learning professionals, teams, or significant cross-functional initiatives.

  • Demonstrated experience designing and implementing learning initiatives across a multi-site or distributed organization.

  • Strong knowledge of leadership development, adult learning, instructional design, facilitation, manager enablement, and performance consulting.

  • Strong business acumen with the ability to connect learning initiatives to talent, operational, and business outcomes.

  • Experience with learning technology, analytics, vendors, and data-informed decision-making.

  • Excellent executive communication, influence, stakeholder management, and presentation skills.

  • Ability to operate strategically while driving disciplined execution in a fast-moving environment.

  • Experience in property management, real estate services, hospitality, or another people-intensive service organization preferred.

  • Regular travel may be required to AKAM offices, managed communities, training locations, and leadership meetings. Occasional early morning, evening, or extended-hour availability may be required based on business needs.


Required

Always Active


Functional

Functional


Analytics

Analytics


Advertising

Advertising

#J-18808-Ljbffr

Apply