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Learning Development Trainer Jobs in Boston, MA (NOW HIRING)

CYNET SYSTEMS

Learning Specialist/Trainer I

Cambridge, MA · On-site

$42 - $47/hr

Minimum of 2+ years of previous Training or Learning Specialist experience. * Experience with E ... E-Learning Development & Tools. * Experience with E-Learn / LMS platform, Articulate 360, Adobe ...

Robert Half

Learning Experience Designer

Boxborough, MA · On-site

$35 - $38/hr

The Learning Experience Designer will support a high-priority learning and development initiative by creating engaging training programs, eLearning content, and employee development resources. This ...

Amazon

Learning Trainer

Northborough, MA · On-site

The Sort Center Learning Trainer works with Operations Managers, Area Managers, Process Assistants ... development efforts; improves associates' job-related skills; develops, maintains and applies ...

Amazon

Learning Trainer

Northborough, MA · On-site

The Sort Center Learning Trainer works with Operations Managers, Area Managers, Process Assistants ... development efforts; improves associates' job-related skills; develops, maintains and applies ...

Amazon

Learning Trainer

Northborough, MA · On-site

The Sort Center Learning Trainer works with Operations Managers, Area Managers, Process Assistants ... development efforts; improves associates' job-related skills; develops, maintains and applies ...

Vinfen

Paid Intern HR

Allston, MA

$20/hr

Revise materials based on feedback and direction from the Learning and Development team. Why Vinfen? We are committed to you! We offer great training, great benefits, career growth and job security!

Vinfen

Paid Intern HR

Allston, MA · On-site

$20/hr

Revise materials based on feedback and direction from the Learning and Development team. About Vinfen Why Vinfen? We are committed to you! We offer great training, great benefits, career growth and ...

Amazon

Learning Trainer, OWD5

Northborough, MA · On-site

The Sort Center Learning Trainer works with Operations Managers, Area Managers, Process Assistants ... development efforts; improves associates' job-related skills; develops, maintains and applies ...

Amazon

Learning Trainer, OWD5

Northborough, MA · On-site

The Sort Center Learning Trainer works with Operations Managers, Area Managers, Process Assistants ... development efforts; improves associates' job-related skills; develops, maintains and applies ...

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Showing results 21-40

All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Boston, MA

Learning Development Trainer information

See Boston, MA salary details

$30.4K

$94.9K

$122.2K

How much do learning development trainer jobs pay per year?

As of Sep 3, 2026, the average yearly pay for learning development trainer in Boston, MA is $94,869.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,200.00 and $120,600.00 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 Boston, MA?

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

What job categories do people searching Learning Development Trainer jobs in Boston, MA look for?

The top searched job categories for Learning Development Trainer jobs in Boston, MA are:

What cities near Boston, MA are hiring for Learning Development Trainer jobs?

Cities near Boston, MA with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Boston, MA as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $94,869 per year, or $45.6 per hour.

Senior Director of Workforce Learning and Development

Massachusetts League of Community Health Centers

Boston, MA • On-site

$95K - $127K/yr

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 8 days ago

Job description

The Massachusetts League of Community Health Centers (League) was founded in 1972 as one of the country's first state Primary Care Associations (PCAs). Established under the same federal authorizing legislation as the health center program (Section 330 of the Public Health Service Act), PCAs are organized around a set of core functions and competencies that provide a framework for support and assistance to health centers and the communities they serve.
The League is a non-profit 501(c)(3) organization registered as a public charity with the Commonwealth's Secretary of State. It maintains a professional staff at its headquarters in Boston and its training center in Worcester.
Position Summary
The Senior Director of Workforce Learning & Development leads and operationalizes an enterprise-wide learning and development (L&D) strategy across the Massachusetts League of Community Health Centers (the League)-the statewide primary care association representing Federally Qualified Health Centers (FQHCs), Community Health Centers (CHCs), and safety-net providers.
Reporting administratively to the Vice President of Workforce Development & Learning for day-to-day management and operational execution, this position also maintains a direct strategic matrix reporting line (dotted line) to the Senior Vice President of Workforce & Training. Through this matrix relationship, the Senior Director of Workforce Learning & Development engages directly with the SVP to establish overarching strategic direction, align organizational priority-setting, define enterprise Key Performance Indicators (KPIs), and develop sustainable earned revenue models.
The Senior Director provides operational leadership, team management, and strategic execution across three core pillars: Workforce Pipeline Development, Member Education & Training, and Internal Organizational Development.
Essential Functions:
Academic & Training Partnerships
  • Establish, maintain, and scale strategic partnerships with higher education institutions, community colleges, and federal, state, and local training partners to build clinical/administrative career pathways, apprenticeship models, and certificate programs tailored to member CHC needs.
  • Support and strengthen formal relationships with national partners (e.g., National Association of Community Health Centers - NACHC), regional academic health centers, and community training organizations.
  • Direct and manage formal relationships with key accrediting bodies (e.g., ACCME, ANCC, NASW, AAFP) to ensure association offerings deliver accredited CMEs, CNEs, and CEUs/CEs. Maintain audit-ready documentation, conflict-of-interest disclosures, and timely re-accreditation submissions.

External Delivery, Conferences & Master T/TA Calendar
  • Oversee end-to-end curriculum design, speaker curation, content strategy, and operational execution for annual signature conferences, workforce symposia, summits, and webinars in collaboration with internal and external partners.
  • Supervise event staff and manage external vendor, technology platform, and facility contracts to ensure fiscal control, seamless delivery, and high attendee satisfaction.
  • Oversight of the centralized learning, workforce development and technical assistance calendar and strategically distribute the CHC network to optimize participation and eliminate scheduling conflicts across member health centers. This includes working collaboratively with the Sr. Manager of Grants and Operations to ensure timely updates.

Enterprise Learning Technology & Infrastructure (LMS)
  • Oversee the administration, optimization, user adoption, and cross-governance of the enterprise Learning Management System (LMS) to ensure interoperability between e-learning courses and the LMS infrastructure.
  • Establish Standard Operating Procedures (SOPs) for content review and approval, pricing, publishing, and targeted marketing communications across the CHC network.
  • Curate and expand a repository of high-demand learning modules supporting diverse CHC tracks. Maintain an active roster of vetted, contracted instructional designers and industry training content partners with standardized pricing structures.
  • Manage robust tracking, digital badging, and automated reporting within the LMS to ensure seamless issuance, tracking, and storage of CMEs/CEUs and compliance documentation.

Internal Enterprise Professional Development
  • Conduct systematic skills-gap analyses and organizational needs assessments for association leadership and staff.
  • Design, deploy, and monitor internal professional development frameworks aligned with organizational goals.
  • Align internal training initiatives to cultivate an agile, continuous-learning organizational culture.

Program Evaluation, Data Analytics & Fiscal Strategy
  • Deploy standardized evaluation instruments across all learning modalities (in-person, hybrid, e-learning) to measure instructional effectiveness, knowledge retention, and practical workplace application.
  • Establish and maintain a central Learning & Training Dashboard. Analyze learning outcomes and trend metrics to generate high-level performance reporting, status updates, and work plan evaluations for the VP and SVP.
  • Manage project and program budgets, controlling costs tied to platform licensing, venue operations, and consultant contracts. Drive revenue strategies to achieve or exceed targets through registration fees, enterprise platform subscriptions, and specialized training packages.
  • Co-author and support competitive grant proposals for federal, state, and philanthropic workforce funding opportunities.

Governance & Leadership Peer Forums
  • Lead the statewide CHC HR Forum, regularly engaging member Chief Human Resources Officers (CHROs) and HR Directors to identify emerging workforce trends, curate agenda topics, and secure subject matter experts.
  • Coordinate and facilitate the association's CHC Education Committee. Partner with the Committee Chair to establish annual work plans, meeting cadences, and key performance objectives aligned with network priorities.

General & Strategic Operations
  • Perform other leadership, strategic, or operational duties as assigned by the Vice President or Senior Vice President to advance organizational goals, respond to emerging workforce crises, or support broader association initiatives.

Competencies/Skills:
  • Committed to the League mission of promoting population health, social justice and diversity, equity, inclusion and belonging (DEIB)
  • Ability to communicate professionally, concisely and effectively (English written and verbal)
  • Organized and detail oriented; ability to multi-task and reprioritize as necessary
  • Ability to problem-solve effectively and efficiently
  • Ability to assess, evaluate and advise on potential risk
  • Ability to conduct critical thinking and perform technical data analysis to develop effective solutions
  • Building and strengthening relationships with people from diverse background
  • Active listening using verbal and non-verbal techniques
  • Demonstrated proficiency with MS Office applications especially Word, Excel, and PowerPoint
  • Up-to-date knowledge of business and information technology
Education/Experience
Education & Credentials
  • Master's degree in Adult Education, Healthcare Administration (MHA), Business Administration (MBA), Organizational Development, or a closely related field.
  • Certified Professional in Talent Development (CPTD), Fellow of the American College of Healthcare Executives (FACHE), or equivalent professional certification.

Professional Experience
  • Minimum of 7-10 years of progressive experience in enterprise learning, instructional design, or workforce development, including 3-5 years in a direct senior management/people leadership capacity. Experience within healthcare, primary care associations, or FQHC/CHC settings is strongly preferred.
  • Proven expertise thriving within matrixed organizational structures, demonstrating dual-accountability skills by balancing direct operational reporting to a Vice President with strategic alignment and priority-setting with a Senior Vice President.
  • Experience managing CME/CNE/CEU accreditation and micro credentialing & certification processes and structuring sustainable academic and institutional workforce partnerships.
  • Documented success managing complex, multi-track educational conferences, technical assistance calendars, and vendor operations.
  • Deep working knowledge of adult learning theory, instructional design models (e.g., ADDIE, SAM), e-learning standards (SCORM/xAPI), and LMS system administration.
  • Track record of success managing departmental budgets, revenue-generating educational products, data-driven KPI dashboards, and grant-proposal development.
What We Offer
The Massachusetts League of Community Health Centers offers a comprehensive and competitive benefits package, including:
  • Hybrid work schedule: 2 days in-office and 3 days remote
  • Medical, dental, and employer-funded HRA coverage
  • Employer-paid life, short-term, and long-term disability insurance
  • Optional supplemental life insurance
  • Flexible Spending Accounts (FSA)
  • 403(b) retirement savings plan with potential employer contribution
  • Transit reimbursement program
  • Generous paid time off, paid holidays, sick leave, and additional leave benefits

Benefits eligibility and coverage may vary based on employment status and plan provisions.
The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities.
It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities

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