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Learning Director Jobs in Wayne, PA (NOW HIRING)

Saxbys

Learning Experience Designer

Philadelphia, PA · On-site

Learning Experience Designer Saxbys | Philadelphia, PA (Hybrid) | $70,000/year + annual bonus ... This role works under the direction of the Director of L&D and in close partnership with Operations ...

American Youth Literacy Foundation

Be Seen First

Learning Coach

King Of Prussia, PA · On-site

$13.50/hr

Job Title: Reading Tutor / Learning Coach Position Summary The Reading Tutor (also referred to as Learning Coach) provides direct academic support to students in a structured reading-center ...

American Youth Literacy Foundation

Be Seen First

Learning Coach

King Of Prussia, PA · On-site

$13.50/hr

Job Title: Reading Tutor / Learning Coach Position Summary The Reading Tutor (also referred to as Learning Coach) provides direct academic support to students in a structured reading-center ...

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All JobsLearning JobsLearning Director JobsLearning Director Jobs in Wayne, PA

Learning Director information

See Wayne, PA salary details

$32.6K

$83.3K

$127.8K

How much do learning director jobs pay per year?

As of Sep 7, 2026, the average yearly pay for learning director in Wayne, PA is $83,307.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,800.00 and $96,100.00 per year, depending on experience, location, and employer.

What is a learning director?

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 skills and qualifications are needed to thrive as a learning director?

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.

How does a learning director 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 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 job categories do people searching Learning Director jobs in Wayne, PA look for?

The top searched job categories for Learning Director jobs in Wayne, PA are:

What cities near Wayne, PA are hiring for Learning Director jobs?

Cities near Wayne, PA with the most Learning Director job openings:

Learning Director jobs near you
Infographic showing various Learning Director job openings in Wayne, PA as of August 2026, with employment types broken down into 1% As Needed, 70% Full Time, 28% Part Time, and 1% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $83,307 per year, or $40.1 per hour.

Director of Learning & Development (E&S Segment)

Berkley

Moorestown, NJ • On-site

Other

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 13 days ago

Job description

Company Details
"Our Company provides a state of predictability which allows brokers and agents to act with confidence."
Founded in 1967, W. R. Berkley Corporation has grown from a small investment management firm into one of the largest commercial lines property and casualty insurers in the United States.
Along the way, we've been listed on the New York Stock Exchange, become a Fortune 500 Company, joined the S&P 500, and seen our gross written premiums exceed $10 billion.
Today the Berkley brand comprises more than 60+ businesses worldwide and is divided into two segments: Insurance and Reinsurance and Monoline Excess.
The Company is an equal employment opportunity employer.
Responsibilities
The Director of Learning & Development (L&D) for the E&S segment is a strategic and innovative leader responsible for building and scaling learning solutions that accelerate capability development, drive business performance, and foster a culture of continuous growth. This role partners closely with segment leadership to ensure learning initiatives are tightly aligned with business priorities, talent strategies, and the evolving needs of the E&S marketplace.
Learning Strategy & Execution:
  • Develop and lead a comprehensive L&D strategy that supports the E&S segment's growth, transformation, and talent development goals. Ensure alignment with enterprise-wide learning frameworks while tailoring solutions to segment-specific needs.

Learning Facilitation & Capability Development:
  • Apply adult learning principles to design and facilitate interactive, engaging learning experiences that drive knowledge retention and application.
  • Build facilitation capability within E&S staff by coaching and developing their skills to deliver effective learning sessions, fostering a culture of knowledge sharing and continuous improvement.

Cross-Segment Collaboration:
  • Ensure alignment on objectives, shared priorities, and seamless execution of enterprise-developed L&D programs within the E&S segment. Act as a connector between segment needs and corporate resources.

Professional Development:
  • Design and deliver high-impact professional development programs that strengthen expertise and build a pipeline of ready-now talent for business-critical roles as well as future leaders.

Technical & Functional Capability Building:
  • Partner with business leaders and SMEs to identify skill gaps and deliver targeted learning solutions that enhance Underwriting, Claims, and other core E&S capabilities.

Change Enablement & Culture Activation:
  • Support organizational change initiatives through learning interventions that build agility, resilience, and alignment with company's values and culture.

Measurement & Impact:
  • Establish metrics to assess learning effectiveness, business impact, and ROI. Use data and feedback to continuously improve programs and demonstrate value to stakeholders.

Qualifications
  • 7+ years in Learning & Development or Talent Management, with 5+ years leading multi-disciplinary L&D teams and portfolios.
  • Proven experience designing, implementing, and scaling technical and leadership development programs with measurable business impact.
  • Experience facilitating learning programs for professional audiences and coaching others to become effective facilitators.
  • Industry experience in E&S or broader P&C insurance strongly preferred; familiarity with underwriting, claims, and risk disciplines is a plus.
  • Demonstrated success partnering with senior business leaders to align learning with strategy and performance goals.
  • Established track record of effective partnership with SMEs to develop and execute on program content.
  • Experience with learning technologies, data/analytics, vendor selection/management, and program accreditation/certification.

Technical Skills
  • Proficiency with LMS/LXP platforms, content authoring tools, learning analytics dashboards, and survey/assessment methodologies.
  • Comfort with competency/capability modeling, job architecture, career frameworks, and instructional design best practices.

Skills & Competencies
  • Strategic Agility: Translates segment strategy into focused learning portfolios and clear outcomes.
  • Business Acumen: Understands E&S market dynamics and operational drivers; ties learning to performance and risk outcomes.
  • Program Design Excellence: Crafts blended, scalable solutions with strong pedagogy and applied practice.
  • Facilitation Expertise: Skilled in applying adult learning theory to create dynamic, learner-centered experiences. Able to engage diverse audiences and adapt delivery methods for maximum impact.
  • Capability Building: Demonstrated ability to coach and develop others in facilitation techniques, fostering a culture of knowledge sharing and continuous improvement.
  • Stakeholder Influence: Aligns diverse leaders and functions; manages ambiguity and competing priorities effectively.
  • Data-Driven Decision-Making: Uses analytics to prioritize, iterate, and demonstrate ROI.
  • Change Leadership: Orchestrates learning that enables adoption, resilience, and behavioral shift.
  • Inclusive Leadership: Builds equitable access to learning; promotes diverse pipelines and psychological safety.
  • Operational Discipline: Delivers with quality, timeliness, and fiscal responsibility.
  • Accountability: Resourceful, self-sufficient and takes full ownership of results.

Education Requirment
  • Bachelor's degree required; Master's degree in HR, Education, Organizational Psychology, Business, or related field preferred

Additional Company Details
Salary Range - $140K to $180K, dependent on experience, knowledge and location.
Berkley is committed to offering comprehensive and competitive employee health benefits that help our employees stay healthy, feel secure and maintain a work/life balance. We offer Medical, Dental, Vision, Flexible Spending Account, Health Savings Account and a Health Reimbursement Arrangement. We support our employees in planning for their current and future security by offering Short & Long Term Disability, 401(k)/Profit Sharing/Employee Stock Purchase Plan, Life/Accidental Death & Dismemberment/Travel and Additional Life Insurance. We want our employees to live productive and fulfilling lives. We promote work-life balance and personal wellness by providing an Employee Assistance Program, Paid Time Off (Vacation/Sick/Holidays) and encouraging employees to participate in our groups wellness program. We take risk management excellence and your professional growth and ongoing development seriously by offering industry-related education and exams along with industry-related tuition assistance.

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