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Training And Development Jobs in Georgetown, TX (NOW HIRING)

Prime Marketing

Training and Development Supervisor

Austin, TX · Remote

$50K - $60K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Training and Development Supervisor Prime Marketing is seeking a Training and Development Supervisor to lead a small training team and strengthen learning programs across our business verticals. This ...

Prime Marketing

Training and Development Supervisor

Austin, TX · Remote

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Training and Development Supervisor Prime Marketing is seeking a Training and Development Supervisor to lead a small training team and strengthen learning programs across our business verticals. This ...

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All JobsTraining And Development JobsTraining And Development Jobs in Georgetown, TX

Training And Development information

See Georgetown, TX salary details

$32.1K

$74.9K

$118.5K

How much do training and development jobs pay per year?

As of Aug 13, 2026, the average yearly pay for training and development in Georgetown, TX is $74,908.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,700.00 and $92,000.00 per year, depending on experience, location, and employer.

What is a training and development professional?

Training and Development professionals are responsible for designing, implementing, and overseeing programs that help employees improve their skills and knowledge. They assess organizational needs, create learning materials, and facilitate workshops or training sessions. Their goal is to enhance employee performance, support career growth, and ensure that the workforce is equipped to meet current and future business challenges.

What opportunities for career advancement are typically available for professionals in training and development?

Professionals in Training and Development often have clear pathways for career growth, such as progressing from a Training Specialist to roles like Training Manager, Learning and Development Manager, or even Director of Talent Development. Advancement often comes with increased responsibility for designing organizational training strategies and leading larger teams. Many organizations also offer specialized tracks in e-learning, instructional design, or leadership development. Actively pursuing certifications, such as those from ATD or SHRM, can also enhance promotion prospects.

What is the difference between Training And Development vs Learning and Development?

AspectTraining And DevelopmentLearning and Development
FocusSkill enhancement and job-specific trainingBroader learning initiatives, including personal growth
CredentialsOften requires certifications in training methods or HRMay include certifications in education, coaching, or organizational development
Work EnvironmentCorporate settings, workshops, seminarsWorkshops, e-learning, coaching sessions
Industry UsageCommon in HR, corporate training departmentsUsed across HR, organizational development, and educational sectors

Training And Development primarily focuses on improving employees' specific skills for their current roles, often through structured programs. Learning and Development encompasses a broader scope, including personal growth and organizational learning initiatives. While both aim to enhance workforce capabilities, Training And Development is more targeted, whereas Learning and Development promotes ongoing, holistic learning.

What are the key skills and qualifications needed to thrive as a training and development specialist, and why are they important?

To thrive as a Training and Development Specialist, you need expertise in instructional design, adult learning principles, and a background in education or human resources, often supported by a relevant degree or professional certification (such as CPLP or SHRM-CP). Familiarity with learning management systems (LMS), e-learning authoring tools, and performance assessment platforms is typically required. Strong communication, presentation, and organizational skills help you engage learners and adapt content to diverse audiences. These competencies ensure effective training programs that support employee growth and organizational success.
What are the most commonly searched types of Training And Development jobs in Georgetown, TX? The most popular types of Training And Development jobs in Georgetown, TX are:
What are popular job titles related to Training And Development jobs in Georgetown, TX? For Training And Development jobs in Georgetown, TX, the most frequently searched job titles are:
What job categories do people searching Training And Development jobs in Georgetown, TX look for? The top searched job categories for Training And Development jobs in Georgetown, TX are:
What cities near Georgetown, TX are hiring for Training And Development jobs? Cities near Georgetown, TX with the most Training And Development job openings:
Training And Development jobs near you
Infographic showing various Training And Development job openings in Georgetown, TX as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 20% Part Time, and 2% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $74,908 per year, or $36 per hour.

Corporate Training and Development Coordinator

Dynamic Systems, Inc.

Austin, TX • On-site

Other

Posted 25 days ago

Job description

The Corporate Training & Development Coordinator builds, coordinates, and continuously 

improves the company's technical and leadership development programs across every branch. 

This role keeps development running for the operational backbone of the company: Project 

Managers, Field Supervision, Quality, and Safety, ensuring people at each level have a clear, 

consistent path to grow in both technical capability and leadership effectiveness.

This is a program-building and coordination role rather than a subject-matter-expert role. The 

Coordinator partners with internal experts, branch leadership, and external providers to source, 

schedule, track, and measure training, working within the strategy and priorities set by the 

Committee and senior leadership.

Core Responsibilities

Program coordination & curriculum support

• Maintain the Core + Tracks development model: a shared leadership core for all roles, plus 

role-specific technical tracks for PMs, field supervision, quality, and safety leadership.

• Keep competency maps and progression paths current for each role (e.g., Foreman ? 

General Foreman ? Superintendent), defining what “ready for the next level” looks like.

• Source and assemble content from internal SMEs, branch experts, and external partners; 

build and fill the structure rather than serving as the technical expert in each discipline.

Delivery & logistics

• Plan, schedule, and coordinate training events across all branches — instructor-led 

sessions, workshops, cohorts, and self-paced modules.

• Manage external training partners and speakers: vetting, scheduling, contracting 

coordination, and quality control of delivered content.

• Administer the learning platform / LMS — enrollment, content hosting, completion tracking, 

and reporting.

Technical development

• Coordinate role-specific technical training such as project controls, contract and change 

management, scheduling, BIM / coordination workflow, ERP (Vista) proficiency, 

prefabrication and field productivity, planning, and quality processes (inspection, 

documentation, code / spec familiarity).

Leadership development

• Run the leadership track that applies across all roles — accountability and ownership, 

communication, delegation, conflict resolution, crew / team leadership, and developing 

others.

• Coordinate cohort-based leadership programs and integrate external leadership content 

where appropriate.

Measurement & continuous improvement

• Track and report training KPIs — participation, completion, competency progression, 

internal promotion readiness, and manager / participant feedback.

• Gather feedback after each program and iterate; retire what isn't working, scale what is.

• Maintain a standardized but branch-flexible approach so all locations get consistent quality 

without losing local relevance.

Stakeholder coordination

• Serve as staff support to the Leadership & Training Development Committee, helping 

translate its direction into executed programs.

• Partner with branch operations managers to align development plans with workforce 

planning, succession, and promotion timing.

• Coordinate with EHS and HR so leadership / technical development complements — and 

never overlaps — required compliance training and HR-owned onboarding.


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