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Learning Development Trainer Jobs in Gastonia, NC

Honeywell

Sr Learning Manager

Charlotte, NC · Hybrid

Your responsibilities encompass curriculum development, advanced training facilitation, sophisticated learning program management, stakeholder engagement, and learning performance evaluation. You'll ...

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Gastonia, NC

Learning Development Trainer information

See Gastonia, NC salary details

$25.6K

$79.8K

$102.8K

How much do learning development trainer jobs pay per year?

As of Sep 4, 2026, the average yearly pay for learning development trainer in Gastonia, NC is $79,801.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,800.00 and $101,400.00 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 Gastonia, NC?

For Learning Development Trainer jobs in Gastonia, NC, the most frequently searched job titles are:

What job categories do people searching Learning Development Trainer jobs in Gastonia, NC look for?

The top searched job categories for Learning Development Trainer jobs in Gastonia, NC are:

What cities near Gastonia, NC are hiring for Learning Development Trainer jobs?

Cities near Gastonia, NC with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Gastonia, NC as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $79,801 per year, or $38.4 per hour.

Learning and Development Specialist

Truly Good Foods

Charlotte, NC

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 4 days ago

Key responsibilities

  • Support the execution and coordination of HR projects, including managing timelines and deliverables.

  • Assist in designing, facilitating, and improving learning and development programs, including onboarding and training events.

  • Coordinate the performance management cycle and support talent review and employee engagement activities.

Job description

Description
Job Summary 
 
The Talent & Learning Manager is a collaborative, execution-focused HR professional who serves as a primary thought partner and day-to-day support to the VP of Human Resources. This role owns TGF’s talent development and learning platform, coordinates performance management programs, and takes on select HR projects, extending the reach of HR leadership and freeing the VP to focus on strategic priorities. The ideal candidate is a strong HR generalist with a genuine passion for learning and development: someone who is organized, proactive, and solutions-oriented, brings well-formed recommendations rather than problems, and follows through. This role works closely with managers and employees across the organization and engages with the leadership team as directed by the VP of HR. 


Key Responsibilities
VP HR Support & Thought Partnership 
  • Serve as the primary day-to-day HR partner to the VP of Human Resources, supporting execution of HR priorities and initiatives. 
  • Anticipate the VP’s needs, proactively surface information, flag risks, and prepare well-formed recommendations. 
  • Draft communications, summaries, talking points, and HR materials on behalf of the VP as needed. 
  • Take ownership of assigned projects end-to-end, providing regular status updates and flagging roadblocks early. 
  • Engage with managers and employees across the organization to support HR initiatives and serve as a visible, credible HR presence. 
 
Learning & Development 
  • Steward and continuously improve TGF’s established L&D platform including onboarding programs, manager development content, and role-specific learning paths. 
  • Partner with the VP and department managers to identify capability gaps and coordinate targeted learning solutions. 
  • Support the design and facilitation of training programs, workshops, and learning events as directed. 
  • Track L&D participation, program effectiveness, and development metrics; provide regular reporting to the VP of HR. 
  • Maintain and organize the on-line L&D content library via SharePoint and Truly University, ensuring all materials remain current, accessible, and aligned with TGF’s programs and values. 
  • Partner with the Safety Manager and HR Manager on integrating safety and compliance training into the broader onboarding and L&D framework. 
 
Performance Management & Talent Programs 
  • Coordinate the annual performance review cycle including system setup, manager communications, timeline tracking, and completion of reporting. 
  • Support managers through the performance process by providing tools, templates, and guidance as directed by the VP. 
  • Assist with the design and administration of development planning frameworks and goal-setting tools. 
  • Support succession planning and talent review processes by preparing materials and tracking follow-up actions. 
  • Lead employee engagement activities by coordinating recognition and culture-building initiatives, partnering with leaders to implement action plans that enhance the employee experience as directed by the VP of HR. 
 
HR Project & Program Coordination 
  • Own the coordination and execution of HR projects assigned by the VP, managing timelines, communications, and deliverables. 
  • Develop project plans, track progress, and proactively communicate status updates and obstacles to the VP. 
  • Build effective tools, trackers, and templates that improve HR team efficiency and reduce manual effort. 
  • Support change management communications and rollout logistics for HR initiatives across the organization. 
  • Maintain up-to-date HR process guides, reference materials, and templates for manager and employee use. 

Skills, Knowledge and Expertise
Knowledge and Skill Requirements 
  • Proactive and self-directed, takes initiative, follows through completely. 
  • Solutions-oriented: approaches problems by developing clear options and presenting a recommended path forward. 
  • Genuine passion for learning and development, energized by building programs that help people grow. 
  • Strong organizational and project coordination skills; able to manage multiple priorities without dropping the ball. 
  • Collaborative and relationship-oriented; builds trust quickly with managers and employees at all levels. 
  • Clear written and verbal communicator; able to translate HR concepts into plain language for non-HR audiences. 
  • Comfortable with ambiguity and shifting priorities; brings calm, structure, and follow-through in a fast-paced environment. 
  • Discreet, trustworthy, and professional with confidential information, operates with high personal integrity. 
  • Demonstrated self-awareness and genuine commitment to continued professional development. 
 
Education and Experience 
  • Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field. 
  • 3–6 years of progressive HR experience with demonstrated strength in learning & development, HR program administration, or HR generalist responsibilities. 
  • Experience designing, coordinating, or facilitating training programs for hourly and salaried employee populations. 
  • Demonstrated ability to support and partner closely with a senior HR leader in a fast-paced, lean team environment. 
  • Experience coordinating HR programs such as performance reviews, onboarding, or engagement initiatives. 
  • Proficiency in LMS and leveraging on-line training programs for diverse levels of employees. 
  • Proficient in Microsoft Office Suite and HRIS platforms; experience with LMS tools as a plus. 
 
Preferred Qualifications 
  • PHR, SHRM-CP, CPTD or active progress toward HR certification. 
  • Experience in manufacturing, food & beverage, distribution, or CPG environments. 
  • Familiarity with instructional design principles or adult learning theory. 
  • Experience supporting a multi-site or plant-based workforce. 
  • Exposure to talent management platforms or performance management systems. 
  • Conversational Spanish a plus; comfort communicating with Spanish-speaking hourly employees is valued. 
 
Physical Demands 
  • The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision. While performing the duties of this job, the employee is regularly required to sit for long periods; use hands to feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. 
 
Work Environment 
  • Work is performed in a comfortable office environment and disruptions occur frequently. 
  • The noise level in the work environment is usually moderate. 
  • While visiting the plant, the noise level in the work environment is usually moderate to loud. 
 
Travel Required 
  • Occasionally travel may be required to support plant operations or HR initiatives. 

Benefits
  • Affordable healthcare (medical/dental/vision)
  • Opportunity to participate in the Health Savings Account (HSA) and Flexible Spending Account (FSA)
  • Short Term Disability Insurance paid by the company
  • Basic life Insurance equals to your annual salary paid by the company
  • Employee Assistance Program – paid by the company
  • Long Term Disability Insurance
  • The opportunity to purchase additional voluntary insurance coverage for:
  • Life Insurance
  • Accident
  • Whole Life
  • Prepaid Legal
  • PTO (Paid Time Off)
  • 9 Paid Holidays per year
  • 401-k Plan (eligible after 6 months of employment)