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Learning Development Trainer Jobs in Moore, SC (NOW HIRING)

Walmart

Fleet Development Facilitator

Laurens, SC · On-site

Ensures One Best Way compliance in Regional Training Centers. Ensures alignment with Fleet ... Conducts assessment reviews in partnership with the Learning Content Development team to validate ...

Vertiv Co

Training Specialist

Pelzer, SC · On-site

This role focuses on designing structured, consistent, and effective learning experiences that accelerate skill development and improve operational performance. You won't just support training; you ...

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Moore, SC

Learning Development Trainer information

See Moore, SC salary details

$28.2K

$87.9K

$113.2K

How much do learning development trainer jobs pay per year?

As of Aug 27, 2026, the average yearly pay for learning development trainer in Moore, SC is $87,874.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,400.00 and $111,700.00 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 cities near Moore, SC are hiring for Learning Development Trainer jobs?

Cities near Moore, SC with the most Learning Development Trainer job openings:

Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Moore, SC as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $87,874 per year, or $42.2 per hour.

Learning & Development Coach

Elliott Davis

Greenville, SC • On-site

Full-time

Medical, Life

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

WHO WE ARE
Elliott Davis pairs forward-thinking tax, assurance and consulting services with industry-leading workplace culture. Our nine offices - located in the fastest growing cities in the US - are built on a foundation of inclusivity, collaboration, and collective growth. We work daily to provide exceptional service to our people, customers, and our communities. Audit and assurance services are provided by Elliott Davis, LLC (doing business in NC and D.C. as Elliott Davis, PLLC), a licensed CPA firm.
The Learning & Development Coach supports Elliott Davis employees through confidential, developmental coaching, and Strengths-based learning experiences. This role helps employees thrive at work by building self-awareness, confidence, clarity, and ownership of personal and professional growth. The L&D Coach supports the Associate Coaching Program, contributes to CliftonStrengths debriefs and workshops, and coaches leaders or employees navigating transitions, challenges, or development goals. This role is ideal for a trained coach who is building deeper expertise in internal coaching, Strengths-based development, facilitation, and leadership development within a fast-growing professional services firm.
Responsibilities
Internal Coaching
  • Provide confidential one-on-one coaching to associates and other employees as assigned, with a focus on growth, self-awareness, confidence, ownership, and practical action.
  • Support employees navigating common workplace transitions or challenges, including role clarity, prioritization, communication, feedback, collaboration, and confidence.
  • Maintain appropriate coaching boundaries by supporting growth and self-directed action without influencing career or compensation decisions.
  • Apply International Coaching Federation principles and ethical standards, including confidentiality, professional integrity, and clear coaching agreements.

Associate Coaching Program
  • Coach associates during early career stages to help them build meaningful connections to the firm and take ownership of their growth.
  • Support large cohort delivery through a mix of one-on-one coaching, group coaching, program communications, and resource follow-up.
  • Reinforce essential skills and themes such as professional communication, accountability, problem solving, adaptability, emotional intelligence, and collaboration.
  • Track assigned program activity accurately and share program-level themes or improvement ideas without compromising individual confidentiality.

CliftonStrengths & Strengths-Based Development
  • Conduct individual CliftonStrengths debriefs and help employees connect their Top 5 themes to practical workplace behaviors.
  • Support Strengths Foundations sessions, team workshops, team grids, and strengths follow-up resources.
  • Coach employees and teams to name, claim, and aim their Strengths in practical ways that enhance performance, collaboration, communication, and self-awareness.
  • Continue building Strengths-based coaching expertise through practice, feedback, and ongoing development.

Leadership Development & Facilitation Support
  • Provide coaching support connected to leadership development programs, manager transitions, and ad hoc leader requests, as assigned.
  • Facilitate or co-facilitate workshops, webinars, and team sessions on professional development, strengths, communication, feedback, and leadership fundamentals.
  • Partner with L&D teammates to design practical, learner-centered experiences grounded in evidence-based learning and realistic application.
  • Collaborate with People Operations, Talent Acquisition, practice groups, and firm leaders to support employee growth and development needs.

Team Contribution & Continuous Improvement
  • Contribute to coaching resources, program communications, process documentation, and continuous improvement of the coaching experience.
  • Participate in peer coaching, supervision, feedback, and calibration to strengthen consistency across the L&D coaching team.
  • Stay current in coaching, CliftonStrengths, leadership development, and adult learning practices.
  • Other duties as assigned

Desired Qualifications:
  • Experience coaching, mentoring, facilitating, advising, or developing professionals in a workplace setting.
  • Familiarity with CliftonStrengths and a desire to build deep strengths-based coaching expertise.
  • Gallup CliftonStrengths certification or interest in pursuing certification.
  • Experience in professional services, public accounting, consulting, or a similar relationship-driven environment.
  • Experience supporting early-career professionals or new hires.
  • Experience co-facilitating workshops or creating practical development resources.

Required Qualifications:
  • Bachelor's degree preferred in business, human resources, education, psychology, counseling, organizational development, learning and development, or related field.
  • Foundational coach training required; professional coaching credential or progress toward credential preferred.
  • Demonstrated ability to build trust, listen well, ask thoughtful questions, and support others without taking ownership of their decisions.
  • Strong organization, follow-through, and confidentiality with the ability to manage multiple coaching relationships and program details.
  • Collaborative mindset and willingness to contribute to a growing Learning & Development function.
  • Ability to approach challenges with curiosity, judgment, and a solution-oriented lens.

LI-EH1
LI-HYBRID
WHY YOU SHOULD JOIN US
We believe that when our employees are able to thrive in all facets of life, their work and impact are that much greater.
That's right - all aspects of life, not just your life as an employee, because we understand that there's life beyond your job. Here are some of the ways our work works for your life, your growth, and your well-being:
• generous time away and paid firm holidays, including the week between Christmas and New Year's
• flexible work schedules
• 16 weeks of paid maternity and adoption leave, 8 weeks of paid parental leave, 4 weeks of paid and caregiver leave (once eligible)
• first-class health and wellness benefits, including wellness coaching and mental health counseling
• one-on-one professional coaching
• Leadership and career development programs
• access to Beyond: a one-of-a kind program with experiences that help you expand your life, personally and professionally
NOTICE TO 3RD PARTY RECRUITERS
Notice to Recruiters and Agencies regarding unsolicited resumes or candidate submissions without prior express written approval. Resumes submitted or candidates referred to any employee of Elliott Davis by any external recruiter or recruitment agency by any means (including but not limited to via Internet, e-mail, fax, U.S. mail, and/or verbal communications) without a properly executed written contract for a specified position by an authorized member of the Talent Acquisition team become the property of Elliott Davis. Elliott Davis will not be responsible for, or owe any fees associated with, referrals of those candidates and/or for submission of any information, including resumes, associated with individuals.
ADA REQUIREMENTS
The physical and cognitive/mental requirements and the work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is:
• Regularly required to remain in a stationary position; use hands repetitively to operate standard office equipment; and to talk or hear, both in person and by telephone
• Required to have specific vision abilities which include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus
Cognitive/Mental Requirements
While performing the duties of this job, the employee is regularly required to:
• Use written and oral communication skills.
• Read and interpret data, information, and documents.
• Observe and interpret situations.
• Work under deadlines with frequent interruptions; and
• Interact with internal and external customers and others in the course of work.

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