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Learning Development Trainer Jobs in Oklahoma (NOW HIRING)

Hands of Heartland

Learning and Development Spec

Enid, OK · On-site

$20 - $23/hr

Job Summary The Learning & Development Specialist will lead in-person physical skills training sessions for all newly hired team members. Essential Duties & Responsibilities * Facilitate physical ...

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Long Wave

Training Developer

Oklahoma City, OK

This role requires expertise in both eLearning development and traditional instructor-led training, with a focus on serving industry and Department of Defense (DOD) training requirements. The ideal ...

Long Wave, Inc.

Training Developer

Oklahoma City, OK · On-site

This role requires expertise in both eLearning development and traditional instructor-led training, with a focus on serving industry and Department of Defense (DOD) training requirements. The ideal ...

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Learning Development Trainer information

See Oklahoma salary details

$25.9K

$80.6K

$103.9K

How much do learning development trainer jobs pay per year?

As of May 30, 2026, the average yearly pay for learning development trainer in Oklahoma is $80,630.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,400.00 and $102,500.00 per year, depending on experience, location, and employer.

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 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 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 Oklahoma? For Learning Development Trainer jobs in Oklahoma, the most frequently searched job titles are:
What job categories do people searching Learning Development Trainer jobs in Oklahoma look for? The top searched job categories for Learning Development Trainer jobs in Oklahoma are:
What cities in Oklahoma are hiring for Learning Development Trainer jobs? Cities in Oklahoma with the most Learning Development Trainer job openings:
Learning Development Trainer jobs near you
Learning & Development Coordinator

Learning & Development Coordinator

WEOKIE Federal Credit Union

Oklahoma City, OK • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description


The Learning & Development Coordinator provides training to managers and employees to support their ability to provide extraordinary member service and to maximize employee productivity and professional effectiveness. Training is provided via a blended learning approach including instructor-led training (classroom), eLearning, informal round tables, formal programs, as well as one-on-one training. This role supports all internal training and development efforts under the direction of the AVP of Employee Development. Examples include: new hire training, department-specific training, eLearning, professional development, career development, organizational development/special projects, and leadership development.





  1. Development of Training –Under the supervision of the AVP of Employee Development - Develops learning that incorporates sound instructional design principles including: optimizing content for learning delivery, designing appropriate learning content, feedback and remediation sequences and practice exercises, and designing appropriate pre and post-test evaluation tools. Develops lessons using company selected learning and development tools. Creates and maintains a consistent learning development environment using templates and other standardized development tools. Creates exercises using company selected software. Creates instructional graphics using company-selected software (as appropriate). Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to the AVP of Employee Development to ensure member impact and risk is mitigated.
  2. Delivery of Training/Facilitation - Provides training as assigned via the most appropriate learning approach.
  3. Supporting Training Needs Analysis Results –Collaborates with the AVP Employee Development to assess whether training needs are best met with an online solution, instructor led training, or a blended approach. Assists the AVP of Employee Development with identifying subject matter experts and gathering the required source content.
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  1. Learning Management System – Prepares courses to be posted to the Learning Management System using company selected communication protocol. Provides backup support in the administration of the Learning Management System, including but not limited to: creating sessions, assisting with enrollment and user accounts, and running reports as needed.
  2. Other duties or special projects as assigned or requested.






  1. Training content will be designed using interactive tools that incorporate adult learning principles in order to deliver training in an effective manner utilizing blended learning methodologies.
  2. Successful completion of tasks to support learning and development initiatives.
  3. Positive and respectful communication to/with employees.
  4. Accurate and timely communications are utilized to create a “no surprises” environment.


  1. Personal responsibility for action such that timely resolution of issues requiring coordination of solutions is achieved consistently.


  1. All activities are efficiently conducted, generally error free, and are completed following the appropriate policies, procedures, operational controls, and compliance controls.


  1. Losses, errors, and risks are controlled and mitigated by adhering to all applicable policies and procedures.



  1. Specialized or Technical Knowledge and Skills:
    1. Bachelor’s degree in related field preferred but not required.
    2. 2 years experience in training in a professional setting preferred.
    3. Credit Union experience preferred. WEOKIE FCU experience strongly preferred.
    4. Facilitation and/or public speaking experience preferred.
    5. Intermediate to expert knowledge of Microsoft Office.
    6. Excellent communication skills (written and verbal).
    7. Excellent organizational skills.
    8. Strong attention to detail.
    9. Strong aptitude and interest in learning software/eLearning development tools.
    10. Technical aptitude for using and supporting our Learning Management System.
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  1. Ability to be a self-starter and manage multiple tasks and projects in a collaborative team environment.
  2. Ability to learn new skills quickly.


  1. Behavioral Competencies: Behavioral competencies are the skills and personal characteristics that an individual should possess in order to be successful in this position.


  1. Core Competencies: Core competencies are consistent for all positions across the organization and are aligned with WFCU’s core values.
    1. Partner Focus: Builds Partner confidence, is committed to increasing Partner satisfaction, sets achievable Partner expectations, assumes responsibility for solving Partner problems, ensures commitments to Partners are met, and solicits opinions and ideas from Partners.
    2. Dependability: Meets commitments, works independently, accepts accountability, handles change, sets personal standards, stays focused under pressure, and meets attendance/punctuality requirements.
    3. Integrity/Ethics: Deals with others in a straightforward and honest manner, is accountable for actions, maintains confidentiality, supports company values, conveys good news and bad.
  2. Job Specific Competencies: The position requires a well-rounded and level-headed individual who is able to maintain composure in a variety of situations. The following stand out among a long list of behavioral competencies for this position:
    1. Job Knowledge: Understands duties and responsibilities, has necessary job knowledge, has necessary technical skills, understands company mission/values, keeps job knowledge current, is in command of critical issues.
    2. Decision Making/Judgment: Recognized problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root causes of issues, makes timely decisions, can make difficult decisions, uses consensus when possible, and communicates decisions to others.
    3. Productivity: Manages a fair workload, volunteers for additional work, prioritizes tasks, develops good work procedures, manages time well, and handles information flow.
    4. Quality: Is attentive to detail and accuracy, is committed to excellence, looks for improvements continuously, monitors quality levels, finds root cause of quality problems, owns/acts on quality problems.
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  1. Interpersonal Skills: Has good listening skills, builds strong relationships, is flexible/open-minded, negotiates effectively, solicits performance feedback and handles constructive criticism


  1. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit and talk or hear. The employee must occasionally lift and/or move up to 10 pounds.
  2. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The worker is not substantially exposed to adverse environmental conditions. The noise level in the work environment is usually moderate.


EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER

WEOKIE does not and shall not discriminate on the basis of Protected Status, marital status, and political belief or any other status or condition protected by applicable federal and/or state law. Bona fide occupational qualifications will be applied impartially. These activities include, but are not limited to, hiring of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all our members, our staff, clients, volunteers, subcontractors, vendors, and clients.

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