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Learning Development Specialist Jobs in Virginia

Fairfax County

Human Development Specialist II

Fairfax, VA · On-site

$55K - $96K/yr

... enhance learning, positive developmental relationships, and personal development opportunities ... Supports supervision of the Human Development Specialist I and volunteers; Serve as liaison with ...

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All JobsLearning Development Specialist JobsLearning Development Specialist Jobs in Virginia

Learning Development Specialist information

See Virginia salary details

$10.9K

$89.4K

$156.2K

How much do learning development specialist jobs pay per year?

As of Aug 7, 2026, the average yearly pay for learning development specialist in Virginia is $89,374.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,400.00 and $107,100.00 per year, depending on experience, location, and employer.

What is the difference between Learning Development Specialist vs Training Coordinator?

AspectLearning Development SpecialistTraining Coordinator
Primary FocusDesigning and developing learning programs and materialsOrganizing and scheduling training sessions
Required SkillsInstructional design, curriculum development, needs assessmentLogistics, communication, event coordination
Work EnvironmentCorporate training departments, educational institutionsCorporate, nonprofit, or government training settings
CertificationsOften requires instructional design or education certificationsLess formal certifications, focus on organizational skills

While both roles support employee development, Learning Development Specialists focus on creating and implementing learning programs, whereas Training Coordinators handle the logistics and organization of training sessions. Understanding these differences helps employers and job seekers target the right skills and responsibilities for each position.

How do I become a learning development specialist?

To become a learning development specialist, individuals typically need a bachelor's degree in education, human resources, or a related field. Gaining experience in training, instructional design, or curriculum development, along with proficiency in learning management systems and relevant certifications like CPLP or ATD, can enhance job prospects.

How does a learning development specialist typically collaborate with subject matter experts (SMEs) when designing training programs?

Learning Development Specialists often work closely with subject matter experts to ensure that training materials are accurate, relevant, and aligned with organizational goals. This collaboration usually involves conducting interviews, reviewing existing content, and co-creating modules or activities that effectively transfer knowledge. Regular meetings and feedback sessions help to clarify learning objectives, address content gaps, and refine instructional strategies. Building strong partnerships with SMEs is key to developing impactful and engaging learning experiences.

What is a learning development specialist?

Learning Development Specialists are professionals who design, implement, and evaluate training programs to enhance employees’ skills and knowledge within an organization. They assess training needs, create instructional materials, and often facilitate workshops or e-learning sessions. Their primary goal is to ensure that staff have the necessary tools and knowledge to perform effectively and support organizational growth. These specialists may work in a variety of industries, including corporate, healthcare, education, and government.

What degree do you need to be a learning development specialist?

A learning development specialist typically needs at least a bachelor's degree in education, human resources, instructional design, or a related field. Advanced roles may require a master's degree or specialized certifications in training or instructional design. Strong communication skills and experience with learning management systems (LMS) are also important.

What are the key skills and qualifications needed to thrive as a learning development specialist, and why are they important?

To thrive as a Learning Development Specialist, you need expertise in instructional design, adult learning theories, and curriculum development, typically supported by a bachelor's degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools like Articulate or Captivate, and industry certifications such as CPLP or ATD are commonly required. Strong communication, creativity, and analytical skills help you engage learners and assess training effectiveness. These skills and qualifications are essential for designing impactful learning experiences that drive organizational growth and employee performance.

What qualifications do I need to work in a Learning Development Specialist?

A Learning Development Specialist typically needs a bachelor's degree in education, human resources, or a related field. Relevant skills include instructional design, training delivery, and familiarity with learning management systems (LMS); certifications such as CPLP or ATD can enhance prospects.
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What are popular job titles related to Learning Development Specialist jobs in VA? For Learning Development Specialist jobs in VA, the most frequently searched job titles are:
Learning Development Specialist jobs near you
Infographic showing various Learning Development Specialist job openings in Virginia as of August 2026, with employment types broken down into 76% Full Time, and 24% Part Time. Highlights an 94% In-person, and 6% Remote job distribution, with an average salary of $89,374 per year, or $43 per hour.

Nursing Professional Development Specialist - Mental Health

Childrens Hospital of The Kings Daughters

Norfolk, VA • On-site

$38.98/hr

Full-time

Posted 14 days ago

Children's Hospital Of The King's Daughters rating

7.4

Company rating: 7.4 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

342nd of 1,055 rated hospitals

Job description

  • GENERAL SUMMARY
    • The Nursing Professional Development Specialist (NPDS) works under the direction of department leadership, and collaboratively with stakeholders and others in leadership to support clinical employee education within Patient Care Services and across the health system as indicated. The NPDS is responsible for assuring that practice changes and educational outcomes are measurable and are in alignment with the design and planning of programming. They serve as a learning facilitator, change agent, mentor, leader, champion for inquiry, advocate for NPD Specialty, and partner for practice transitions. The NPDS works with leadership and stakeholder representatives to ensure compliance with federal and state regulations and corporate/hospital policy. Reports to departmental leadership.
  • ESSENTIAL DUTIES AND RESPONSIBILITIES
    • Learning Facilitator
      • Education: Develops educational activities to address practice gaps for identified target audiences, to include licensed and non-licensed healthcare personnel. These activities are developed to achieve specific outcomes related to identified deficits or opportunities for improvement in knowledge, skill, or practice.
      • Planning: Determines appropriate interventions incorporating theories pertaining to learning, behavioral change, and motivation.
      • Implementation: Demonstrates use of current evidence-based education guidelines (adult learning theory, brain-based learning, etc.) during implementation of educational programs. Uses the CHKD improvement framework in the implementation of system-wide programs and projects to continuously improve programs.
      • Orientation/Onboarding: Develops, coordinates, facilitates, conducts, and evaluates orientation programs for nursing and other healthcare personnel to guide the new hire towards job competency.
      • Competency Management: Supports ongoing assessment and evaluation of performance. Collaborates with unit leadership teams in prioritizing competency selection and selection of instructional strategies to meet learning objectives.
    • Change Agent
      • Establish collaborative partnerships and promote environment that can sustain change: Assesses staff and stakeholder readiness to change. Communicates opportunity for change to staff. Promotes a culture in which staff understand the direct relationship between their role and the business of the organization. Motivates staff to take ownership of change. Collaborates with leadership and stakeholders to support change.
      • Assessment of Practice Gaps: Prioritizes department, and health system needs aligning hospital initiatives and environmental scanning in the community, and at the state and national level to prioritize and address practice gaps.
      • Identification of Learning Needs: Assesses knowledge, skill, and practice gaps within departments, differentiating between practice gaps, performance issues, and process/system issues.
      • Outcomes Identification: Ensures realistic, achievable outcomes that are created in collaboration with key stakeholders and subject matter experts.
    • Advocate for Professional Role Development:
      • Mentor/Leader: Serves as a role model and promotes a healthy work environment, professionalism, and just culture. Collaborates with interprofessional partners to share expertise in planning and decision making to achieve the desired results to deliver the highest quality of care.
      • Advocate for the NPD Specialty. Promotes and integrates the science of the NPD specialty to continuously improve their practice.
    • Partner for Practice Transitions
      • Support effective and efficient practice transitions. Identifies and develops strategies to facilitate lifelong learning. This allows for role transition, role integration, skill acquisition, and mastery as learners advance from novice to expert in their professions and specialties. Supports the development, maintenance, and expansion of transition to practice based on evidence and measurable outcomes.
    • Champion for Inquiry
      • Evidence Based Practice/Quality Improvement: Champions inquiry through promotion of EBP and QI in patient care settings. In collaboration with leadership and the EVMS IRB affiliate, the NPDS may conduct, encourage, facilitate and/or participate in EBP and QI, including dissemination of findings.
    • Performs all other duties as assigned.
  • LICENSES AND/OR CERTIFICATIONS
    • Required Licenses and/or Certifications
      • Registered Nursing License in the State of Virginia or Registered Nurse holding a valid Compact State license.
      • Certification in Nursing Professional Development (NPD) required within 3 years of placement into position.
      • Basic Life Support and Pediatric Advanced Life Support required and/or must be obtained within 45 days of hire.
  • MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS
    • Required Education and Experience
      • Master of Science in Nursing required. May consider a BSN for internal nurse candidates with applicable experience and active enrollment in a master's program who are within 1 year of completion from date of hire.
      • 1-2 years of relevant pediatric/neonatal clinical experience required.
    • Preferred Education and Experience
      • Experience in a pediatric nursing professional development role or as nurse educator preferred.
    • Required Knowledge, Skills and Abilities
      • Knowledge of current and emerging trends in technology, including maintenance of databases and records, to support learning.
      • Ability to coordinate and provide education and training to staff from different professional backgrounds.
      • Ability to work independently and problem solve, as well as accept guidance and work within a team.
      • Exceptional organizational and time management skills.
      • Ability to build collegial and professional relationships from diverse backgrounds.
      • Strong written and verbal communication skills, to include public speaking.
      • Proficiency in Microsoft Word, PowerPoint, Outlook, and ability to utilize Excel and Adobe acrobat.
      • Must obtain knowledge and understanding required to utilize learning management system within 3 months of hire.
  • WORKING CONDITIONS
    • Expected to work in a patient care environment with minimal exposure to environmental hazards such as, but not limited to, excessive noise, dust, or extremes in temperatures. Exposure to communicable diseases and moderately adverse working conditions due to the need to perform certain patient care activities can be expected.
  • PHYSICAL REQUIREMENTS
    • Click here to view physical requirements.

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