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Learning Development Training Jobs in Nevada (NOW HIRING)

FIRY

Manager, Learning and Development

Las Vegas, NV · On-site

Establish a robust learning measurement framework that ties training initiatives to tangible ... Manager Development & Performance Expertise. Deep expertise in performance management, manager ...

Quince

Learning Coordinator

Las Vegas, NV · On-site

$64K - $73K/yr

Bachelors degree * 2-3 years of training, facilitation, or learning & development experience ... warehouse or operations environment preferred). * Demonstrated leadership or supervisory experience ...

Quince

Learning Coordinator

Las Vegas, NV · On-site

Bachelors degree * 2-3 years of training, facilitation, or learning & development experience (warehouse or operations environment preferred). * Demonstrated leadership or supervisory experience ...

Amh

Manager, Learning Solutions

Las Vegas, NV · On-site

The Manager, Learning Solutions oversees the design, development, and delivery of company learning ... trainer sessions for stakeholders to support program adoption. * Provides direct supervision ...

Siemens Healthineers

Zone Trainer (West)

Las Vegas, NV · On-site

Implement and drive the overall NAM Learning & Development training strategy withing the Zone to maximize performance and sales results * Designated role-specific training responsibility (AE, ACISE ...

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How much do learning development training jobs pay per hour?

As of Sep 9, 2026, the average hourly pay for learning development training in Nevada is $38.29, according to ZipRecruiter salary data. Most workers in this role earn between $26.44 and $55.34 per hour, depending on experience, location, and employer.

What is learning and development training?

Learning and development training refers to organizational programs designed to improve employees' skills, knowledge, and performance. These initiatives can range from onboarding new hires to ongoing professional development and leadership training. The goal is to align employee growth with business objectives, foster a culture of continuous learning, and boost overall productivity. Learning and development training can be delivered through workshops, online courses, mentoring, or blended learning approaches.

What are the key skills and qualifications needed to thrive as a learning and development training specialist?

To excel as a Learning and Development Training Specialist, you need expertise in instructional design, adult learning principles, and typically a background in education or human resources. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or ATD are highly valued. Strong communication, facilitation skills, and adaptability help you engage diverse learners and respond to evolving training needs. These competencies ensure effective knowledge transfer, drive employee growth, and support organizational performance.

What are some common challenges faced by professionals in learning and development training roles, and how can they be overcome?

One of the primary challenges in Learning and Development Training is ensuring that training programs are engaging and relevant for a diverse audience with varying learning styles and backgrounds. Additionally, trainers often need to demonstrate the measurable impact of their programs on employee performance and organizational goals. To overcome these challenges, it's helpful to use a mix of instructional methods, gather regular feedback, and collaborate closely with stakeholders to align training objectives with business needs. Staying updated with the latest learning technologies and assessment tools can also enhance effectiveness and adaptability in the role.

What is the difference between Learning Development Training vs Learning and Development Specialist?

AspectLearning Development TrainingLearning and Development Specialist
CredentialsCertifications in training, instructional designCertifications in HR, L&D, or related fields
Work EnvironmentCorporate training sessions, workshopsHR departments, organizational development teams
Industry UsageTraining delivery, curriculum developmentStrategic L&D planning, talent development

Learning Development Training focuses on delivering training programs and creating instructional content, while Learning and Development Specialists handle broader talent development strategies and organizational learning initiatives. Both roles often collaborate but differ in scope and responsibilities.

How do I become a learning development training specialist?

To become a learning development training specialist, typically a bachelor's degree in education, human resources, or a related field is required. Relevant skills include instructional design, communication, and familiarity with training tools or learning management systems; certifications like CPLP or ATD can enhance prospects. Gaining experience through internships or entry-level training roles is also beneficial.

What qualifications do you need to work in learning development training?

Learning development trainers typically need a bachelor's degree in education, human resources, or a related field, along with experience in training or instructional design. Certifications such as Certified Professional in Learning and Performance (CPLP) or similar can enhance job prospects. Strong communication skills, knowledge of learning management systems, and the ability to design engaging training materials are also important.

What are popular job titles related to Learning Development Training jobs in Nevada?

For Learning Development Training jobs in Nevada, the most frequently searched job titles are:

What job categories do people searching Learning Development Training jobs in Nevada look for?

The top searched job categories for Learning Development Training jobs in Nevada are:

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Learning Development Training jobs near you
Infographic showing various Learning Development Training job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 90% Physical, 1% Hybrid, and 9% Remote job distribution, with an average salary of $79,648 per year, or $38.3 per hour.

Senior Learning & Development

Las Vegas, NV • On-site

RZR Global Inc.
See more jobs at RZR Global Inc.external

Full-time

Posted 15 days ago

Job description

About the job
Who are we?RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.
Role Overview:
RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.
The Senior L&D Lead is a senior individual contributor role built to close those gaps and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.
The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.
Key Responsibilities:
1.RZR Academy Global Onboarding Programs
  • Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
  • Redesign the programs architecture modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
  • Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
  • Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
  • Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
  • Run a 90-day effectiveness assessment for every cohort measure knowledge retention, role readiness, and cultural alignment scores
  • Iterate and improve based on data track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs
  • Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
  • Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
  • Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
  • Run capability assessments before and after each programs to measure effectiveness and manager readiness
  • Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
  • Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development
  • Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence
  • Build succession readiness programs in partnership with the Head of People identify high-potential employees and create structured acceleration tracks
  • Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
  • Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management
  • Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
  • Own the content library create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
  • Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
  • Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
  • Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs
  • Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
  • Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
  • Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness
  • Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
  • Build dashboards and quarterly reports for People leadership and ELT programs ROI, completion rates, effectiveness scores, and manager capability trends
  • Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
  • Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology
  • Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
  • Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
  • Ensure all programs have digital delivery capability for async and remote learners across time zones
Required Skills / Experience
  • 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
  • Demonstrated experience designing and running structured onboarding programs at scale not just administration
  • Proven track record building manager capability or leadership development programs from scratch
  • Strong instructional design skills ability to translate complex topics into engaging, learner-centric content
  • Experience running L&D programs across multiple countries and time zones
  • Data fluency comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
  • Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
  • Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
  • Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
  • Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
  • Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus

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