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Learning Development Jobs in Cincinnati, OH (NOW HIRING)

Paychex

Sr Sales Learning Instructor

Cincinnati, OH

$40 - $60/hr

Able to execute learning & development programs on complex product sets across multiple business units at all levels of sales and sales leadership. Works as a strategic partner within the business ...

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How much do learning development jobs pay per hour?

As of Aug 3, 2026, the average hourly pay for learning development in Cincinnati, OH is $39.23, according to ZipRecruiter salary data. Most workers in this role earn between $17.98 and $66.63 per hour, depending on experience, location, and employer.

What jobs pay 4000 a week without a degree?

In learning development, high-paying roles such as corporate trainer, instructional designer, or e-learning specialist can reach or exceed $4,000 weekly with experience and specialized skills. These jobs often require expertise in curriculum design, training delivery, and familiarity with learning management systems but do not always require a formal degree. Success in these roles depends on industry knowledge, certifications, and proven ability to develop effective training programs.

What are the key skills and qualifications needed to thrive in the Learning Development position, and why are they important?

To thrive in Learning Development, you need expertise in instructional design, adult learning principles, and curriculum development, often supported by a relevant bachelor's degree or certifications like CPLP or CPTD. Familiarity with learning management systems (LMS), e-learning authoring tools such as Articulate Storyline or Adobe Captivate, and analytics platforms is commonly required. Exceptional communication, facilitation, and project management skills set standout professionals apart in this field. These abilities are critical for designing effective training programs that enhance employee skills and support organizational goals.

What is a Learning Development job?

A Learning Development job focuses on improving employee skills, knowledge, and performance through training programs, instructional materials, and development initiatives. Professionals in this role assess training needs, design learning experiences, and implement programs to support professional growth. They may use e-learning platforms, workshops, and coaching to enhance workplace effectiveness. Learning Development specialists work closely with management to align training with business goals and ensure continued employee success.

What are the most common projects or responsibilities for someone working in Learning Development?

Professionals in Learning Development typically design and deliver training programs, create instructional materials, and evaluate the effectiveness of learning initiatives. They often conduct needs assessments, collaborate with subject matter experts, and manage projects to ensure timely rollouts of development solutions. On a weekly basis, you may facilitate live or virtual training sessions, update training content based on feedback, and track learning outcomes using analytics tools. The work is highly collaborative, requiring regular interaction with HR, leadership, and operational teams to ensure learning aligns with business objectives.

How do I become an L&D specialist?

To become an L&D (Learning and Development) specialist, typically a bachelor's degree in human resources, education, or a related field is required. Gaining experience in training, instructional design, or organizational development, along with proficiency in learning management systems and relevant certifications like CPLP or ATD, can enhance prospects in this role.

What are jobs in learning and development?

Jobs in learning and development involve designing, implementing, and managing training programs to improve employee skills and knowledge within organizations. Common roles include training specialists, instructional designers, and learning managers, often requiring skills in curriculum development, e-learning tools, and assessment methods.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in growing demand as organizations prioritize employee training and skill development. These roles often require strong communication skills and familiarity with e-learning tools, and demand is expected to increase with ongoing workforce upskilling initiatives.
What are the most commonly searched types of Learning Development jobs in Cincinnati, OH? The most popular types of Learning Development jobs in Cincinnati, OH are:
What are popular job titles related to Learning Development jobs in Cincinnati, OH? For Learning Development jobs in Cincinnati, OH, the most frequently searched job titles are:
What job categories do people searching Learning Development jobs in Cincinnati, OH look for? The top searched job categories for Learning Development jobs in Cincinnati, OH are:
What cities near Cincinnati, OH are hiring for Learning Development jobs? Cities near Cincinnati, OH with the most Learning Development job openings:
Learning Development jobs near you
Infographic showing various Learning Development job openings in Cincinnati, OH as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $81,601 per year, or $39.2 per hour.

Learning & Development Specialist

Tennant Solutions

Cincinnati, OH • On-site

Full-time

Posted 11 days ago

Job description

Learning & Development Specialist (Onsite)
Job Summary: The Learning & Development Specialist is responsible for designing, developing, implementing, and continuously improving learning programs that build employee capability across the organization. This role partners closely with leaders and subject matter experts to identify business needs, create engaging learning experiences, and develop scalable systems that improve performance, strengthen leadership, and support organizational growth.
The ideal candidate is a strategic learning professional who can translate business challenges into capability development solutions, build sustainable learning systems, leverage technology, and measure business impact.
Key Responsibilities:
Learning Strategy & Business Partnership
  • Partner with leaders across all functions to identify capability gaps and learning priorities.
  • Conduct training needs assessments through interviews, observations, surveys, and performance data.
  • Recommend learning solutions aligned with business strategy and organizational objectives.
  • Consult with managers on employee development, onboarding, career growth, and performance improvement.
Instructional Design
  • Design engaging instructor-led, virtual, self-paced, and blended learning programs.
  • Develop facilitator guides, participant materials, eLearning modules, job aids, videos, assessments, and reference tools.
  • Apply adult learning principles and instructional design best practices.
  • Continuously improve learning content based on feedback and business outcomes.
Leadership Development
  • Design and support leadership development programs for supervisors, managers, and future leaders.
  • Create learning pathways that build leadership capability, coaching skills, communication, accountability, and change leadership.
  • Facilitate leadership workshops when appropriate.
Operational Learning
  • Partner with Operations and Quality to improve operational training programs.
  • Support standardized onboarding and role-specific learning paths.
  • Assist in developing skills matrices, competency models, certification programs, and cross-training initiatives.
  • Ensure training supports operational excellence, compliance, safety, and quality requirements.
Learning Technology
  • Administer and optimize the organization's Learning Management System (LMS).
  • Manage course assignments, learner records, reporting, and learning analytics.
  • Evaluate and implement new learning technologies and digital learning tools.
  • Maintain training documentation and version control.
Facilitation
  • Deliver engaging classroom and virtual learning sessions as needed.
  • Coach subject matter experts and internal trainers on facilitation techniques.
  • Support train-the-trainer initiatives across the organization.
Measurement & Continuous Improvement
  • Measure learning effectiveness through evaluations, assessments, knowledge retention, and business performance metrics.
  • Analyze training data and recommend improvements.
  • Track participation, completion, compliance, and capability development metrics.
  • Present learning results and recommendations to leadership.

Qualifications: 
Required:
  • 3 - 7 years of Learning & Development, Training, Organizational Development, or Instructional Design experience.
  • Experience designing learning programs from concept through implementation.
  • Experience facilitating both in-person and virtual training.
  • Experience administering an LMS.
  • Experience partnering with business leaders to solve performance challenges.
Preferred:
  • Manufacturing, operations, logistics, healthcare, medical device, or regulated industry experience.
  • Bachelor's degree in Human Resources, Organizational Development, Education, Business, Psychology, or related field preferred.

Job Setting / Environment:
  • This position is performed in an environmentally controlled building.  Prolonged periods sitting at a desk and computer usage.
  • Location: On-site
  • Travel Required: 0%
Equal Employment Opportunity Statement:
Tennant Solutions is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other legally protected characteristics.
Disclaimer:
 This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the role. Duties and responsibilities may change at any time with or without notice, based on business needs.
 

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