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Learning Development Jobs in Fort Collins, CO (NOW HIRING)

Colorado State University

Video Editor

Fort Collins, CO · On-site +1

As a creative partner within the learning development process, the Video Editor contributes to CSU's mission by transforming educational content into engaging visual experiences. This collaborative ...

Fellowship of Christian Athletes

Intern

Greeley, CO · On-site

$14.50 - $19.25/hr

FCA Interns are collegiate volunteers who engage through FCA in a learning and developmental ministry experience during a summer or a semester. Interns who are serving through FCA are not employees ...

Fellowship of Christian Athletes

Intern

Loveland, CO · On-site

$15.50 - $20.50/hr

FCA Interns are collegiate volunteers who engage through FCA in a learning and developmental ministry experience during a summer or a semester. Interns who are serving through FCA are not employees ...

Fellowship of Christian Athletes

Intern

Greeley, CO · On-site

$14.50 - $19.25/hr

FCA Interns are collegiate volunteers who engage through FCA in a learning and developmental ministry experience during a summer or a semester. Interns who are serving through FCA are not employees ...

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Learning Development information

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How much do learning development jobs pay per hour?

As of Jul 26, 2026, the average hourly pay for learning development in Fort Collins, CO is $40.92, according to ZipRecruiter salary data. Most workers in this role earn between $18.75 and $69.52 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 Fort Collins, CO? The most popular types of Learning Development jobs in Fort Collins, CO are:
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Learning Development jobs near you
Infographic showing various Learning Development job openings in Fort Collins, CO as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $85,121 per year, or $40.9 per hour.
Director, Learning and Organizational Development

Director, Learning and Organizational Development

Woodward

Fort Collins, CO

Full-time

Posted 2 days ago

Woodward Inc. rating

8.4

Company rating: 8.4 out of 10

Based on 67 frontline employees who took The Breakroom Quiz

99th of 485 rated machine equipment manufacturers

Job description

Key Responsibilities:

  • Govern and execute the enterprise strategy for learning, leadership development, and organizational effectiveness, ensuring capability-building priorities are aligned with business strategy, workforce needs, and future growth.
  • Lead and develop a team of learning and organizational development professionals, establishing clear priorities, building organizational capability, fostering collaboration and innovation, and ensuring delivery of high-impact programs and solutions that advance enterprise talent, leadership, and business objectives.
  • Lead organizational effectiveness, change leadership, and workforce capability initiatives that support enterprise priorities, strengthen organizational readiness, improve team and leadership performance, build talent pipelines, and deliver measurable business impact.
  • Lead the design, implementation, and continuous evolution of learning, talent, and organizational development solutions across global teams, leveraging emerging technologies, AI-driven learning, analytics, digital platforms, assessments, and innovative methodologies to improve effectiveness, scalability, and business impact.
  • Oversee execution of talent development processes including enterprise talent review, succession planning, leadership pipeline development, and internal mobility processes, ensuring those processes translate into measurable actions that strengthen readiness for critical roles and build a durable leadership pipeline.
  • Provide strategic and operational oversight for rotational, early career, accelerated development, and targeted capability-building programs that develop critical skills and feed the future talent pipeline.
  • Own leadership development below the executive level, including mentoring, coaching, assessments, manager capability, and clear development pathways that help leaders grow their teams and improve business performance.
  • Establish and govern the enterprise learning and talent development operating model, including standards, processes, technology platforms, measurement frameworks, and cross-functional partnerships, ensuring development investments are aligned, scalable, effective, and deliver measurable business impact.
  • Manage the Learning & Organizational Development budget, vendor relationships, resource allocation, and investment decisions, ensuring development spend is aligned to enterprise priorities and delivers measurable value.

Key Skills:

  • Strategic Thinking: Develops and implements long-term plans, aligning learning programs with strategic business goals (Highest Level).

  • Leadership and People Management:Directs multiple teams and managers, ensuring alignment across functions to achieve large-scale organizational learning initiatives.

  • Data Analytics and Learning Impact:Uses advanced data to measure learning success, making strategic improvements based on findings.

  • Budget management: Manages complex budget and resource distribution, making adjustments based on evolving business needs.

  • Innovation in Learning Technologies:Leads integration of cutting-edge tools (AI, VR) into learning programs to enhance delivery and scalability. Proficiency in relevant software programs and platforms, such as learning management systems, to manage training programs and analyze data.

  • Collaboration and Influence:Partners with organization leadership to shape strategy, drive buy-in for learning initiatives across the business.

  • Complex Problem-Solving:Solves highly complex issues, ensuring solutions align with both immediate and long-term business needs.

  • Global Learning Strategy:Oversees learning strategies across multiple global locations, ensuring cultural adaptability and relevance.

  • Learning Governance:Establishes frameworks for learning content governance, quality assurance, and compliance across the enterprise.

  • Communication skills:Exceptional communication skills, both written and verbal, to effectively convey information to employees and stakeholders about learning strategies and programs outcomes to leadership, partners, and global stakeholders.

Other Qualifications:

  • Track record leading enterprise learning, leadership development, talent, or organizational development initiatives, including the design, implementation, and continuous improvement of scalable development solutions.
  • Experience leading teams, managers, and cross-functional resources to deliver enterprise-wide programs, change initiatives, and organizational effectiveness outcomes.
  • Strong consulting, facilitation, change leadership, communication, partnership, and stakeholder management skills, with the ability to collaborate across HR COEs, business leadership, and external partners to strengthen workforce capability and business performance.
  • Ability to translate business needs into scalable, data-informed development strategies that improve leadership readiness, talent pipelines, workforce capability, and business outcomes.
  • Experience managing budgets, vendor relationships, governance processes, and resource allocation decisions to maximize organizational value and return on investment.
  • Bachelor's degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field.

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