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Learning Development Trainer Jobs in Kenner, LA (NOW HIRING)

Varsity Tutors

Machine Learning Tutor

New Orleans, LA · Remote

$18 - $40/hr

Skilled at breaking down model training pipelines, hyperparameter tuning, and evaluation metric ... Emphasizes practical model development workflow and connects machine learning to recommendation ...

Church of the King

Early Learning Center Coordinator

Kenner, LA · On-site

$15.75 - $21.25/hr

... development, early childhood, or management/administration. * 3 years of experience in a licensed early learning center (or comparable setting) + 6 credit hours or 90 clock hours of approved training.

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Kenner, LA

Learning Development Trainer information

See Kenner, LA salary details

$22.9K

$71.4K

$92K

How much do learning development trainer jobs pay per year?

As of Aug 9, 2026, the average yearly pay for learning development trainer in Kenner, LA is $71,401.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,100.00 and $90,800.00 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 Kenner, LA look for? The top searched job categories for Learning Development Trainer jobs in Kenner, LA are:
What cities near Kenner, LA are hiring for Learning Development Trainer jobs? Cities near Kenner, LA with the most Learning Development Trainer job openings:
Learning Development Trainer jobs near you

Mariner Development Specialist

Canal Barge Company, Inc.

New Orleans, LA • On-site

Full-time

Posted 12 days ago

Job description

Canal Barge Company
Job Description
Mariner Development Specialist
I. BASIC FUNCTION
The Mariner Development Specialist is responsible for executing and continuously improving the onboarding and development experience for new hire mariners. This role ensures effective delivery of Deckhand Orientation, supports consistent and objective shoreside assessment standards within the Mariner Progression System, and contributes to strategic initiatives within the Mariner Development Team. The position plays a critical role in early mariner success, retention, and long-term development across the fleet. This position is based in the greater New Orleans, LA area and requires residence within reasonable commuting distance of the assigned work location. Travel will be a necessary function within this role.
II. KEY RESPONSIBILITIES
A. Deckhand Orientation Facilitation & Coordination
  • Coordinate Deckhand Orientation logistics with Crewing, Human Resources, and the Mariner Development Team.
  • Lead planning and preparation activities in advance of each orientation session.
  • Execute Deckhand Orientation to ensure consistency, quality, and alignment with company standards.
  • Maintain and uphold the Deckhand Orientation schedule and training objectives.
  • Ensure a professional, engaging, and effective onboarding experience for all new hire mariners.

B. New Hire Deckhand Acclimation Support
  • Partner with Human Resources and the Employee Engagement functions to support the successful transition of new hire deckhands into the marine industry and vessel work environment.
  • Provide training-related observations and feedback regarding new hire readiness, adjustment, and development needs.
  • Help identify onboarding or training improvements that may better prepare new hires for the lifestyle, expectations, and responsibilities of working aboard a vessel.
  • Coordinate with Human Resources when additional support or follow-up may be needed.

C. Shoreside Mariner Assessments (Promotion System)
  • Execute shoreside assessments for mariners eligible for promotion.
  • Conduct practical evaluations including line handling, wire handling, and deck operations at any New Orleans facility.
  • Administer and manage promotion testing for applicable mariner ranks.
  • Ensure consistency, fairness, and integrity in all assessment standards.
  • Deliver Development Action Plans (DAPs) for unsuccessful assessments, providing clear guidance for improvement.
  • Submit successful assessments for approval and coordinate with Crewing and Payroll for promotion processing.

D. Vessel Visits & Onboard Support
  • Conduct routine vessel visits when not engaged in orientation or assessments.
  • Support and complement the Safety Coach Program through onboard coaching and assessments.
  • Assist with deployment and training of safety initiatives, including tethering systems and other safety equipment.
  • Reinforce company safety culture and best practices across the fleet.

E. Special Projects - Mariner Development
  • Support and lead special projects aligned with Mariner Development and Training initiatives.
  • Contribute to continuous improvement efforts related to onboarding, training systems, and mariner progression.
  • Assist in developing training materials, processes, and tools that enhance learning outcomes.

F. Training Manager Support
  • Serve as the primary operational backfill for the Training Manager during periods of leave, travel, or other absences.
  • Ensure continuity of daily Safety Coach Program operations, including Safety Coach coordination, routine problem resolution, and promotion process support, including:
  • Serve as the primary point of contact for Vessel Management Teams (VMTs), Port Captains, and other operational stakeholders regarding routine Mariner Development matters during the Training Manager's absence.
  • Communicate routine updates, resolve day-to-day issues when appropriate, and elevate significant operational or personnel matters to the Director of Mariner Development as needed.
  • Maintain continuity of daily Mariner Development operations until the Training Manager returns or additional leadership directions are provided.

III. EXPERIENCE & QUALIFICATIONS
  • Minimum of 3 years of experience in marine operations, which includes onboard mariner experience.
  • Proven ability to self-manage and execute programs independently.
  • Demonstrated experience managing or contributing to operational or training programs.
  • Strong leadership, communication, and interpersonal skills.
  • Ability to lead cross-functional collaboration and support strategic initiatives.
  • Experience in training, coaching, or safety programs preferred.
  • Ability to travel to vessels in remote locations for vessel visits and onboard assessments, when necessary, as well as to remote offices and company/industry events held out of state.

IV. CORE BEHAVIORS & COMPETENCIES
A. Integrity
  • Demonstrates a high level of accountability and professionalism.
  • Ensures fairness and consistency in evaluation processes that directly impact mariner progression and compensation.

B. Leadership
  • Leads by example and fosters a culture of excellence, accountability, and continuous improvement.
  • Acts as a role model for mariners and future trainers.

C. Communication
  • Maintains clear, consistent, and transparent communication with all stakeholders.
  • Ensures alignment across Recruiting, Training, Crewing, and Operations teams.

D. Innovation & Continuous Improvement
  • Identifies leading and lagging indicators within training and onboarding processes.
  • Uses data and observations to improve Deckhand Orientation and development systems.

E. Self-Management & Ownership
  • Operates independently with minimal oversight.
  • Effectively prioritizes responsibilities across orientation, assessments, and field engagement.

F. Coaching & Development
  • Trains, mentors, and develops Safety Coaches and future trainers.
  • Promotes a "train-the-trainer" mindset to scale capability across the organization.

V. KEY OUTCOMES & MEASURES OF SUCCESS
  • High success rate through Deckhand Orientation.
  • Improved early retention of new hire deckhands in partnership with Human Resources and Crewing.
  • Accelerated promotion timeline from Deckhand Trainee to Deckhand 2.
  • Positive feedback from vessel Captains regarding quality and readiness of new hires.
  • Demonstrated standards enforcement, including appropriate failure rates during orientation and assessments.
  • Measurable improvement in onboarding effectiveness and training outcomes over time.
  • Increased consistency and reliability within the Mariner Progression System.

VI. SCOPE OF AUTHORITY
A. Financial Authority
  • Authorized to approve and expense up to $1,000 for Deckhand Orientation, assessment activities, and related training program needs.
  • Expenses exceeding $1,000 require prior approval from the Training Manager.

B. Personnel Decision-Making Authority
1. Authorized to issue pass/fail determinations for:
  • New hire deckhand trainees during Deckhand Orientation.
  • Experienced mariners participating in the Mariner Progression System assessment process.

2. Failed assessments may result in:
  • Termination of deckhand trainees who do not meet orientation standards.
  • Denial or delay of mariner progression and promotional advancement.

3. Responsible for issuing Development Action Plans (DAPs) for unsuccessful assessments.
4. The Training Manager must be informed of failed assessments; however, the Mariner Training Specialist maintains the authority to make assessment determinations.
C. Program & Process Improvement Authority
  • Authorized to identify, recommend, and support improvements to onboarding, assessment, and mariner development programs.
  • Recommendations for significant program or system changes are submitted to the Training Manager for final approval and implementation authorization.

Canal Barge Company and its subsidiaries are Equal Opportunity Employers - All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.

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