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Reinforcement Learning Engineer Jobs in Alabama (NOW HIRING)

Becton, Dickinson and Company

It takes the imagination and passion of all of us-from design and engineering to the manufacturing ... Virtual learning programs * Advanced capability workshops * Primary focus areas include: valuebased ...

Faurecia Services Groupe

PC&L Director

Auburn, AL · On-site

$100 - $130/hr

Assess plant PC&L organizational strengths and gaps; define reinforcement and capability‑building ... Bachelor's or Master's degree in Engineering or Supply Chain * Proven experience in Production ...

Becton, Dickinson and Company

It takes the imagination and passion of all of us-from design and engineering to the manufacturing ... Familiarity with adult learning principles and instructional design. * Previous experience ...

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All JobsReinforcement Learning Engineer JobsReinforcement Learning Engineer Jobs in Alabama

Reinforcement Learning Engineer information

See Alabama salary details

$34.4K

$105K

$173.6K

How much do reinforcement learning engineer jobs pay per year?

As of Aug 14, 2026, the average yearly pay for reinforcement learning engineer in Alabama is $105,018.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,200.00 and $137,300.00 per year, depending on experience, location, and employer.

What is a reinforcement learning engineer?

Reinforcement Learning Engineers are specialized professionals who design, develop, and implement algorithms based on reinforcement learning, a type of machine learning where agents learn to make decisions by receiving rewards or penalties. They work on building models that enable machines to learn optimal actions through trial and error in complex environments. Their responsibilities often include developing RL architectures, tuning hyperparameters, running simulations, and applying RL methods to real-world problems like robotics, gaming, or recommendation systems. RL Engineers typically have strong backgrounds in computer science, mathematics, and deep learning, along with experience in programming languages like Python and frameworks such as TensorFlow or PyTorch.

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

To thrive as a Reinforcement Learning Engineer, you need a strong background in machine learning, mathematics (especially probability and statistics), and programming languages like Python, often supported by a relevant degree in computer science or engineering. Familiarity with deep learning frameworks (such as TensorFlow or PyTorch), RL libraries (like OpenAI Gym), and cloud computing platforms is typically required. Problem-solving skills, creativity, and effective collaboration help set outstanding engineers apart in this field. These competencies enable the design and deployment of advanced RL solutions that address real-world challenges and drive innovation.

What are some common challenges faced by reinforcement learning engineers when deploying models in real-world environments?

One of the main challenges Reinforcement Learning (RL) Engineers face is bridging the gap between simulation and real-world deployment. Models that perform well in controlled environments may struggle with unpredictable data, safety constraints, or limited feedback in production. Additionally, RL algorithms often require significant computational resources and careful tuning to avoid instability. Collaboration with domain experts and software engineers is essential to address these issues and ensure successful integration of RL solutions into existing systems.

What is the difference between Reinforcement Learning Engineer vs Machine Learning Engineer?

AspectReinforcement Learning EngineerMachine Learning Engineer
CredentialsBachelor's/Master's in CS, AI, or related; experience with RL frameworksBachelor's/Master's in CS, Data Science, or related; experience with ML algorithms
Work EnvironmentResearch labs, AI startups, tech companies focusing on RL applicationsTech companies, data-driven firms, AI departments across industries
Industry UsageSpecialized in RL projects like robotics, game AI, autonomous systemsBroader applications including predictive modeling, NLP, computer vision

Reinforcement Learning Engineers focus on developing algorithms that learn through interactions with environments, often in robotics or gaming. Machine Learning Engineers work on a wider range of models and applications. While both roles require strong programming and math skills, RL Engineers specialize in sequential decision-making, whereas ML Engineers handle diverse data-driven tasks across industries.

What are popular job titles related to Reinforcement Learning Engineer jobs in Alabama?

For Reinforcement Learning Engineer jobs in Alabama, the most frequently searched job titles are:

What job categories do people searching Reinforcement Learning Engineer jobs in Alabama look for?

The top searched job categories for Reinforcement Learning Engineer jobs in Alabama are:

What cities in Alabama are hiring for Reinforcement Learning Engineer jobs?

Cities in Alabama with the most Reinforcement Learning Engineer job openings:

Reinforcement Learning Engineer jobs near you
Infographic showing various Reinforcement Learning Engineer job openings in Alabama as of August 2026, with employment types broken down into 1% As Needed, 70% Full Time, 26% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $105,018 per year, or $50.5 per hour.

Technical Learning & Workforce Development Lead

UNAVAILABLE

Huntsville, AL • On-site

$100 - $130/hr

Other

Posted 9 days ago

Job description

Responsibilities

PeopleTec is currently seeking a Technical Learning & Workforce Development Lead to support our Huntsville, AL location.

The Lead owns the technical‑training function across the enterprise: identifying current and emerging technical capability gaps, standing up the specialized training and certifications our programs and pursuits require, and serving as a technical learning liaison who connects engineering subject matter experts (SMEs) with company leadership. The role prepares the workforce for program execution, proposal pursuits, customer requirements, and future growth areas, with an emphasis on anticipating capability needs before they become program or proposal constraints.

This is a hybrid role. The most effective candidate combines genuine technical grounding with strong instructional design and facilitation skills, along with the communication ability to build trust and credibility with both technical and non‑technical audiences. Success depends on engaging engineers and SMEs as a credible partner, translating complex technical content into practical and scalable learning for the broader workforce, and producing clear, accurate material for leadership. The Lead complements PeopleTec’s established professional‑development programming by providing dedicated focus on and ownership of technical workforce capability.

Key Responsibilities:

  • Serve as a technical learning liaison
    • Build trusted relationships with Technical Fellows, engineers, program leaders, capture and proposal teams, and corporate leadership to understand current capabilities, emerging needs, and workforce readiness gaps that could affect customer delivery, proposal readiness, or strategic growth.
    • Translate technical content into clear, accurate, and executive‑ready material for leadership briefings, board meetings, offsites, customer discussions, congressional and stakeholder engagements, and internal communications.
  • Align learning to business priorities and get ahead of need
    • Monitor upcoming opportunities, recompetes, customer priorities, and technical trends to recommend proactive training investments before gaps become program or proposal constraints; support workforce readiness planning for new pursuits and strategic growth areas.
    • Conduct needs assessments and translate business goals, capture activity, and technical and performance gaps into prioritized roadmaps, measurable success metrics, and curriculum architectures, including role‑based pathways, technical academies, and certification tracks.
  • Source and stand up technical training and certifications
    • Research, evaluate, and coordinate external training providers, vendor‑led courses, and certification programs in areas such as MBSE, Cameo, systems engineering, AI/ML, cybersecurity, software development, cloud, modeling and simulation, data analytics, and other emerging company priorities.
    • Identify certifications required for specific program awards, secure the appropriate instruction, and ensure the right employees are trained and certified on schedule.
  • Own and maintain the technical‑training corporate function
    • Provide dedicated ownership of the technical‑training portfolio, ensuring it is actively maintained, current, and aligned to evolving technologies, customer requirements, and program needs.
    • Partner with Technical Fellows, engineers, and external providers to convert complex technical knowledge into job‑ready learning solutions, labs, job aids, certification pathways, and scalable academies.
  • Design and deliver learning end‑to‑end
    • Manage planning, design, development, delivery, evaluation, and continuous improvement of learning experiences using a structured methodology, spanning instructor‑led training, virtual instructor‑led delivery, e‑learning, microlearning, hands‑on labs, and performance support.
    • Create, modify, and continuously improve curricula for technical and non‑technical populations, supporting employees from onboarding through advanced technical specialization.
  • Coordinate change management enablement
    • For high‑impact systems, tool, process, and operating‑model rollouts, build adoption plans that include stakeholder mapping, role‑based learning paths, communication assets, manager enablement, reinforcement mechanisms, and measurable adoption outcomes.
  • Administer platforms and measure impact
    • Serve as an LMS administrator and learning technology partner: manage catalogs, assignments, reporting, compliance tracking, learning records, and user support; recommend improvements to learning workflows, governance, and user experience.
    • Develop evaluation plans and dashboards to track utilization, knowledge transfer, skill application, certification progress, performance impact, and business outcomes; use data and feedback loops to refine curricula and deliver executive‑ready insights.
  • Strengthen the learning culture
    • Curate and support leadership development, team effectiveness, mentorship, communities of practice, and facilitated knowledge‑sharing series that complement, rather than duplicate, existing professional‑development programming.
Qualifications

Required Skills/Experience

  • Technical grounding sufficient to engage credibly with engineers and SMEs as a trusted learning partner.
  • Proven ability to translate complex technical content into effective learning, labs, job aids, and performance support.
  • 5 to 8+ years of progressive experience across instructional design, technical training, workforce development, and/or organizational development.
  • Demonstrated ability to lead complex learning projects end‑to‑end: needs analysis, design, development, delivery, evaluation, and iteration.
  • Strong facilitation, stakeholder management, and executive‑ready communication, with the ability to communicate effectively with both technical and non‑technical audiences.
  • Ability to identify technical workforce gaps, assess business impact, prioritize learning investments, and build practical roadmaps that support program execution, proposal readiness, and strategic growth.
  • Experience administering an LMS and using learning analytics and dashboards to inform decisions and demonstrate business impact.
  • Ability to research, evaluate, and coordinate external training vendors and certification providers.

Education Requirements

  • Bachelor’s degree in a relevant field such as Engineering, Systems Engineering, Computer Science, or another technical field with L&D experience (strongly preferred), or in Organizational Development, Instructional Design, Education, Human Resources, or Business with demonstrated technical‑training capability, or equivalent experience.

Preferred Qualifications

  • Aerospace/defense industry experience, or experience supporting similarly regulated, technical, government, or mission‑focused environments.
  • Experience supporting advanced technical programs involving systems engineering, software, AI/ML, modeling and simulation, cybersecurity, cloud, data analytics, training systems, or digital engineering.
  • Background bridging engineering and education, such as a technical practitioner who moved into training or an instructional professional with strong technical grounding.
  • Experience coordinating technical certification programs, vendor‑led training, technical academies, or communities of practice.
  • Experience supporting capture, proposal, business development, or strategic workforce‑planning activities.
  • Experience coordinating change enablement for technology and process rollouts, including communications, manager toolkits, role‑based training, and adoption tracking.
  • Familiarity with e‑learning standards and practices such as SCORM, xAPI, and cmi5, authoring tools, and blended program design.
  • Certifications, one or more preferred: PMP, SAFe/Agile, Prosci Change Management, ATD CPTD/APTD, SHRM‑CP/SCP, MBSE or Cameo‑related certification, or equivalent.

Competencies

  • Technical credibility and the ability to build trust and rapport with engineering teams while remaining accessible to non‑technical audiences.
  • Proactive and anticipatory, identifying capability needs early rather than responding after they emerge.
  • Data‑driven, outcomes‑oriented approach to learning and organizational effectiveness.
  • High ownership, strong prioritization, and comfort in ambiguity.
  • Relationship‑building across cross‑functional, technical, corporate, and leadership stakeholders.
  • Sound judgment in balancing immediate training needs with long‑term workforce capability development.
  • Bias for action, iteration, and continuous improvement, with high standards for learner experience, quality, accuracy, and practical usability.

PeopleTec, Inc. is an Equal Employment Opportunity employer and provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in its job application procedures. If you have any difficulty using our online system and you need an accommodation due to a disability, you may use the following email address, applicationhelp@peopletec.com and/or phone number (256.319.3800) to contact us about your interest in employment with PeopleTec, Inc. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, citizenship, ancestry, marital status, protected veteran status, disability status or any other status protected by federal, state, or local law. PeopleTec, Inc. participates in E‑Verify.

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