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Learning Development Trainer Jobs in Iowa (NOW HIRING)

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Learning Development Trainer information

See Iowa salary details

$26.3K

$82K

$105.7K

How much do learning development trainer jobs pay per year?

As of Sep 8, 2026, the average yearly pay for learning development trainer in Iowa is $82,021.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,400.00 and $104,300.00 per year, depending on experience, location, and employer.

What does a learning development trainer do?

A Learning Development Trainer designs, delivers, and evaluates training programs to help employees improve their skills and knowledge. Their role often includes assessing training needs, creating instructional materials, and facilitating workshops or seminars. They work closely with employees and management to ensure that training aligns with organizational goals and leads to professional growth. Learning Development Trainers may also track progress and adapt their methods to meet evolving needs.

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

To thrive as a Learning Development Trainer, you need expertise in instructional design, adult learning principles, and a background in education or training, often supported by a relevant degree or certification. Familiarity with learning management systems (LMS), e-learning authoring tools (like Articulate or Captivate), and virtual training platforms is typically required. Outstanding communication, facilitation, and adaptability are crucial soft skills that help engage diverse learners and adjust to different training environments. These skills and qualities are essential for delivering impactful training programs that drive employee development and organizational growth.

How does a learning development trainer typically collaborate with subject matter experts (SMEs) and other departments to create effective training programs?

A Learning Development Trainer frequently works closely with subject matter experts (SMEs) and various departments to ensure training content is accurate, relevant, and aligned with organizational goals. Collaboration often involves conducting needs assessments, co-developing curriculum, and gathering feedback to refine training materials. Trainers also coordinate with HR, management, and technical teams to schedule sessions and measure training effectiveness. This cross-functional collaboration helps create comprehensive learning experiences that address both employee skill gaps and business objectives.

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

AspectLearning Development TrainerTraining Coordinator
CredentialsTypically requires certifications in training or education, such as CPLP or ATD certificationsOften requires organizational or administrative certifications, like PMP or HR certifications
Work EnvironmentConducts training sessions, workshops, and seminars, often in corporate or educational settingsCoordinates training schedules, manages logistics, and supports training programs
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for skill developmentCommon in HR departments, training departments, and large organizations

While both roles focus on employee development, Learning Development Trainers primarily deliver training content and facilitate learning sessions. Training Coordinators handle the logistical and administrative aspects of training programs. Understanding these differences helps organizations assign the right responsibilities and professionals for effective workforce development.

What are popular job titles related to Learning Development Trainer jobs in Iowa?

For Learning Development Trainer jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Learning Development Trainer jobs in Iowa look for?

The top searched job categories for Learning Development Trainer jobs in Iowa are:

What cities in Iowa are hiring for Learning Development Trainer jobs?

Cities in Iowa with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Iowa as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $82,021 per year, or $39.4 per hour.

Learning & Development Officer

Orange City, IA • On-site

Iowa State Bank
See more jobs at Iowa State Bankexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 6 days ago

Job description

Job Type
Full-time
Description
The L&D officer serves as the central facilitator and coordinator of employee development across the bank. This role is responsible for assessing training needs in collaboration with supervisors and HR, sourcing appropriate learning resources, and ensuring effective follow through. Working closely with HR, supervisors, and internal/external trainers, the L&D Officer designs and manages the flow of learning experiences that support employee growth, regulatory compliance, and organizational goals. The L&D Officer is a relationship-builder who excels at communication, organization, and facilitation. They create a consistent, structured learning environment by connecting the right people, resources, and tools- ensuring employees receive the training they need and supervisors have the support required to develop their teams effectively.
Requirements
Essential Duties and Responsibilities:
• Conduct regular check-ins with supervisors to understand employee skill gaps, performance trends, and developmental needs across the bank.
• Maintain learning needs dashboard with a learning needs assessment for each role and department.
• Identify patterns of knowledge or training gaps and recommend training solutions (internal experts, external vendors, online modules, etc.) to make sure the right expert is teaching the right thing at the right time.
• Analyze organizational priorities, regulatory requirements, and operations changes to anticipate future training needs.
• Coordinate schedules, materials, and logistics.
• Maintain a library of learning resources.
Facilitation:
• Facilitate sessions as appropriate by introducing topics, guiding discussions, and ensuring engagement.
• Ensure learning objectives are clearly communicated and aligned with bank standards and performance expectations.
• Lead debriefs after expert-led sessions to translate training into clear expectations for employees.
• Ensure supervisors know how to reinforce the learning.
• Provide refresher and follow-up sessions as needed to reinforce learning and support long-term skill development.
Onboarding & Early Development:
• Partner with HR to design and maintain a structured onboarding experience for new hires.
• Create new-hire development plans in collaboration with HR and department supervisors to support early learning and role readiness.
• Coordinate job-specific training with supervisors and internal experts.
• Track onboarding progress and adjust as needed to ensure employees receive timely and appropriate development support.
Supervisor Partnership and Coaching Support:
• Meet with supervisors to review employee development progress as needed.
• Provide supervisors with tools for coaching. Meet with them to measure success and follow-up needed.
• Ensure supervisors understand how to reinforce training after employees complete it.
• Serve as a resource for leadership development and team-building initiatives.
Annual Training Day:
• Serve as the primary planner and facilitator for the bank's annual employee training day.
• Design the theme and learning objectives for the event with a training day team.
• Coordinate the speakers, trainers, and breakout sessions.
• Manage logistics (venue, schedule, materials, communication)
• Facilitate the event and ensure smooth transitions
• Collect feedback and measure impact to make the day a valuable learning day
Learning Culture & Employee Engagement:
• Promote a culture of continuous learning through communication, recognition, and accessible resources.
• Highlight development opportunities and internal expertise.
• Encourage peer-to-peer learning and cross-department knowledge sharing.
• Support career pathing and internal mobility initiatives with HR.
Qualifications:
2-5 years of experience in training, learning & development, or organizational development
Experience in a bank or financial services environment preferred
Experience in designing an delivering training programs (classroom, virtual, e-learning)
Experience in conducing needs assessments and evaluating training effectiveness
Job is located in Orange City, Iowa.
Benefits to include:
Health
Dental
Vision
Flex
HSA with Employer contribution
401K with 401K match
Paid STD, LTD, and Employee Life Insurance
Aflac
PTO
VTO
Parental leave
Paid Holidays
Apparel Allowance

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