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Learning Director Jobs in Iowa (NOW HIRING)

Learning Care Group

Assistant Director

Iowa City, IA · On-site

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

Learning Care Group

Assistant Director

Grimes, IA

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

Learning Care Group

Assistant Director

Iowa City, IA · On-site

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

Learning Care Group

Assistant Director

Iowa City, IA · On-site

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

Learning Care Group

Assistant Director

Grimes, IA · On-site

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

Learning Care Group

Assistant Director

Grimes, IA

The Assistant Director is responsible for the safe, effective operation of the school with the School Director, to achieve Learning Care Group's safety vision. In the Director's absence, the ...

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Showing results 1-20

All JobsLearning Director JobsLearning Director Jobs in Iowa

Learning Director information

See Iowa salary details

$33.8K

$86.3K

$132.4K

How much do learning director jobs pay per year?

As of Jul 4, 2026, the average yearly pay for learning director in Iowa is $86,349.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,200.00 and $99,600.00 per year, depending on experience, location, and employer.

How does a Learning Director typically collaborate with other departments to align training initiatives with organizational goals?

A Learning Director often works closely with department heads, HR, and executive leadership to assess skill gaps and ensure training programs support broader business objectives. This collaboration involves regular meetings, needs assessments, and integrating feedback from various teams to tailor learning solutions. By fostering cross-departmental communication, the Learning Director helps ensure that educational initiatives are relevant, impactful, and drive measurable results for the organization.

What are the key skills and qualifications needed to thrive as a Learning Director, and why are they important?

To thrive as a Learning Director, you need expertise in instructional design, curriculum development, and adult learning principles, typically supported by an advanced degree in education or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are commonly required. Strong leadership, strategic thinking, and excellent communication skills help drive organizational learning initiatives and foster team collaboration. These competencies ensure effective development and delivery of learning programs that align with organizational goals and promote employee growth.

What are Learning Directors?

Learning Directors are professionals responsible for designing, implementing, and overseeing educational programs within organizations or institutions. They collaborate with stakeholders to identify learning needs, develop curriculum, and ensure instructional effectiveness. Learning Directors also assess program outcomes, manage budgets, and often supervise teams of educators or trainers. Their goal is to enhance employee skills, promote professional development, and align learning initiatives with organizational objectives.

What is the difference between Learning Director vs Learning Manager?

AspectLearning DirectorLearning Manager
CredentialsTypically requires a bachelor’s or master’s degree in education, HR, or related field; certifications like CPLP or ATD are commonSimilar educational background; often holds certifications like CPLP or ATD
Work EnvironmentStrategic leadership in organizations, overseeing multiple training programs and teamsOperational management of training programs, working directly with trainers and learners
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for high-level training strategyCommon in corporate and educational settings for day-to-day training operations

The main difference between a Learning Director and a Learning Manager lies in scope and strategic focus. Learning Directors typically oversee overall training strategies and manage teams at a higher level, while Learning Managers focus on executing training programs and managing daily operations. Both roles require relevant certifications and experience, but the Learning Director's role is more strategic and leadership-oriented.

What are the most commonly searched types of Learning jobs in Iowa? The most popular types of Learning jobs in Iowa are:
What are popular job titles related to Learning Director jobs in Iowa? For Learning Director jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Learning Director jobs in Iowa look for? The top searched job categories for Learning Director jobs in Iowa are:
Learning Director jobs near you
Infographic showing various Learning Director job openings in Iowa as of June 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, 1% Temporary, and 1% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $86,349 per year, or $41.5 per hour.
Learning and Development Director

Learning and Development Director

DHI Group, Inc.

Des Moines, IA • Hybrid

Other

Posted 23 days ago

Job description

About the team: 

The DHI Human Resources team strives to continuously evolve the DHI people foundation - building the talent engine, developing leaders who own outcomes, and cultivating a high-performance culture that drives DHI's growth. You will join us in our hybrid office culture working within our Des Moines office Tuesday - Thursday.  

 About the role: 

Reporting to the Chief People Officer, you will design and deliver the DHI leadership framework, build manager and employee development programs, and architect the talent review and succession processes that ensure DHI has the right leaders in the right roles at the right time. You will also own the employee engagement strategy and performance process - the connective tissue between development, culture, and performance. This is a rare opportunity to build, not maintain, a modern L&D function inside a public company at an inflection point. 

Why we're hiring for this role: 

DHI is hiring a Director of Learning & Development to build the leadership and talent development engine that will power our next phase of growth. This is a senior, builder-mode role created as part of the People team's 2026 strategy. 

In this role, you will: 

This role operates with a lean budget and a broad mandate. We are looking for a leader who can prioritize and sequence work for the highest business impact. 

Core responsibilities include: 

  • Design and launch DHI's leadership framework - the behavioral and capability expectations for people managers, senior leaders, and executives in partnership with the CPO and SLT. 
  • Build and deliver a tiered leadership development curriculum (new manager, experienced manager, senior leader) using a pragmatic mix of cohort programs, workshops, coaching, and on-the-job application. 
  • Build a manager training program that equips DHI managers to coach, give feedback, run check-ins, and develop their teams - raising the floor and ceiling of management quality. 
  • Design employee career development frameworks - career paths, growth conversations, and development planning tools - connected to DHI's job architecture. 
  • Architect and facilitate the annual talent review and succession planning process, partnering with HRBP, the CPO, and the SLT to turn reviews into real development action. 
  • Own the performance check-in process - the cadence, tools, and manager enablement that ensure SMART goals, feedback, and development conversations are meaningful across DHI. 
  • Serve as a thought partner to the CPO and SLT on culture, capability, and talent strategy, and partner with Communications to activate culture and engagement programs. 
  • Measure what matters: define and track L&D and engagement KPIs, and report progress and ROI to executive stakeholders. 

 What you bring to the team: 

  • 7+ years of progressive Learning & Development, Organization Development, or Talent Management experience, including 3+ years in a leadership role building programs at scale. 
  • Bachelor's degree required; advanced degree in I/O Psychology, Organizational Development, HR, Education, or related field strongly preferred. 
  • Demonstrated experience designing leadership frameworks, manager development programs, and talent review/succession processes from the ground up. 
  • Deep facilitation skills - you are credible and engaging in front of senior leaders, frontline managers, and everyone in between. 
  • Strong analytical orientation: comfortable with engagement data, performance data, and program metrics, and able to tell a clear story with them. 
  • Track record as a builder, not a maintainer - you have launched programs that didn't exist before, in environments where the playbook wasn't already written. 
  • Excellent business acumen and the ability to translate L&D investment into business outcomes. 

 Preferred: 

  • Coaching certification (ICF, CTI, Hudson, or equivalent). 
  • Certifications in talent assessments (e.g., Hogan, DiSC, MBTI, Korn Ferry, CCL instruments). 
  • Experience in a public company, high-growth tech company, or HR/recruiting tech industry. 
  • Experience with LMS platforms, talent management technology, and AI-enabled learning tools. 
  • Background partnering with sales and engineering leadership populations. 
  • Experience owning an employee engagement survey lifecycle, from instrument design through executive readouts and action accountability. 

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