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Learning Strategist Jobs in Nevada (NOW HIRING)

FIRY

Manager, Learning and Development

Las Vegas, NV · On-site

Enterprise Learning Strategy & Function Leadership. Lead and architect the end-to-end Learning & Development function at Skillz, defining the strategy, operating model, governance, and roadmap ...

Summit Companies

Technical Learning Program Manager

Reno, NV · On-site

$128K - $166K/yr

The Technical Learning Program Manager is responsible for the strategic administration, governance, and continuous improvement of the organization's technical training programs, learning systems, and ...

Tiffany

Retail Learning Coach

Las Vegas, NV

$92K - $124K/yr

In partnership with store and market leadership, this role will lead the overall coaching strategy ... Learning Sustainment: * Ensure training programs translate to in store, daily behaviors. * Assess ...

Tiffany & Co

Retail Learning Coach

Las Vegas, NV · On-site

$92K - $124K/yr

In partnership with store and market leadership, this role will lead the overall coaching strategy ... Learning Sustainment: * Ensure training programs translate to in store, daily behaviors. * Assess ...

Tiffany & Co.

Retail Learning Coach

Las Vegas, NV

$92K - $124K/yr

In partnership with store and market leadership, this role will lead the overall coaching strategy ... Learning Sustainment: * Ensure training programs translate to in store, daily behaviors. * Assess ...

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Showing results 21-40

All JobsLearning Strategist JobsLearning Strategist Jobs in Nevada

Learning Strategist information

See Nevada salary details

$35.6K

$84K

$165K

How much do learning strategist jobs pay per year?

As of Aug 6, 2026, the average yearly pay for learning strategist in Nevada is $84,017.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,400.00 and $110,000.00 per year, depending on experience, location, and employer.

How does a learning strategist typically collaborate with subject matter experts and instructional designers to develop effective educational programs?

A Learning Strategist works closely with subject matter experts (SMEs) to ensure content accuracy and relevance, while partnering with instructional designers to align learning objectives with engaging delivery methods. This collaboration often involves regular meetings to review curricula, provide feedback, and adjust strategies based on learner needs and organizational goals. Strong communication and project management skills are essential, as the Learning Strategist acts as a bridge between content expertise and instructional best practices, ensuring that educational programs are both impactful and aligned with business outcomes.

What is a learning strategist?

A Learning Strategist is an educational professional who helps students develop effective learning techniques, organizational skills, and strategies for academic success. They often work in schools, colleges, or private practice, supporting students with diverse learning needs, including those with learning disabilities. Learning Strategists assess individual learning styles and challenges, then tailor strategies to help students set goals, improve study habits, manage time, and overcome academic obstacles. Their goal is to empower students to become independent and confident learners.

What does a learning strategist do?

As a learning strategist, your job is to help develop and improve learning solutions for students within a school system. This job comes in two primary forms. The first type of learning strategist focuses on the broader curriculum of a school or a district. Your job may involve using an assessment process to evaluate teachers, helping plan new learning strategies, and addressing any unique needs or factors. The second category of learning strategists focuses on special education classrooms and children with various disabilities. In these cases, learning strategists support teachers by studying the needs of each child and helping obtain whatever they need to succeed in the classroom.

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

To thrive as a Learning Strategist, you need expertise in instructional design, curriculum development, and adult learning theories, often supported by a degree in education, instructional design, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and data analytics platforms is typically required. Strong soft skills include creativity, communication, and the ability to collaborate with diverse stakeholders. These skills and qualities are crucial for developing effective learning solutions that drive organizational growth and learner engagement.
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What cities in Nevada are hiring for Learning Strategist jobs? Cities in Nevada with the most Learning Strategist job openings:
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Learning Strategist jobs near you
Infographic showing various Learning Strategist job openings in Nevada as of August 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% In-person job distribution, with an average salary of $84,017 per year, or $40.4 per hour.

Director, Talent, Learning & Organizational D

MP Materials Corp.

Las Vegas, NV • On-site

Full-time

Posted 10 days ago

MP Materials rating

9.0

Company rating: 9.0 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

1st of 40 rated mining

Job description

Company Overview:

MP Materials (NYSE: MP) is rebuilding American industrial capability for a new era of autonomy, robotics, and electrification.

We are the only U.S. company with a fully integrated rare earth supply chain—from mining and refining to advanced metal and magnet manufacturing. Our products include both the critical materials used to make permanent magnets and the finished magnets themselves—enabling next-generation technologies in robotics, automation, aerospace, transportation, defense, and energy systems. These materials are the foundation of physical AI—the convergence of computation, movement, and control.

We hire ambitious, mission-driven people who want to tackle complex challenges and shape the future of strategic industries. Our culture is rooted in teamwork, resiliency, and integrity, with a deep commitment to operational excellence and national purpose. MP is rapidly evolving from a materials producer into a leading U.S. manufacturer.

Position Overview:

The Director, Talent, Learning & Organizational Development serves as the leader of MP Materials Talent, Learning, and Organizational Development organization. This role is responsible for shaping and delivering talent and leadership strategies and systems across the employee lifecycle, ensuring alignment with business priorities. This role will establish practical, scalable, and aligned talent frameworks that create consistent, high-quality employee and manager experiences, while strengthening performance, leadership capability, and organizational effectiveness in support of MP Materials business objectives.

The Director, Talent, Learning & Organizational Development will also build strong partnerships across the business to develop a deep understanding of MP Materials strategy, enabling talent, learning, and organizational development solutions that deliver meaningful impact.

Position Responsibilities:

  • Owns the end‑to‑end talent lifecycle, including performance management, talent assessment, and employee development.
  • Design, implement, and continuously improve an end-to-end performance management process (goal setting, quarterly check-ins, mid-year, and year-end).
  • Partner with business and HR leaders to strengthen goal clarity, feedback quality, and performance conversations, while identifying critical capabilities, workforce needs, and future skill gaps.
  • Design and lead enterprise talent review processes, including critical role identification, succession planning, key talent identification, and development planning.
  • Establish and monitor talent analytics and metrics (e.g., bench strength, retention) to assess effectiveness and inform decisions.
  • Design and deliver manager and leadership development strategies that strengthen leadership capability, accelerate high-potential talent, and build a sustainable leadership pipeline.
  • Partner with HR Business Partners and business leaders to diagnose organizational needs and drive change and transformation efforts that enhance team performance and alignment.
  • Provide tools and frameworks to enable coaching, mentoring, and leadership development across all levels.
  • Foster a high-performance that strengthens employee engagement, retention, and leadership effectiveness.
  • Defines and scales enterprise learning and capability building aligned to business priorities and future workforce needs.
  • Develop and implement a learning strategy aligned to business priorities, critical capability needs, and future workforce requirements.
  • Align learning initiatives to key skill gaps and capabilities needed to support business growth and performance.
  • Manage enterprise learning programs and platforms (e.g., LMS, LinkedIn Learning).
  • Ensure learning solutions are practical, scalable, and tied to measurable improvements in performance and capability building.
  • Measure the effectiveness and impact of learning programs using data, feedback, and defined success metrics.
  • Manage external learning partners and vendors to deliver high-quality, scalable solutions.
  • Oversee and enhance early talent programs (e.g., interns, co-ops)
  • Other duties and responsibilities as assigned.

Basic Qualifications:

  • Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree and HR certifications (e.g., SHRM-SCP, SPHR) preferred.
  • Demonstrated experience in Human Resources, Organizational Development, or a related field, with a strong track record of building and scaling Talent, Learning, and Organizational Development capabilities
  • 8-10 years of progressive HR experience, including significant experience in Talent Management, Learning, and/or Organizational Development.
  • Demonstrated experience designing and implementing performance management, succession planning, and leadership development programs.
  • Experience leading or building enterprise or function-wide talent programs in a growing organization.
  • Strong program leadership and change management experience, including driving adoption of new processes and frameworks.
  • Demonstrated ability to operate at both a strategic and execution level, translating enterprise talent strategies into practical, scalable solutions that drive measurable business impact.
  • Strong business acumen, with the ability to translate business priorities into talent, learning, and organizational development strategies.
  • Strong analytical and problem-solving skills, including the ability to use data and analytics to inform decisions, measure impact, and translate insights into action.
  • Strong communication and influencing skills across all levels of the organization.
  • Familiarity with learning platforms, LMS, and digital learning strategies.

MP Materials is Proud to be an Equal Opportunity / Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Underrepresented groups/Women/Disabled/Veterans are encouraged to apply. Candidates whose disabilities make them unable to meet the position’s requirements will still be considered qualified if they can perform the essential functions of the job with reasonable accommodation.

Your Right to Work – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment verification document form upon hire.

For Assistance with Application - Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact Human Resources Department at 702-844-6111; dial 7 when prompted for HR; 1700 South Pavilion Center Dr. 8th Floor, Las Vegas, NV 89135 to discuss reasonable accommodation.

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