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Learning Development Trainer Jobs in Fair Oaks, CA

Serene Health

Learning Specialist

Sacramento, CA · On-site

Ensure training materials, job aids, and resources are prepared and current. * Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ...

Serene Health

Learning Specialist

Sacramento, CA · On-site

Ensure training materials, job aids, and resources are prepared and current. * Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ...

Serene Health

Learning Specialist

Sacramento, CA · On-site

Ensure training materials, job aids, and resources are prepared and current. * Identify learning gaps and recommend additional development opportunities. * Partner with subject matter experts to ...

Collabera Digital

Learning Specialist

Sacramento, CA · On-site

$70K - $79K/yr

Facilitate interactive workshops and training sessions, delivering an exceptional learning experience for participants. * Assist the Enterprise Development Manager with developing and maintaining ...

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Fair Oaks, CA

Learning Development Trainer information

See Fair Oaks, CA salary details

$28.6K

$89.1K

$114.8K

How much do learning development trainer jobs pay per year?

As of Aug 26, 2026, the average yearly pay for learning development trainer in Fair Oaks, CA is $89,118.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,200.00 and $113,300.00 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 Fair Oaks, CA?

For Learning Development Trainer jobs in Fair Oaks, CA, the most frequently searched job titles are:

What job categories do people searching Learning Development Trainer jobs in Fair Oaks, CA look for?

The top searched job categories for Learning Development Trainer jobs in Fair Oaks, CA are:

What cities near Fair Oaks, CA are hiring for Learning Development Trainer jobs?

Cities near Fair Oaks, CA with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Fair Oaks, CA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $89,118 per year, or $42.8 per hour.

Regional Learning & Development Manager

Sacramento, CA

McCarthy Building Companies, Inc.
Construction • 1 - 5K employees

8.0

Company rating: 8.0 out of 10

Based on 27 frontline employees who took The Breakroom Quiz

People enjoy working here

Good employer

Recommended by parents

Learn more about McCarthy Building Companies, Inc.external

Full-time

Re-posted 2 days ago

Job description

POSITION SUMMARY

The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.

At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.

RESPONSIBILITIES

Capability Diagnosis & Business Alignment

  • Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
  • Partner with HRBPs and business leaders  to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and  translate insights into clear capability priorities and development strategies and action plans.

Deployment of Talent & Capability Solutions

  • Use talent review and business insights to identify development needs and translate into actions that address those needs.  
  • Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
  • Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.

Leader Enablement & Adoption

  • Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
  • Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
  • Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.

Talent System Integration & Change Support

  • Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
  • Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
  • Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.

Program Planning, Measurement & Training Support

  • Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
  • Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
  • Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
  • Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
  • Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
  • Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
  • Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.

QUALIFICATIONS

  • Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
  • Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
  • Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
  • Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
  • Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
  • Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
  • Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.  

NOTICE TO EXTERNAL SEARCH FIRMS:  McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.

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About McCarthy Building

Sourced by ZipRecruiter

McCarthy Building, headquartered in Saint Louis, MO, US, is a leading construction company primarily offering general contracting, design-build and construction management services throughout the United States. Its prominent industry presence can be explored in detail on its official website, mccarthy.com. Founded in 1864, the company has built a robust legacy marked by significant contributions to the U.S. construction industry. McCarthy Building engages a broad range of sectors, including healthcare, education, commercial, renewable energy, and advanced technology.

Industry

Construction

Company size

1,001 - 5,000 Employees

Headquarters location

Saint Louis, MO, US

Year founded

1864

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Hours and flexibility

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