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Training 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 Development JobsTraining Development Jobs in Georgetown, TX

Training Development information

See Georgetown, TX salary details

$32.1K

$74.9K

$118.5K

How much do training development jobs pay per year?

As of Aug 13, 2026, the average yearly pay for training 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 are some common challenges faced by professionals in training development roles, and how can they be addressed?

Professionals in Training Development often encounter challenges such as engaging diverse learners, keeping training materials up-to-date, and measuring the effectiveness of their programs. To address these issues, it is important to leverage interactive and multimedia content, regularly solicit feedback from participants, and collaborate closely with subject matter experts to ensure relevancy. Additionally, using learning management systems (LMS) can help track learner progress and outcomes, enabling more data-driven improvements to training programs.

What does a training development do?

A training development professional designs, implements, and evaluates training programs to improve employee skills and knowledge. They analyze organizational needs, create instructional materials, and often use tools like Learning Management Systems (LMS) to deliver training. Their goal is to enhance workforce performance and support organizational goals.

What degree do you need for training development?

Training development professionals typically hold at least a bachelor's degree in education, instructional design, human resources, or a related field. Advanced roles may require a master's degree or specialized certifications in instructional design or e-learning tools. Strong communication skills and experience with training software are also important for success in this field.

What is training development?

Training and Development refers to the organizational process of improving employees' skills, knowledge, and competencies through structured programs and activities. This field focuses on designing, implementing, and evaluating learning experiences that help employees perform better in their current roles and prepare them for future responsibilities. Effective training and development initiatives can boost productivity, increase job satisfaction, and support organizational growth. These programs may include workshops, e-learning modules, mentoring, and on-the-job training.

What are the key skills and qualifications needed to thrive in training development?

To thrive in Training Development, you need expertise in instructional design, adult learning principles, and curriculum development, often supported by a degree in education, human resources, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools like Articulate or Captivate, and relevant certifications such as CPLP or ATD are typically required. Strong communication, creativity, and facilitation skills help professionals engage learners and adapt content to diverse audiences. These competencies ensure training programs are effective, engaging, and aligned with organizational goals.
What are the most commonly searched types of Training Development jobs in Georgetown, TX? The most popular types of Training Development jobs in Georgetown, TX are:
What are popular job titles related to Training Development jobs in Georgetown, TX? For Training Development jobs in Georgetown, TX, the most frequently searched job titles are:
What job categories do people searching Training Development jobs in Georgetown, TX look for? The top searched job categories for Training Development jobs in Georgetown, TX are:
What cities near Georgetown, TX are hiring for Training Development jobs? Cities near Georgetown, TX with the most Training Development job openings:
Training Development jobs near you
Infographic showing various Training 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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