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Learning Development Trainer Jobs in Elkridge, MD

CYNET SYSTEMS

Learning and Development Associate

Baltimore, MD · On-site

$34.11 - $39.11/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

Facilitate both virtual instructor-led and instructor-led training that reflect adult learning ... Contribute to the development and maintenance of training materials. Partner with coordinators to ...

CYNET SYSTEMS

Learning and Development Associate

Baltimore, MD · On-site

$34 - $39/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

Facilitate both virtual instructor-led and instructor-led training that reflect adult learning ... Contribute to the development and maintenance of training materials. * Partner with coordinators to ...

System One

Learning and Development Specialist

Baltimore, MD · Remote

$39.11/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Facilitates both virtual instructor-led & instructor-led training that reflect adult learning ideas ... Contributes to the development and maintenance of training materials. * Partners with coordinators ...

ASR Group

Operations Training Manager

Baltimore, MD

$94K - $174K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

In partnership with HR, Continuous Improvement and Learning & Development, ensure consistency of application of training across the business and maintain alignment with corporate learning strategy.

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Elkridge, MD

Learning Development Trainer information

See Elkridge, MD salary details

$27.7K

$86.2K

$111.1K

How much do learning development trainer jobs pay per year?

As of Aug 17, 2026, the average yearly pay for learning development trainer in Elkridge, MD is $86,244.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,300.00 and $109,600.00 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 job categories do people searching Learning Development Trainer jobs in Elkridge, MD look for?

The top searched job categories for Learning Development Trainer jobs in Elkridge, MD are:

What cities near Elkridge, MD are hiring for Learning Development Trainer jobs?

Cities near Elkridge, MD with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Elkridge, MD as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $86,244 per year, or $41.5 per hour.

Internships at APA - Business Innovation & Growth, Learning and Development (L&D) Operations

APA

Washington, DC • On-site, Remote

$16.50 - $22/hr

Part-time

Re-posted 3 days ago

Job description

We are currently accepting applications from graduate students for a paid internship in Spring 2026.

About the APA BIG L&D Ops Office:

  • The APA/APA Services (APASI) Business Innovation and Growth Office is the strategic driver of new revenue sources advancing the missions of APA and APA Services. With a focus on deploying solutions across for-profit industries, APA/APASI L&D Ops is developing products to improve individual well-being and business solutions to help solve some of the world’s most pressing issues.
  • https://www.apa.org/about/business-innovation-growth

Requirements:

  • A student currently enrolled in a doctoral program of study and who has completed a master’s program in Psychology, Industrial–Organizational Psychology, Organizational Behavior, Human Factors, or a related discipline.
  • Foundational knowledge of organizational psychology, such as motivation, learning, performance, well-being, and workplace behavior. 
  • Strong written communication skills, with the ability to translate academic research into clear, accurate, non-technical summaries for learning & development and business audiences. 
  • The 4-month internship is a 20-hour/week, fully remote position. Interested students must reside in a state that meets APA’s residency requirements.
  • Experience working in cloud-based collaboration environments, particularly Microsoft OneDrive and/or Google Workspace (Docs, Sheets, Drive), including shared folders and version-controlled documents. 
  • Professional digital communication skills, including clear written comments, responsiveness in shared platforms, and respect for collaborative workflows. 

Interns can expect to learn the following:

  1. Applied research skills in organizational psychology, including literature review, evidence synthesis, and translating research into practice-relevant insights. 
  2. Experience evaluating the quality, limits, and applicability of psychological research for workplace learning and development contexts. 
  3. Exposure to interdisciplinary collaboration, including working with instructional designers and applied psychologists. 
  4. Professional judgment in identifying risks of overgeneralization, misapplication, or ethical concerns when applying psychological science. 
  5. Familiarity with how psychological evidence is reviewed, refined, and approved by subject matter experts across psychological disciplines for applied corporate L&D solutions designed for customer-learners in business environments 

Scope of work:

  • Conducting structured literature reviews and applied research in organizational psychology. 
  • Synthesizing research findings into clear, accessible summaries for non-psychologist stakeholders. 
  • Providing subject-matter input on draft training content, including identifying potential inaccuracies or overstatements (i.e., statements that are made as if informed by psychological science but are in fact not). 
  • Participating in meetings or reviews related to research use in L&D projects. 
  • Engaging in feedback cycles to understand how psychological research is translated into finalized training materials. 
  • Interns will not design, build, or finalize training products.

Job Location - Remote: APA internships may be considered for remote work eligibility as defined in APA’s Flexible Work Policy and are subject to approval. Remote work interns may not work from the following states or U.S. territories: Alaska, Arkansas, California, Colorado, Guam, Hawaii, Iowa, Louisiana, Mississippi, Montana, Nebraska, New York, North Dakota, Ohio, Puerto Rico, Rhode Island, U.S. Virgin Islands, Washington, Wyoming. 

To apply for our internship program, click on the “Apply Now” button. APA requests a cover letter and resume as attachments with all applications. Please note that due to the high volume of applications, we request that students combine all application materials into one document (i.e. PDF) before submitting their application. Please note that we are not able to acknowledge each applicant; only those applicants selected for an interview will be contacted by the hiring manager. If you have any questions, please email internship@apa.org. 

The American Psychological Association is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment regardless of race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity or expression, marital status, personal appearance, familial status, family responsibilities, matriculation, political affiliation, genetic information, protected veteran status, or any other characteristic protected under applicable federal, state, or local law.

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