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Learning Development Trainer Jobs in New Hampshire

Novocure

Manager, Learning and Development

Portsmouth, NH · Remote

$75K - $103K/yr

Measure training effectiveness and continuously improve learning programs. * Serve as a trusted ... Development experience. * Experience facilitating technical and/or clinical product training for ...

Kohl & Frisch Ltd

... training for hiring managers. * Oversee Onboarding initiatives for new employees. * Identify opportunities for improvement for Talent Management. Learning and Development * Lead the creation of K+F ...

Turning Point Action

Trainer

Manchester, NH · On-site

... learning materials and presentations for trainees, presenting training guides, and identifying ... Certification in training management or program development * Knowledge of various teaching methods ...

Turning Point Action

Trainer

Manchester, NH · On-site

... learning materials and presentations for trainees, presenting training guides, and identifying ... Certification in training management or program development * Knowledge of various teaching methods ...

Turning Point Action

Trainer

Manchester, NH · On-site

... learning materials and presentations for trainees, presenting training guides, and identifying ... SKILLS: * Certification in training management or program development * Knowledge of various ...

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in New Hampshire

Learning Development Trainer information

See New Hampshire salary details

$27.2K

$84.9K

$109.4K

How much do learning development trainer jobs pay per year?

As of Aug 30, 2026, the average yearly pay for learning development trainer in New Hampshire is $84,924.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,400.00 and $107,900.00 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 New Hampshire?

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

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

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

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in New Hampshire as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $84,924 per year, or $40.8 per hour.

Director, Learning & Development

Portsmouth, NH • On-site

ConvenientMD
Health Care and Social Assistance • 1 - 5K employees

5.8

Company rating: 5.8 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

Good schedule notice

Good training

Learn more about ConvenientMDexternal

Full-time

Medical, Dental, Vision, Retirement

Re-posted 15 days ago

Job description

At ConvenientMD, we're on a mission to make good health more convenient for all - working to improve how patients and providers experience healthcare in New England. To support this belief, we're building a team of dedicated professionals who genuinely care about improving lives, are passionate about work that can make a difference, and are driven to learn from one another.
The Opportunity
At ConvenientMD, we're building more than a healthcare organization; we're creating a learning culture that enables exceptional patient care, operational excellence, and career growth. As our Director of Learning & Development, you'll shape the enterprise learning strategy for a rapidly growing, multi-state ambulatory healthcare organization spanning urgent care, primary care, and laboratory services.
In this highly visible leadership role, you'll unify learning across intake, clinical, and provider teams into one cohesive education ecosystem. You'll partner closely with Operations, Medical Leadership, Compliance, and Human Resources to ensure our workforce is equipped with the knowledge, skills, and tools needed to deliver outstanding patient experiences while supporting continued organizational growth.
If you're energized by building scalable learning programs, developing leaders, and driving measurable business outcomes, we'd love to hear from you.
Your Impact
  • Lead Enterprise Learning Strategy
    • Develop and execute a comprehensive learning strategy aligned with organizational growth, operational excellence, workforce planning, and clinical quality.
    • Establish enterprise learning governance, standards, and frameworks while accommodating state and site-specific requirements.
    • Provide strategic oversight of apprenticeship and enterprise education programs to ensure consistency, scalability, and measurable outcomes.
  • Oversee Functional Learning Programs
    • Lead enterprise education across Intake, Clinical Non-Provider, and Provider learning teams.
    • Ensure consistent onboarding, competency validation, readiness standards, and ongoing professional development across all clinical and operational roles.
    • Oversee enterprise preceptor programs while partnering with site leadership on successful execution.
  • Enhance Onboarding & Workforce Readiness
    • Create a unified onboarding experience that accelerates time-to-productivity for new hires.
    • Partner across the organization to scale onboarding for organizational growth, new clinic openings, acquisitions, and hiring surges.
    • Ensure education supports operational workflows, patient experience, and quality outcomes.
  • Develop Leaders
    • Design and oversee leadership development programs for Practice Managers, District Leaders, and Corporate Managers.
    • Build coaching frameworks, manager toolkits, and playbooks that strengthen frontline leadership capabilities.
    • Equip leaders to effectively manage performance, attendance, accountability, and employee development.
  • Ensure Compliance & Quality
    • Partner with Compliance, Legal, HR, and Medical Leadership to maintain required regulatory education and documentation.
    • Oversee education related to HIPAA, OSHA, workplace safety, and state-specific regulatory requirements.
    • Ensure learning documentation supports audits, accreditation, and regulatory inspections.
  • Leverage Learning Technology
    • Own the Learning Management System (LMS) strategy, governance, reporting, and analytics.
    • Evaluate and implement innovative learning technologies that improve engagement and efficiency.
    • Ensure learning content is accessible, role-specific, and designed for distributed clinical teams.
  • Measure & Continuously Improve
    • Establish meaningful learning metrics including time-to-productivity, engagement, retention, competency, and quality outcomes.
    • Use data and feedback to continuously improve learning effectiveness.
    • Anticipate future workforce development needs as the organization grows and evolves.
Who You Are
  • Education & Experience:
    • Bachelor's degree in Human Resources, Organizational Development, Education, Healthcare Administration, or a related field required; Master's degree preferred.
    • 8+ years of progressive Learning & Development experience, including 3+ years leading leaders and managers, with demonstrated success developing enterprise learning strategies and high-performing teams.
  • Strategic and enterprise-minded: Thinks beyond individual training programs to build scalable learning strategies that support organizational growth, operational excellence, and exceptional patient care.
  • Collaborative and influential: Builds strong partnerships across Operations, Medical Leadership, Compliance, and Human Resources, bringing people together to align priorities, drive change, and create a culture of continuous learning.
  • Passionate about developing others: Finds purpose in helping leaders and team members grow by creating engaging learning experiences that build confidence, strengthen performance, and support career development.
  • Data-driven and outcomes-focused: Uses insights, feedback, and performance metrics to continuously improve learning programs, measure success, and ensure education delivers meaningful business impact.
  • Innovative and adaptable: Embraces new ideas and learning technologies to create engaging, accessible, and scalable education that meets the needs of a dynamic, fast-paced healthcare environment.
  • Organized and execution-focused: Balances strategic thinking with operational excellence, ensuring learning programs are consistent, sustainable, and seamlessly integrated into day-to-day workflows.
  • Committed to quality and continuous improvement: Values accountability, consistency, and excellence while fostering a culture of learning that supports compliance, operational performance, and outstanding patient experiences.

Why You'll Love Working With Us
  • Collaborative team environment that encourages professional growth
  • Urgent care services at no cost to our team members and their families
  • Extensive benefit offerings including health, dental, and vision coverage, company paid short-term disability, and optional pet insurance
  • 401k match after one year of service
  • Access to our primary care (depending on location)
  • Educational Alliance with Purdue University Global and reduced tuition rates for team members and their families
  • Employer rewards and access to discounts offered on services and products such as hotels, travel, entertainment, restaurants, and more

There's a job and then there's purposeful, transformative work. Our aim is to create a workplace where you can learn, grow, and continuously refine your skills. Applicants rarely meet every single job requirement, and we appreciate that many skills and backgrounds can make people successful in this role. We are committed to creating a strong sense of belonging for all team members, and our process is designed to prevent discrimination against applicants regardless of gender identity, sexual orientation, religion, ethnicity, age, disability status, or any other aspect which makes you unique. If you're looking for a great next step, and want to feel good about what you do, we'd love to hear from you.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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