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Remote Vice President Learning Development Jobs (NOW HIRING)

Selr LLC

VP Sales

New York, NY · Remote

$260K - $400K/yr

The Role Our client is hiring a remote VP of Sales to own revenue strategy and execution end to end. This leader will be responsible for building a predictable, scalable sales engine while personally ...

Harris

Cayenta, a division of Harris; is seeking a Vice President of Research & Development who is a ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Harris

Cayenta, a division of Harris; is seeking a Vice President of Research & Development who is a ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Harris

Cayenta, a division of Harris; is seeking a Vice President of Research & Development who is a ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

Cayenta

Cayenta, a division of Harris; is seeking a Vice President of Research & Development who is a ... This remote role welcomes candidates anywhere in Canada and the US. Travel is required as needed ...

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Remote Vice President Learning Development information

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$65.5K

$147.4K

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How much do remote vice president learning development jobs pay per year?

As of Aug 4, 2026, the average yearly pay for remote vice president learning development in the United States is $147,428.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $175,500.00 per year, depending on experience, location, and employer.

How does a remote vice president of learning and development typically collaborate with cross-functional teams to drive organizational learning initiatives?

A Remote Vice President of Learning and Development works closely with leaders from HR, operations, and department heads to identify skill gaps and align learning strategies with business goals. Collaboration often involves virtual meetings, project management tools, and shared digital platforms to ensure smooth communication and implementation of training initiatives across the organization. Building relationships with subject matter experts and stakeholders is crucial to create relevant, impactful programs. Additionally, the VP often leads a distributed team and partners with external vendors or consultants to enhance learning offerings.

What is the difference between Remote Vice President Learning Development vs Remote Learning & Development Manager?

AspectRemote Vice President Learning DevelopmentRemote Learning & Development Manager
CredentialsTypically requires advanced degrees (e.g., Master’s, PhD) and executive certificationsBachelor’s or Master’s degree in HR, Education, or related field; certifications like CPLP are common
Work EnvironmentStrategic leadership, executive meetings, cross-departmental collaborationTeam management, training program development, direct employee interaction
Employer & Industry UsageUsed in large corporations, multinational companies, and organizations with complex learning needsCommon in mid-sized to large organizations focusing on employee development and training

The Remote Vice President Learning Development focuses on strategic leadership and high-level planning for organizational learning initiatives, while the Remote Learning & Development Manager handles day-to-day training program management and team supervision. Both roles require relevant credentials but differ in scope and seniority.

What are the key skills and qualifications needed to thrive as a remote vice president of learning and development, and why are they important?

To thrive as a Remote Vice President of Learning and Development, you need extensive experience in instructional design, adult learning theory, leadership, and strategic planning, often supported by a relevant advanced degree. Familiarity with learning management systems (LMS), e-learning platforms, data analytics tools, and professional certifications like CPTD or SHRM-SCP is highly valuable. Exceptional communication, change management, and cross-functional collaboration skills help leaders inspire and align remote teams. These skills are crucial for driving organizational learning initiatives that support business goals, employee growth, and a positive remote work culture.

What does a remote vice president of learning and development do?

A Remote Vice President of Learning and Development oversees an organization's training, educational programs, and professional development initiatives, all while working remotely. They create strategies to improve employee skills, manage learning teams, and measure the effectiveness of training programs. This executive role collaborates with other leaders to align learning goals with business objectives and often leverages technology to deliver virtual training solutions. Their work helps ensure employees grow in their roles and the organization remains competitive.
What cities are hiring for Remote Vice President Learning Development jobs? Cities with the most Remote Vice President Learning Development job openings:
What are the most commonly searched types of Vice President Learning Development jobs? The most popular types of Vice President Learning Development jobs are:
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Remote Vice President Learning Development jobs near you
Infographic showing various Remote Vice President Learning Development job openings in the United States as of July 2026, with employment types broken down into 85% Full Time, and 15% Part Time. Highlights an 100% Remote job distribution, with an average salary of $147,428 per year, or $70.9 per hour.

VP, Learning & Leadership Development

Dyne Therapeutics

Waltham, MA • On-site, Remote

Other

Posted 19 days ago

Job description

Role Summary:

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne's leadership, management, and workforce capability strategy. This role defines and drives the enterprise learning philosophy and establishes the systems, experience, and standards with aligned methodologies for how Dyne develops and delivers training across the organization. The Vice President builds the systems, experiences, and culture that accelerate leadership effectiveness, organizational performance, and talent growth across all stages of the employee lifecycle. 

As a member of the HR Leadership Team, this executive partners closely with the Executive Committee (EC), Senior Leadership Team (SLT), and people managers to strengthen leadership capability, succession readiness, enterprise thinking, and organizational effectiveness as Dyne continues to scale toward commercialization and global growth. 

This role combines strategic leadership with hands-on execution and is responsible for leadership development, manager excellence, enterprise learning, onboarding, organizational capability building, and succession-focused talent development. This leader also serves as the enterprise integrator of training across Dyne, creating alignment, consistency, and connectivity across functional, leadership, compliance, onboarding, and workforce development programs. 

This is a full-time position based in Waltham, MA. 

Primary Responsibilities include: 

Enterprise Leadership Development Strategy 

  • Develop and execute a multi-year leadership development strategy aligned with Dyne's business objectives, culture, values, and growth trajectory 
  • Design impactful development experiences for executives, senior leaders, emerging leaders, first-time managers, and individual contributors 
  • Build leadership capability in critical areas, including:  
    • Strategic thinking 
    • Enterprise leadership 
    • Change leadership 
    • Decision-making 
    • Cross-functional collaboration 
    • Executive communication 
    • People leadership 
    • Digital and AI mindset 
  • Establish leadership competency frameworks and development pathways aligned to Dyne's career architecture 

Manager Excellence & People Leadership 

  • Design and implement a scalable best-in-class manager development curriculum 
  • Equip leaders with tools, practices, and capabilities to:  
  • Coach and develop talent 
  • Effectively deliver feedback 
  • Support career growth 
  • Lead through change 
  • Build engaged and high-performing teams 
  • Establish manager readiness and effectiveness measures across the organization 

Learning & Workforce Capability 

  • Lead enterprise learning and development programs that build critical business, leadership, and functional capabilities 
  • Serve as the central integrator of standards, systems and platforms for training across the company, partnering with functional leaders to align priorities, develop content-specific programs, , reduce duplication, ensure consistency, and connect development efforts to enterprise capability needs 
  • Develop scalable learning solutions that blend instructor-led, virtual, digital, and experiential methodologies 
  • Oversee onboarding and integration programs that accelerate new hire productivity and engagement 
  • Partner with Commercial and Medical training function to facilitate onboarding and continuous development programs that enable rapid proficiency for sales, market access, marketing, patient services, and field leadership teams. 

Talent Development & Succession 

  • Partner with Talent Management and HR Business Partners to connect leadership development with talent review, succession planning, and career growth processes  
  • Design high-potential and accelerated development programs that prepare leaders for broader enterprise impact 
  • Build leadership pipelines for critical business, scientific, technical, and commercial roles 
  • Ensure leadership development efforts strengthen succession readiness across key positions 

Organizational Effectiveness & Culture 

  • Partner with executive leaders to strengthen leadership team effectiveness, alignment, and execution 
  • Support enterprise initiatives that enhance collaboration, accountability, innovation, and engagement 
  • Facilitate executive and leadership team workshops focused on strategy, effectiveness, communication, and culture 
  • Embed a culture of continuous learning and development across Dyne 
  • Champion change management initiatives by developing learning strategies that support organizational transformation, new product launches, and evolving business priorities. 

Measurement & Impact 

  • Define meaningful metrics and analytics to assess learning effectiveness, adoption, and business impact 
  • Measure leadership bench strength, succession readiness, internal mobility, employee development, and leadership effectiveness 
  • Use data and employee insights to continuously improve programs and investment strategies and translate learning and leadership investments into measurable outcomes tied to business priorities 
  • Leverage learning technologies, digital platforms, and data analytics to deliver engaging, measurable, and scalable learning experiences while evaluating program effectiveness and business impact. 

Team Leadership 

  • Build and lead a high-performing Learning & Leadership Development function 
  • Establish partnerships with external learning providers, executive coaches, universities, and leadership development organizations 
  • Manage budgets, vendor relationships, and strategic investments to maximize quality, scalability, and business impact 

Education and Skills Requirements:

  • Bachelor's degree required; advanced degree preferred 
  • 20+ years of progressive leadership experience in Learning & Development, Leadership Development, Talent Management, Organizational Development, or related disciplines 
  • Experience building enterprise-wide leadership development strategies in high-growth and commercial stage organizations 
  • Demonstrated success partnering with executive leadership teams 
  • Strong understanding of adult learning principles, leadership development methodologies, and organizational effectiveness practices 
  • Experience leading organizational change and culture transformation initiatives. 
  • Proven ability to influence at executive and board-facing levels 
  • Highly adaptable, resilient with strong leadership presence, self-awareness, and sound judgment 
  • Excellent communicator and influencer with ability to adapt style and approach as needed to drive alignment, clarity, and action 
  • Ability to build trusted relationships and credibility at all levels of the organization 
  • Demonstrated experience leading teams and driving organizational growth 
  • Self-starter, able to drive work forward within fast-paced, dynamic and high growth environment with a strong track record of execution 
  • Digital-first mindset with a strong interest in emerging technologies, including AI and automation, and the ability to translate these innovations into practical learning programs that build organizational capability and accelerate business performance 
  • A startup mindset: adaptable, proactive, resourceful, and willing and ready to roll up your sleeves to execute 

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